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Enable Your People to Work at Their Full Potential by Enabling Their Wellbeing

Wellness at Work supports progressive employers to equip their people with skills and strategies for wellbeing so they can work at their full potential.

For an organisation to achieve its full potential, it needs its people to be doing the same. Unfortunately, modern workers are under pressure. As a result, many are burning out or turning up but turning off, both scenarios leading to lower performance and engagement.

At the same time, many organisations need to get more work done with fewer staff and resources. Rising costs associated with absenteeism, presenteeism, stress claims and employee turnover are common. These problems cost organisations thousands, if not millions, of dollars each year.

Employee wellbeing is the key to engaging and energising your people. It drives productivity and performance at work.

Individuals can’t thrive without it. That means organisations can’t either.

Employee wellbeing is now recognised as serious business. It’s proven to be associated with higher levels of employee engagement, productivity, satisfaction and effectiveness.

Wellbeing improves both individual performance as well as teamwork. It leads to lower absenteeism, presenteeism and turnover. It is also a key to developing an employer-of-choice reputation.

The organisation of the future knows that its long term success depends on the wellbeing of its employees.
If you want to skill and support your people to work at their full potential, why not get in touch with us to explore the possibilities.

 Why Invest in Employee Wellbeing?

Employee wellbeing is a key pathway for organisations to achieve higher levels of staff performance, engagement and retention.
It improves both individual performance and teamwork, leads to lower turnover and is a key to attracting talent.
Employee wellbeing is related to:
•    Higher levels of work performance, productivity and engagement
•    Increased resilience to stress and burnout
•    Greater job satisfaction
•    Better teamwork and customer service
•    Lower unplanned absences and resignation rates
•    Organisational resilience to change
•    Lower Work Health & Safety claim risk
Employee wellbeing used to be seen as a “nice to have but not essential”. Now it’s been proven to be an essential factor for achieving optimal organisational performance.

Some Of The Evidence

•    In a two-year study published in the Canadian Journal of Behavioural Science, it was found that psychological wellbeing reliably predicts job performance.
•    A five year study of psychological wellbeing and performance showed a strong correlation between wellbeing and work performance. (Cropanzano and Wright, 2001)
•    Healthy employees average 1-2 sick days per annum versus 18 days for those in the lowest health and wellbeing category. (Medibank Private/Vie Life Report)
•    The most unhealthy employees are productive for only about 49 hours out of each month compared to around 140 hours/month for the most healthy. (Medibank Private/Vie Life Report)
•    In nearly 8000 separate business units in 36 companies, employee engagement/wellbeing correlated with business unit performance in the areas of absences, customer satisfaction, productivity, and employee turnover.  (Harter, Schmidt and Hayes, 2002)
–   Analysis by Price Waterhouse Coopers shows that for every dollar a business invests in effective mental health initiatives, it receives an average return of $2.30.
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