Introduction to the practise of employee wellbeing.

 Work Place Wellbeing?

Relates to all aspects of working life, from the quality and safety of the physical environment to how workers feel about their work, their working environment, the climate at work and work organization. The aim of measures for workplace well-being is to complete occupational Safety, and Health measures to make sure workers are safe, healthy, satisfied and engaged at work. 

(European Agency For Safety and Health at -Work- EU-OSHA)

Employee Well-being ?

Is a key factor in determining an organization's  long-term effectiveness. Many studies show a direct link between productivity levels and the general health and well-being of the work force.

( European Agency for Safety and Health at Work-EU-OSHA) 

Employee wellbeing encompasses mental, physical, emotional, and economic health, influenced by workplace relationships, resources, and decisions. It's enhanced by a positive culture prioritizing wellbeing, clear tasks, motivation, and benefits like financial support, health aids, and work-life balance measures. Well being is a positive concept. This is very challenging concept. Well-being is much broader concept than moment to moment happiness.

 

Why employee well-being is important ?

• Increases Employee Retention Rates.
• Boosts Employee motivation and productivity.
• Provides a better  customer experience.
• Enhances your brand reputation.
• Improve employee satisfaction and engagement.
• Prevent Stress 
• Create Positive Work Environment

The 5 pillars of employee well-being?

• Career well-being focuses on employees’ ability to grow and advance in their careers. You might provide training programs or other resources to help employees reach their goals.
• Social well-being emphasizes the importance of the relationships between people in a workplace. Encourage team-building exercises or social gatherings to help employees bond.
• Financial well-being refers to an employee’s economic stability. Offer competitive salaries and benefits to support your staff’s well-being.
• Physical well-being revolves around an employee’s physical health. Consider including additional healthcare benefits or offering nutritious snacks in the breakroom.
• Emotional well-being is all about your employees’ mental health. You might allow time for mindfulness programs and provide more flexible working conditions.

Providing a conducive work environment.

Employers need to be concerned with the well-being of their employees. The practise of employee well-being deals with creating a satisfactory work environment, managing stress, attending to work life balance issues, dealing with sexual harassment and bullying problems, providing services for individuals including employee assistance programmes and providing group services such as restaurants/ canteens and social/sporting facilities.

Managerial Behaviour 

Lawler ( 2003) suggests that what managers have to do its "treat people right". This means recognizing them as individuals with different needs and wants, rewarding their achievements , helping them to develop and treating them with consideration as human being.

Managing  Employee Well-being.

• Employers have a duty of care and this means adopting a socially responsible approach to looking after people.
• Employers are responsible for creating a good work environment not only because it is their duty to do so but also as part of the total reward system.
• It is in the interests of employers to do so because this will increase the likelihood of their employees being committed and help and help to establish it as a "best place to work".

Work- Life Balance 

Is a equilibrium between the amount of time and effort somebody devotes to work and others aspects of life. It can also be defined as the proper prioritization between work and lifestyle. A work life conflicts arises when a person is torn between two aspects of life demanding the same resources. An imbalance or a conflict can have a negative impact either on your work productivity or your physical, psychological, and social well-being. Overcome the sense of imbalance by improving these two aspects,

• Is to improve the involvement in the non- work aspects of life.
• Is to improve satisfaction in work.

Conflict between work and other life responsibilities can diminish the quality of both work and home life for employee, which can affect organizational outcomes such as productivity, absenteeism, turnover. To help employees improve work- life balance can improve morale, increase job satisfaction and strengthen employees commitment to the organization.

Programs and policies that facilitate work-life balance generally fall into 2 categories,

• Flexible arrangements.

• Resources to help employees manage their non-work demands.

Stress Management 

"Is a  reaction to a situation- it isn't about the actual situation. Common sources of stress may include major life events, like moving or changing jobs, long term worries, like long term illness or parenting. can also feel stressful. Even daily hassles like dealing with traffic can be a source of stress."

 

Employers should therefore implement preventive activities to optimize the fit between an individual worker and his or her psychosocial, organizational and physical working environment, to minimize adverse effects. This should be complemented by health promotion activities that aim at improving the individual's coping abilities and strengthening personal skills.

Good mental health is important, since it allows people to develop in many ways- emotionally, mentally, intellectually, and social. Good mental health reflects the interaction between individuals and their environment and such factors as biological and early childhood development, social support and self-esteem.

Strategies that can help control stress.

Job design is also an important factor. Good job design accommodates an employee's mental and physical abilities. In general, the following job design guidelines will help minimize or control workplace stress,

• The job should be reasonably demand.
• The employee should feel that the job leads to some sort of desirable future.
• There should be some degree of social support and recognition in the workplace.

Dealing with sexual harassment and bullying.

Sexual Harassment in the workplace 

Has always been a feature of life at work. It is just as unpleasant. People subject to sexual harassment can take legal action. Policy of the organization to make it clear that it will not be tolerated and this policy should be backed up by procedures and practices for dealing with harassment. Women are the most vulnerable group of victims under sexual harassment at work place.  Sexual Harassment generally refers to any act that inflicts physical, mental or other harm or annoyance based on another person's gender and or sexuality and it can be recognized as a violation of human rights and human dignity, which undermines the equal opportunities and treatment between men and women. A working environment or workplace culture that is sexually permeated  or hostile will also amount to unlawful sexual harassment.

The Sri Lanka Penal Code define sexual harassment as : "whoever by assault or use of criminal force, sexually harasses another person, or by the use of words or actions, causes sexual annoyance or harassment to such other person commits the offense of sexual harassment" The perpetrator of harassment may be punished either with imprisonment up to a term of five years, or with fine, or both, or payment of compensation to the victim. 

It should be noted that sexual harassment was not recognized in Sri Lanka as a cognizable offence under the Penal Code. Until its Amendment in 1995 (sec 345 Penal Code ( Amendment) Act. No 22 of 1995 . 

Sri Lankan Women and Sexual Harassments at Workplaces: In  Search of Law Reforms Pathiraja, P.M.A.S.- University of Kelaniya Sri Lanka.

Examples of sexually harassing behaviour include,

• Unwelcoming touch.
• Staring or Leering.
• Suggestive Comments Or Jokes.
• Requests For Sex.
• Unwanted invitation to go out on dates .
• Sexually explicit physical contact and 
• Sexually explicit emails or SMS  text messages.

• Unwelcoming touch.

Quid Pro Quo harassment 

It is very rare. When the managers, supervisors, did sexual harassment as a result  of promotion or bonus and etc.

Types Of Sexual Harassments.

1. Gender Harassment.

2. Seductive Behaviour .

3. Sexual Bribery.

4. Sexual Coercion.

Sexual activity or other sex linked behaviour by threat of punishment. 

5. Sexual Imposition.

Gross sexual imposition or sexual assault or battery.

( Source: American Psychological Association) 

Responsibilities.

1. To Eradicate and address sexual harassment in the workplace.

2. Develop and maintain an effective policy and procedures regarding sexual harassment and should make sure that is communicated and properly implemented.

3. Never engage in any harassing or disrespectful behaviour.

4.Address harassment issues according to company policy and procedures.

5. Stand up against harassments.

6. Cooperate honestly and fully in the investigation process.

Bullying 

Is a form of harassment and can be very unpleasant.  It is perhaps one of the most difficult aspects of employee relationships to control. It can be hard to prove that bullying has taken place and employee may be reluctant to complain about a bullying boss, simply because he or she is a bully.

A policy should be published stating that bullying is unacceptable behaviour.  People who feel that they are being bullied should have the right to discuss the problem with someone in the HR department or a  trained counsellor. Bullies should not be punished automatically. 

Employee Service.

Counselling .

Is a process where the client and counsellor work together to come up with different ways to experience various situation.

Counselling Skills .

• Respect.
• Tolerance.
• Self Knowledge.
• Direction.
• Strength & Balance.

Types Of Counselling.

1. Directive Counselling - High Direction.

2. Non- Directive Counselling - Low Direction.

3. Co-operative Counselling - Low Direction.

People who need Counselling.

• Performance Problem.
• Misunderstanding.
• Negative Perceptions.
• Their thinking is clouded.

Benefits Of Counselling.

• Easy access to trained counsellors.
• Helping employees to understand themselves.
• Establishing or improving copying skills.
• Developing effective solutions to problems.

Recreation Facilities.

In providing recreational facilities to employees it is important  study and evaluate the effect of workplace recreation on employee performance. There is increased involvement in leisure activities and wellness programmes by companies in a bid to promote employee's physical  and mental health. Leisure time in the course of the day  allows employees to recharge themselves psychologically and emotionally and this can lead to improved job performance. Workplace recreation has a positive influence on employee performance.

Fun Employee Engagement Activities.

1. Workplace Parties.

2. Learning Lunches.

3. Special Days.

4. Trainings.

5. Sports Events.

6. Bar nights.

7. Charity Days.

Workplace Parties.

In my previous office we  conducted a six a side cricket match in every year  1st of May. .This is a photo which I took in the prize giving ceremony.

Employee Assistance Programme. ( EAP) 

Are job based programs operating within a work organization for the purpose of identifying troubled employees, motivating, them to resolve their troubles and providing access to counselling or treatment for those  who need those services. ( Sonnenstuhl & Trice, 1990: 18) 
EAP'S Have evolved and are still evolving in response to influence within and outside the workplace, into a diverse service group with distinctive structures and services.
An EAP is an instruments used to improve the quality of life of employees. The purpose is to improve the well-being of employees and to improve the effectiveness and productivity of the company. EAP supports to solve personnel or work related problems.

Goals Of An EAP.

1.Identifying employees whose personal problems negatively impact on their work performance.

2. Motivation of employees to seek help and to accept help for their problems.

3. The assessments of the employee's problems, personal resources and the development of an action plan to support the employees.

4. The support of the employee to make use of services that he/ she needs to live a healthy and productive life.

Essential elements Of  an EAP .

• A procedure for follow-up and monitoring of employees.
• Maintenance of records for programme evaluation purposes.
• An explicit policy of confidentially of employee information.
• An administrative channel for the feedback of aggregated statistics on the age and short and lone-term outcomes of an EAP.
• An evaluation procedure of individual and corporate benefits of the EAP on the most impartial basis practical.

Video .

Conclusion.

Employee well -being is a very important factor in the organizational aspect. If a company can have a policy to build up employees well-being it will definitely gain positive impact to the organization. those are 

• increase productivity, 
• decrease absenteeism.
• boost employee morale.
• Better mental and physical health.
• cost savings.
• Increased job satisfaction.

Employers  should look after their employee and give concern  their well -being so it will help to establish  " best place to work  or great place to work". In addition to that it will promote employer brand also.  when employer look after their employees people never leave the company and they stay until their death. It will create positive working environment.so, when concerning these benefits this is very important. 

References.

1. Ian Hesketh, Cary Cooper ,( 2023), Wellbeing at Work :How to Design, Implement and Evaluate an Effective Strategy

2. Gill Hasson, Donna Butler,(2020)  Mental Health and Well-being in the workplace: A practical Guide for Employers and Employees 

3. Mind,(2018) Take a Moment: Activities to Refocus, Re-centre and Relax Wherever You Are (Wellbeing Guides)

4.Vidya S  Athota, Ashish Mallik,( 2019) Managing Employee Well-being and Resilience for Innovation , Evidence from Knowledge-intensive Service Industries

5. Laura Putnam, Workplace Wellness that Works: 10 steps to infuse well-being and vitality into any organization.

6. Cassie Sobelton,(2019), The Employee Well-being Handbook,

A Guide for Collaboration Across all Departments, Benefit Vendors, and Health Practitioners to Build a Culture of Wellness Within any Organization

7.https://resources.workable.com/stories-and-insights/employee-wellbeing-caring-for-your-people#:

8.  https://www.hibob.com/hr-glossary/employee-wellbeing/#

9. https://www.octanner.com/en-gb/articles/5-strategies-to-improve-employee-wellbeing-at-work#

10. https://extension.harvard.edu/blog/6-management-tips-for-supporting-employee-wellbeing-at-work/

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