The emotional well-being of employees should be an aspect that all companies work on, because the mood of the worker affects their productivity and this affects the performance of the entire organization. Achieving a strategic design for the emotional well-being of workers has such positive consequences as increasing the value of benefits, enhancing productivity and employee engagement, and building a meaningful employee experience.
In the work of comprehensively improve the well-being of workers, probably the most difficult factors to manage are emotional stability and stress management, because it not only directly affects other elements of well-being, but also They also have an impact on their individual functioning, affecting the performance of the entire organization..
In addition to stress and anxiety, emotional distress can lead to physical problems, such as fatigue or difficulty resting, problems behaviorsuch as mismanagement of anger, depression or substance abuse and Social issues, such as isolation and relationship problems or teamwork. In addition, emotional well-being directly interferes with people’s stability, regardless of the worker’s vital moment.
Stress and anxiety are common, any daily situation can cause these emotions that have a direct impact on people’s well-being and affect the relationship with the company and its productivity.
Becky Smith, Senior Practice Lead for Healthcare Management and Solutions at Willis Towers Watson’s Personal Care Management Unit, explained that “although some groups suffer more than others, stress and lack of emotional well-being affect virtually all employees“And he added that”Developing a strong emotional health program for employees is the key to improving productivity of a multigenerational and diverse workforce ”.
Strategic design of emotional well-being
The personal situation of each employee is totally different, so everyone’s emotional needs are not the same. For this reason, To achieve a good conception of the emotional well-being strategy, we must start by analyzing and segmenting the types of workers on the payroll and tracing their emotional trajectory within the company. This journey of emotional well-being helps us know when a person may need or ask for help and how to provide emotional support while avoiding stigma.
Happy employees at work.
the second step in designing this strategy It would be to know what benefits the company brings to improve the emotional well-being of workers. That is, examine possible solutions focused on mental health and stress management. Once the tools we have have been analyzed, it is necessary to explore the market to know what other benefits can be added to the emotional package. Today, technology, artificial intelligence and telemedicine have multiplied the possibilities.
The importance of data
Many times the information manipulated by the company can provide us with the keys to identifying the emotional needs of employees and we just need to know how to see it. For example, the study of absenteeism figures, the knowledge of incidents that may be related to problems or the analysis of the prevalence of disorders such as anxiety or depression among workers is very important to identify hidden trends. thanks to a good data analysis we can discover problems that have remained hidden and develop solutions that promote a healthy work environment.
A corporate culture focused on emotional well-being
Required encourages a corporate culture that takes employees’ emotional well-being seriously. To achieve this, training programs and accompanying and support actions can be offered, so that students managers and managers identify the emotional needs of their teams, engage in inclusion and diversity, or establish mechanisms to identify sources of work-related stress or anxiety.
Companies need to ask themselves: what is the impact of the organization in improving the lives of its employees? Do youWhat is the real contribution of the company to help manage stress and emotional support for workers?
According Becky Smith “The general approach of the value proposition of the employees and the approach of the benefits strategy are no longer valid. Customized wellness solutions delightl, designed to meet the specific needs of each person, are essential for increasing the value of benefits, strengthening productivity and employment and building a meaningful employee experience”.