Well-being and work, an inseparable connection

When making a decision, it is difficult to be clear about what the results will be. Forced by the environment, thousands of companies and employees found themselves working from home The opportunity to continue working, but precisely because it was the only option, the boundaries of space and time were erased in an environment of high uncertainty that, unlike other moments in our lives, lasted much longer than we expected.

Well-being and work, an inseparable connection
Well-being and work, an inseparable connection

It is precisely this uncertainty that has led to the effects of the lack of an agenda for Well-being in our lifewhich can consist of 5 minutes of meditation, yoga sessions, classes with personal trainers, healthy recipes, or online functional classes. And so this not only opened the discussion about it; also for the authorities to step up legislative changes so that the Health and Work Binomial not be a dilemma, but a comprehensive vision.

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The positive effects of a wellness-oriented work environment are being better documented. From a purely personnel point of view, there is an increase in productivity, less fluctuation and less absenteeism, and this is noticeable in very specific aspects, such as less use of health insurance.

While it seems like an easy way to go, we’ve noticed some friction points as companies take their first steps towards adopting the feel-good culture. The most important are:

  1. Confusing health with wellness. We tend to see health as the result of two specific activities: good nutrition and exercise, when the focus is wider and therefore we need to think about wellbeing, which encompasses four dimensions: mental health, emotional health, financial health, and health.
  2. Take general approaches: The most disruptive companies in human resource management have given us new visions for motivating people and have made it clear that rigid systems where the same benefit applies to all are not enough. Our closest example is the home office: someone who already had their own workplace to work at home is not the same as someone who had never thought about it; who have young children who need help with schoolwork or who have suffered a job or personal loss.
  3. “We want to change, but … not so much”: Perhaps one of the biggest hurdles for companies is the fear of change that causes them to “lose control”. The most notorious example were those companies that offered the option of working from home with less salary or without the right to terminate their employees. It is worth reconsidering whether the way of working is focused on the hours employees spend in front of the computer or on the goals achieved, because the truth is that long hours have not made a company more productive and have a negative impact with more anxious and tired employees , with no interest in promoting new ideas or adding more value to the company.

Change is a constant and non-linear process. It is likely that there is still hope of reverting to a much more traditional model of work when a profound change is already taking place, with particular recognition of wellbeing in the workplace.

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Companies that have adopted and adapted this approach know that they will consolidate in the new environment as not only are they the first option for attracting talent, but they are also better prepared to be more resilient, efficient, agile and innovative .

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