Well-being at work

Yu Fu

Email: yu.fu@heig-vd.ch

Learning objectives

• Define well-being at work• Discuss the benefits of investing in well-

being policies and practices in the workplace

• Explore the model of well-being• Explain the impact of well-being at work

and in daily life

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Well-Being Management

• Taking a holistic approach to employees’ health and well-being to create business performance and happiness in the workplace

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Holistic approach

To create a positive environment and culture of mutual trust, fairness and respect where:• people are supported, valued and recognised as individuals

with different needs• people are encouraged and enabled to fulfil their potential and

engaged in performing to the best of their abilities• people are part of a community - proud to work for their

institution, see how they are contributing and want to be part of creating a successful future

• the importance of health is recognised and people are supported to make healthy choices 

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Holistic perspective

• Health is only one aspect• Overcoming perceptions of a ‘nice to have’ , soft, fluffy

agenda• More than a massage at your desk• Important link to performance improvement/business benefits• Core activity/underpinning strategy• The culture of the institution/holistic employee experience• Embedded in everything we do (not a one-time activity)• Mutually beneficial agenda

(individuals/employers/stakeholders)

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Well-Being Management

• It is about prevention rather than cure• It is the combination of feeling good and

functioning effectively• It includes the experience of negative

emotions and managing them successfully

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Work and health

Possible causal pathways between health, work and well-being

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Why workplace health?

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Why workplace health?

Healthy workers:• Take fewer sick days• Are more productive • Gave more energy and motivation• Are more alert• Have greater job satisfaction and greater

work life balance

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Why workplace health?

Organisations that implement employee health and wellbeing programs, gain from:• Increased productivity• Reduction in staff turnover• Reduction in sick leave• Reduction in workers compensation claims

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Cost of not investing in workplace health

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The benefits

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Well-being Interactive Model

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Physical

Psychological Social

Economic Environment

Wellbeing

The physiology of our body systems and risk of disease, especially cancer, heart disease and diabetes

Our mental health, emotions behaviours and beliefs

Our disposable income and financial health

Our interactions with people, co workers family and friends

The environment where we live, where we work

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• Physical Work style Health• Psychological Stress• Social Bullying, conflict• Environment Workplace• Economic Salary, Benefits

Lifestyle Health

Depression/anxiety

Family issues

Housing problems

Disposable income

Wellbeing & Occupational Health

WORK ON HEALTH HEALTH ON WORK

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Work on HealthPhysical

“Work-style” illnesses• Sedentary work• Unhealthy diet• Sleep problems

Upper limb disorder backpain Poor ergonomics Dangerous chemicals Noise Work accidents Work Environment

Health on Work Physical

“Lifestyle” illness• Metabolic Syndrome• Diabetes• Heart disease• Cancer• Smoking• Alcohol /Drugs

Chronic conditions• Migraine• Irritable Bowel Syndrome• Osteoporosis• Asthma

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Work on HealthPsychological

Pressure/stress

Trauma :• Physical/verbal

assault• Horrific events• PTSD• Bullying

Health on WorkPsychological

Pressure/stress

• Depression/Anxiety• Fatigue• Low self esteem

Managing psychological well-being at work

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Per

form

ance

Pressure

Stressed OutSwitched Off

Feel Good Zone

Peak Performance

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Work on HealthSocial

Harassment/bullying

Shift-work

Working relationships

Health on WorkSocial

Childcare issues

Eldercare issues

Domestic relationships

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Work on Health

Environmental• Place of work

Economic• Pay and Benefits• Reward and

Recognition

Health on Work

Environmental• Living/local

environment

Economic• Disposable income• Gambling• Credit card Debt• First time buyers• Interest rates

Promoting Well-being

• A work/life balance policy• Publicising healthy living advice• Extra investment in sports and social club, and• Giving greater priority to career development to

make people happy and healthy in their workplace and establish a culture of good attendance

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The Work & Wellbeing Hallmark

• Recognising the contribution of the business world to making life a positive and rewarding experience for employees

• Providing a framework for a pragmatic approach to the health and well-being of staff

• Providing businesses with the tools to encourage and promote healthier workplaces

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Evidence from the 2008 Mental Capital and Wellbeing Project summarised into 5 key messages

5 ways to well-being