CSR And Employee Satisfaction

Are we measuring the success of workplace wellbeing programmes in the wrong way? 🤔 Take Employee Assistance Programmes (EAPs) as an example - these are generally used by people at the more severe end of the mental health spectrum and potentially in crisis. So trying to drive up utilisation of the EAP doesn’t make sense, you actually want to aim for a lower rate of usage which, in theory, should be less instances of severely poor mental health in your organisation. However, what feels absolutely tragic is that only 27% of employees know their business even has an EAP - if that's what's driving low utilisation, then that's a problem. This isn’t any one person’s or organisation’s fault - it’s notoriously hard to market wellbeing services and benefits internally. So are these perhaps better metrics to judge wellbeing services & programmes on?: ➡️ What % of employees know that a service exists within our business? ➡️ What % of employees would feel comfortable using that service, should they need to? ➡️ What’s our conversion % down our internal clinical pathways? (How many people find and use awareness-raising benefits, and then convert themselves down into signposting to other action-orientated benefits) ➡️ What % of managers have said that our internal wellbeing benefits are both A) easy-to-find and use, and B) supported them in being a better manager? ➡️ What % of employees reported a positive increase in their mental health as a direct result of our internal benefit offering? What do you think? Any measurements I’ve missed? 👇

Wellness is not the same as well-being. Wellness is the yoga class, the fruit basket, the step challenge. Well-being is whether your people feel valued, safe, heard, and supported every single day. Think of it like this: giving employees a free gym pass while ignoring toxic leadership is like painting over cracks in a wall without fixing the foundation. It might look good for a while, but the problem is still there. HR often tries to fix low engagement and workplace struggles with quick “wellness perks.” But true well-being is deeper. It’s culture, trust, flexibility, psychological safety, fair workload, and respect. Without these, no wellness program will stick. The question to ask is not “What wellness activity should we try next?” but “What barriers are keeping our people from actually thriving?” If you’re in HR or leadership, how do you define well-being in your workplace? And are your solutions scratching the surface, or fixing the foundation? ~ Nerry Toledo

Yoga, meditation, pizza parties, and smoothie bars often get a bad rap—or become easy scapegoats—for ineffective wellness strategies. But these activities can support well-being when used alongside deeper organizational efforts. Real change only happens when organizations tackle the core drivers of burnout and embed well-being into their core values and culture. This includes: • Fair workloads and staffing levels to prevent chronic overwork • Clear roles and expectations to reduce confusion and stress • Psychological safety so employees feel comfortable speaking up • Supportive leadership that models healthy boundaries • Flexible schedules and work options where possible • Opportunities for career growth, learning, and personal development • Effective communication and alignment to reduce unnecessary stress • Access to mental health resources and peer support networks Sustainable and holistic well-being isn’t served by isolated activities or “wellness programs.” It requires building a culture of joy, purpose, and connection where people feel valued and empowered to thrive in their work and life. Have you seen organizational cultures that get this balance right? #JustOneHeart #Wellness #Leadership #Culture

Another shocking headline below. Half of benefit managers know their wellness programs are failing. 🙄 Humans are a little more complicated than a program, portal or prize (or a benefit). In my opinion, there are two main directions employers can take to create the best opportunities for employees to be healthier and happier: 👉 Create the institutional infrastructure needed to support employees. 👉 Create a well-being culture that prompts the shared behaviors, beliefs and attitudes that align with health and well-being. What does this mean in practical terms? 1. Choose an organizational assessment tool that is evidenced-based. These tools provide a framework to approach the policies, leadership support, interpersonal strategies and yes, benefits, that support most employees' needs. Examples include: 👉 The Centers for Disease Control and Prevention Worksite Health Scorecard 👉 The American Heart Association's Well-Being Works Better Scorecard 👉 WELCOA (Wellness Council of America)'s Well Workplace Checklist [now sponsored by the International Foundation of Employee Benefit Plans (IFEBP)] 2. Create a Well-Being Culture. You can't buy this from a vendor and it's certainly not a point solution from a benefit company. You have to roll up your sleeves and build it yourselves. The good news is that you don't have to guess how to build this culture. There is a framework that addresses these six pillars: 👉 Leadership Engagement 👉 Peer Support 👉 Norms 👉 Social Climate 👉 Connection Points 👉 Shared Values The full recipe can be found in 📖 "A Cure for the Common Company". https://amzn.to/3bG1q1D Also not shocking... this is a marathon, not a sprint. Have a 3-5 year plan. #HumanResources #OccupationalHealth #EmployeeBenefits https://lnkd.in/eB_iZT_Y *** Hi, I'm Rich Safeer. I’ve been in the employee health and well-being space for 25 years and continue to learn how the intersection of our workplace, our jobs and the people at work impact our health and well-being. I’m a husband, dad, son and brother, manager, author, speaker and the chief medical director of employee health and well-being at Johns Hopkins Medicine. 📖 Trying to develop a new healthy habit? Try ‘A Cure for the Common Workday’, a journal designed to keep you on track. https://lnkd.in/ex5ywsc5 🎤 Keynotes, Workshops and Podcast Guest 💻 Already read the book and you want to learn more? Try the training program at https://lnkd.in/eeidfsrM 💙 Learn more at RichardSafeer.com Want to stay connected? 🔔 Ring the bell on my profile

88% of employees value wellbeing as much as salary. Here's 5 ways to make sure they don’t walk: 1. Create Space for Mental Health ↳ Simple breaks and flexible schedules beat burnout. 2. Lead by Example ↳ Stressed leaders create stressed teams, model healthy habits. 3. Ask, Don’t Assume ↳ Surveys and check-ins uncover real needs, not guesses. 4. Celebrate Time Off ↳ Make rest normal, not a “perk”, people thrive when they can recharge. 5. Encourage Peer Support ↳ Wellness isn’t a solo mission, team-driven initiatives build community. 70% of employees rave about their benefits when wellness is part of the deal. But if there’s no wellness program? They’re already halfway out the door. Retention isn’t about free snacks anymore. It’s about real wellbeing. Most leaders think wellness is a “nice-to-have.” But the numbers say otherwise: → 70% vs. 36% is a massive gap in satisfaction. And if you ignore it? ❌ Burnout skyrockets. ❌ Morale plummets. ❌ Your best people leave. On the latest episode of the WorkLife Wellness Series, I sat down with Yulia O'Mahony, Global Head of Health & Wellbeing at Philip Morris International (PMI), to talk about how companies can create real, lasting change in workplace wellbeing. Key Takeaways: 📌 Breaking the Stigma Around Mental Health → Employees won’t open up in workplaces that punish vulnerability 💡 Burnout Prevention Starts with Real Support → Wellbeing isn’t a checkbox, it’s about mental, physical, and emotional health 🌱 AI & Personalization Are Changing Workplace Wellbeing → One-size-fits-all programs don’t work. AI-driven solutions create personalized support ⚙️ Leaders Must Set the Example → If leadership doesn’t take wellbeing seriously, neither will employees A wellness program isn’t just another box to tick. It’s the difference between a thriving team and a revolving door. 🔗 Download the 2025 WorkLife Wellness Report here: https://lnkd.in/e2WvezGa ♻️ Repost to help your network. And follow Christopher Rainey for more.

How can leaders support employee wellbeing? How can organizations Create a Holistic Employee Wellbeing Program that moves beyond perks to an approach that targets employee needs and systemic barriers? By re-examining workplace barriers to mental wellbeing and encouraging human-centered workplace behaviors. ✴️ Wellbeing initiatives often do not align with employee needs, as they are regarded as perks offered to individuals (e.g. healthcare allowance) rather than components of a holistic program that addresses employee needs across multiple wellbeing dimensions. ✴️ If systemic barriers are not adequately addressed before a wellbeing program is implemented, its impact will be negligible. ✴️ The development of a wellbeing program is often relegated to a side-of-desk task that lacks adequate resources and involvement of key stakeholders. Advice from McLean & Company 1️⃣Organizations must embed a focus on employee wellbeing into their day-to-day operations, culture, and leadership to thrive in today’s environment. This requires a shift from viewing a wellbeing program as a couple of stand-alone initiatives to understanding it takes an integrated and holistic approach to meet employee needs and address systemic barriers. 2️⃣Gather data and employee feedback to identify gaps in existing initiatives and uncover employee wellbeing needs. 3️⃣Select the organization’s wellbeing priorities and build a program composed of initiatives that meet employee needs and address systemic barriers. 4️⃣Create a customized and targeted communications plan to ensure employees are fully aware of the wellbeing initiatives being offered. Acknowledgment: research and resources by McLean & Company ***Check out these tips from McLean & Company on creating a holistic and customizable program to support employee wellbeing >> Link in the comment box below #MentalHealth #EmployeeWellbeing #PeopleLeaders #HR #chro #wellness

𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝘄𝗼𝗿𝗸𝘀 𝗯𝗲𝘀𝘁 𝘄𝗵𝗲𝗻 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝘁𝗵𝗲 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗳𝗶𝘁𝘀 𝘁𝗵𝗲𝗶𝗿 𝗹𝗶𝘃𝗲𝘀. Across the UAE, many organisations are already making thoughtful progress. What I see working well looks like this: 1) 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝘀 𝘁𝗵𝗮𝘁 𝗿𝗲𝗳𝗹𝗲𝗰𝘁 𝗿𝗲𝗮𝗹 𝗲𝘅𝗽𝗮𝘁 𝗹𝗶𝗳𝗲. When people feel seen, engagement naturally rises. 2) 𝗠𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝘀𝗲𝗿𝘃𝗶𝗰𝗲𝘀 𝘁𝗵𝗮𝘁 𝗳𝗲𝗲𝗹 𝘁𝗿𝘂𝘀𝘁𝘄𝗼𝗿𝘁𝗵𝘆. Confidentiality and clarity give people the confidence to seek help. 3) 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝘁𝗵𝗮𝘁 𝗶𝗻𝗰𝗹𝘂𝗱𝗲 𝗛𝗥 𝘁𝗲𝗮𝗺𝘀. When HR is equipped and cared for, the entire organisation benefits. 4) 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹𝗹𝘆 𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝘁𝗵𝗲𝗿𝗮𝗽𝘆 𝘄𝗵𝗲𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗮𝗻 𝘀𝗽𝗲𝗮𝗸 𝗼𝗽𝗲𝗻𝗹𝘆 without having to explain their background. This helps support feel more familiar. 5) 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘀𝗵𝗮𝗽𝗲𝗱 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗨𝗔𝗘’𝘀 𝘂𝗻𝗶𝗾𝘂𝗲 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆. With more than 200 nationalities here, context matters. Employee needs are evolving, and workplaces across the UAE are evolving with them. At Sama Health, our focus is simple. We want support to feel personal, relevant, and accessible for the people who rely on it every day. Because when care meets people where they are, they do more than show up. They grow. They thrive.

The "Positive Organizational Psychology: A Bibliometric Review and Science Mapping Analysis" article by Martin Del Rio et al., provides a detailed analysis of the field's evolution and highlights key areas of research that can be practically applied in organizational settings. Historical Development: Positive Organizational Psychology (POP) has evolved over a century, with significant growth in research and publications since 2008. The field now includes diverse topics such as well-being at work, positive leadership, work engagement, and psychological capital. Key Research Areas: Well-Being at Work: Focuses on the quality of life at work, linking well-being to higher productivity and reduced stress. Positive Leadership: Emphasizes leadership styles that foster trust, motivation, and ethical behavior. Work Engagement: Explores factors that enhance employee engagement and prevent burnout, such as job demands-resources balance. Psychological Capital: Involves developing attributes like self-efficacy, optimism, hope, and resilience to improve job performance and satisfaction. Collaborative Networks: The field is characterized by extensive international collaboration, with research conducted across 123 countries. Practical Implications for Managers and Leaders: Promote Well-Being at Work: Conduct monthly wellness workshops and provide access to counseling services to help employees manage stress and improve their overall well-being. Adopt Positive Leadership Styles: Schedule quarterly leadership training sessions focused on ethical decision-making and motivational techniques to build a culture of trust and engagement. Enhance Work Engagement: Conduct regular job satisfaction surveys to identify areas where job demands can be adjusted, or additional resources can be provided to support employee engagement. Build Psychological Capital: Invest in programs that develop psychological capital by fostering resilience, optimism, self-efficacy, and hope among employees. For example, offer resilience training workshops and create mentorship programs focusing on building confidence and a positive outlook in the workplace. Feel free to connect if you want to discuss how to implement these strategies in your organization or share your experiences and insights! #PositivePsychology #HRM #Leadership #WorkplaceWellbeing

Wellbeing has officially moved from being a "nice-to-have" to a business imperative. Gallup’s latest findings show that a growing number of Chief Human Resource Officers (CHROs) are prioritizing it—and for good reason. A thriving workforce isn’t just about perks; it’s about culture, systems, and leadership. So, what does embedding wellbeing into your company’s culture actually look like? Here are some actionable ideas I’ve been sharing with leaders: ➡️ *Eliminate Barriers to Wellbeing:* Before launching wellbeing programs, address the toxic elements in your culture that may be undermining them. Issues like poor communication, micromanagement, unrealistic workloads, and lack of recognition create barriers to wellbeing. If these aren’t addressed first, even the best initiatives will fall flat. ➡️ *Measure What Matters:* Regularly assess employee engagement and wellbeing through surveys, feedback tools, and pulse checks. Use the data to fine-tune your approach. ➡️ *Align Wellbeing with Business Metrics:* Whether it’s productivity, retention, or customer satisfaction, make sure your wellbeing initiatives are tied to measurable business outcomes. It demonstrates that wellbeing isn’t a separate agenda; it’s integrated into the success of the organization. ➡️ *Lead by Example:* Senior leaders set the tone. When they actively participate in wellbeing programs, take mental health days, or model healthy work-life boundaries, it sends a powerful message that it’s okay for others to do the same. ➡️ *Train Managers to Be Wellbeing Advocates:* Managers have the biggest impact on an employee’s daily experience. Equip them with tools and training to have meaningful conversations about wellbeing and to recognize signs of burnout. Organizations that prioritize wellbeing aren’t just creating healthier employees—they’re building a competitive advantage. Let’s make it the year where wellbeing moves from a priority for “one in four” leaders to every leader’s agenda. What’s your organization doing to prioritize wellbeing next year? DM to discuss. #Leadership #Wellbeing #EmployeeEngagement #FutureOfWork 

📑 The HR Playbook for Employee Well-Being 📑 Burnout, chronic illness, and stress are on the rise. 📈 According to Mercer, employer-sponsored health plan costs increased by 4.5% in 2024 and are expected to jump another 5.8% in 2025. But the financial burden isn't just tied to health plan costs, it’s a direct threat to workforce productivity, morale, and retention. The latest report from the World Economic Forum & McKinsey Health Institute supports this and solidifies the thought of Employee well-being not just being a perk—it’s a strategic necessity for long-term success and sustainability. There are a lot of great insights in the report --- here are some 🔑 Key Takeaways for HR, benefits, and wellbeing Leaders: ✅ Well-Being Drives Performance – Companies with strong well-being cultures experience lower turnover, higher engagement, and improved productivity. ✅ Workforce Health Gaps Exist – Younger workers, neurodivergent employees, and lower-income groups report poorer health outcomes, requiring tailored well-being strategies. ✅ One-Size-Fits-All Doesn’t Work – A successful approach balances individual support (e.g., mental health resources) with systemic change (e.g., job design, leadership training). 💡 5-Step Strategic Action Plan: 1️⃣ Assess Workforce Wellbeing – Use surveys, data analytics, and additional feedback loops to pinpoint health risks. Look at the demographics of your workforce to identify potential needs based on industry data. 2️⃣ Align Well-Being with Business Goals – Make well-being a leadership priority and embed it into corporate culture, company meetings, and reporting metrics. 3️⃣ Pilot & Implement Targeted Programs – Test initiatives like mental health support, ergonomic design, and financial wellness programs. Experiment to see what works and throw out what doesn't. 4️⃣ Track & Optimize Impact – Measure key metrics like retention, engagement, and productivity; the things that are important to sustainable success should be measured and reviewed regularly. 5️⃣ Nurture an Inclusive Well-Being Culture – Support diverse employee needs through ERGs, peer networks, and flexible benefit policies. 💭 Final Thought(s): HR professionals are at the forefront of transforming workplaces into environments where employees thrive—not just survive. But it's not just the responsibility of HR, it's the entire organization. When wellbeing is prioritized, business outcomes get a boost, talent retention is stronger, and workforces are healthier, happier, and more engaged. 📢 How is your organization changing its approach to workplace well-being for the modern workforce? #HRLeadership #FutureOfWork #EmployeeExperience #MentalHealthAtWork #WorkplaceWellbeing