WELFARE MANAGEMENT PROGRAMME
Whilst we may individually say “isn’t it great that we are living longer and can work longer to put money in our pot for later and our retirement years?” Sadly research shows that we may be living longer, however that does not mean that we are living ‘healthily’ longer. The drain on our national health service and our benefit system through the rising cost of chronic disease and ill-health presents an incredible and escalating problem coping with the care of preventable illness and disease made through our lifestyle choices and workplace pressures.
At the time I carried out my research in late 2010 it was found that only 22%of business implementing wellness approaches actually measured the results. They preferred to cite wider demographic, societal and economic realities that have led them to action with improving productivity, and workplace morale and engagement, reducing absenteeism and impact of stress in the workplace and work / life balance being the main drivers.
PERSPECTIVES AND RESPONSIBILITIES
My perspective about wellbeing in the workplace is about contributing to sustainability from the macro level with each of us taking on board this responsibility whether we are an employer or an employee, and to begin taking into consideration what I believe will escalate from external governmental and business pressures such as corporate social responsibility and competition.
It is also about our own responsibility as individuals for taking care of ourselves and our own life choices, and realising the consequences if we do not.
Wellbeing is a way in which the business operates rather than being seen as an ‘add on’ activity seemingly without it being an active part of an effective business strategy.
WIND ENERGY INDUSTRY
I read time and time again about the wind energy still being a relatively new industry forming. That it is about creating businesses that are vibrant, exciting, instigating and expanding workforces, innovating and creative in getting individuals to transfer knowledge, skills, expertise and experience from older more traditional business sectors whilst at the same time specific training and development activities and courses are being designed to arm people with the new skills and experience they will need in this new, vibrant, expanding field of work. Doesn’t it make sense to integrate wellness approaches at the same time?
Organisations are increasing their approaches in this thankfully and I believe we need to see many more embrace the philosophy of looking after the ‘whole’ person at work. In the words of the Mission Statement of Glaxo Smith Kline, “we have a challenging and inspiring mission; to improve the quality of human life by enabling people to do more, feel better, live longer” written in relation to employees and their customers. I second that.
GillMain Turnkey Solutions
www.turnkeysolutions.biz
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FUTURE ARTICLES TO INCLUDE THE FOLLOWING AREAS...
• The Role of the Leader/Manager in relation toWellbeing atWork
• 10 Tips the Leader/Manager can use daily to Influence the Wellbeing of theirWorkforce
• Devising YourWellbeing atWork Strategy
• Mental Health Issues/Stress/Happiness atWork
• Measuring Return on Investment/Benefits to Employer & Employee
• IntegratingWellbeing Approaches into yourMainstream Business Operations
• Better Health atWork Award – gaining recognition
• Absenteeism & Presenteeism – how much do you lose off your bottom line?
• The Role of the Occupational Health Provider
• Policies and Procedures that Support YourWellbeing Strategy
• Introduction to Complementary Therapies – How These Support & Promote Health
• The Big Ones –Muscular skeletal &Mental Health Issues
• Increasing the Resilience of Individuals
• Work / life Balance Tips • Case studies • Lets Get Physical and diet/nutrition/obesity/addictions
www.windenergynetwork.co.uk
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