mental, emotional and social health. It is linked to feeling healthy and happy and is important because it relates to life satisfaction. Wellbeing is a broad concept that encompasses the quality of our lives and is linked to having a sense of purpose. The NHS defines wellbeing


W


as a positive state of mind and body, underpinned by social and psychological wellbeing. It enables and supports good relationships, improved resilience, improved health, meaning, purpose and control. Wellbeing is often described in


terms of comprising a number of pillars or dimensions. These include emotional, mental, physical, social, workplace, vocational, societal, intellectual, environmental, and spiritual wellbeing. Wellbeing at work and in one’s personal life can be improved and doing so increases organisational performance and an individual’s feelings of contentment.


SIGNS OF POOR WELLBEING Poor wellbeing can be identified via a number of symptoms and signs. Individuals may experience mood swings and increased sensitivity to events; they may experience changes in appetite or sleep patterns and exhibit unusual behaviour. They may also be unwilling


to participate with others, exhibit problems in concentrating and thinking, as well as a reduction in functioning and performance. These symptoms have clear


ellbeing comprises a


combination of an individual’s physical,


implications complex


for workforce


productivity and organisational performance as well as our daily personal lives.


INDIVIDUAL ACTIONS TO IMPROVE WELLBEING Having a daily wellness routine incorporating healthy habits is important. This should comprise a daily schedule that involves exercise, regular meals and sleep, self-care activities and a good balance between work/study and one’s social life. To feel more positive individuals should try to ensure


that they


connect with other people because positive relationships are good for mental wellbeing. For example, helping others aids our spiritual wellbeing. Being physically active and learning new skills help our physical and vocational wellbeing. Individuals should try to relax and reduce stress; it can be helpful to spend time in nature. It is also valuable to pay attention to the present moment as using this mindfulness technique aids our emotional wellbeing.


ORGANISATIONAL ACTIONS TO IMPROVE WELLBEING The Chartered Institute of Personnel and Development (CIPD) has produced a helpful factsheet* that provides guidance to employers on improving employees’ wellbeing. The CIPD states: “Promoting and supporting employee wellbeing is at the heart of championing better work and working lives because an effective workplace wellbeing


framework can deliver mutual benefit to people, organisations, economies and communities. Healthy workplaces help people to flourish and reach their potential”. The CIPD notes that for


wellbeing programmes to be effective,


relevant priorities


must be integrated throughout the organisation. This means embedding wellbeing within organisational culture; wellbeing practices must be championed by organisational leadership. Wellbeing must be underpinned


by strategy that places this issue at the centre of business leaders’ agendas. A holistic approach is needed that brings together physical and mental health, with ongoing training and guidance available to line managers so that they can support employees and teams and encourage good self-care routines.


WELLBEING POLICY COMPONENTS The CIPD suggests a number of


“inter-related domains”


of employee wellbeing with organisations tailoring their wellbeing strategy to meet their organisation’s and employees’ characteristics. With


respect management. to physical


health, it suggests the promotion of good health, health checks, health


insurance and disability Occupational


Health (OH) support and employee assistance programmes (EAPs) are also suggested. Linked in are the safety aspects of working practices. Personal safety training, the provision of safety equipment


17


GLOBAL LEADERSHIP WELLBEING


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