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Employee engagement versus employee wellbeing

May 11th, 2012

Heather Johnston

perspective

Central to my positive psychology approach to Organisational Development and Coaching, is looking at whether an individual is flourishing in their work and their wider life. By focusing on helping an individual explore their strengths and helping align these with their work there can be a win/win in terms of an individual’s happiness and wellbeing as well as an increase in individual and organisational productivity.

An interesting article, written by Dr Bridget Juniper and promoted by Action for Happiness, about the downfalls of traditional productivity orientated employee engagement measurement, argues the case for employee wellbeing becoming more central in workplace productivity measures and quotes

…the top 10 drivers of employee engagement, identified by Towers Watson – ISR, show that, of 75 possible areas, the one that was rated the most important was the extent to which employees believed that their senior management had a sincere interest in their wellbeing.

The research goes on to ask employees whether or not they think their senior management actually exhibit this behaviour, with only 39% believing this to be the case. By contrast, the second driver relates to employee development, which is more often associated with conventional engagement measures.

In these times of uncertainty and strain, even more consideration needs to be given to employee wellbeing both for the benefit of the individual but also for organisations and society as a whole. By creating leadership strategies and working practices that help to enhance wellbeing, we will be helping all of us to remain resourceful, happy, healthy and productive.

 

 

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