Improving your workplace wellness

Wish you felt happier at work but have no idea what contributes to your workplace wellness? New findings from The Myers-Briggs Company could help.

We recently discussed the fact workplace wellbeing appears to increase with age. The article cited a Myers-Briggs study that we’ll be returning to today. According to their findings…

Your workplace wellness is most affected by:

  1. Your relationships with colleagues (7.85/10)
  2. A sense of ‘meaning’ (7.69/10)
  3. Your workplace accomplishments (7.66/10)
  4. A feeling of engagement (7.43/10)
  5. Experiencing positive emotions (7.19/10)

There is also a strong relationship between high wellbeing and reporting the following:

  • High job satisfaction
  • A strong interest in your day-to-day job activities
  • Greater commitment to the company
  • ‘Citizenship behaviours’, including a willingness to assist your colleagues and/or reach business objectives
  • A lower likelihood to look for an alternative job.

You’ll find more information regarding the correlations with gender, occupation, and location here.

How to use these findings to your benefit:

If you’ve already been looking for alternative jobs for the past few weeks (or months!), you’ll know that there is something that’s encouraging you to look elsewhere.

Yet have you had the chance to identify what this is? It could simply be the case that you’re ready for a new challenge. Or it could be that one or more of the above factors are missing.

  • Take a look at both of the above lists. Which elements ring true to you? Then, taking a closer look at the first list, which elements matter most to you?
  • Perhaps it’s more important that you enjoy working with your colleagues and you’re interested in your work than to feel as if you’re achieving certain accomplishments. There are no wrong answers!

How to use your findings to support your job search:

  1. Watch out for key words on job advertisements and company websites. For example, if you’re looking for a sense of meaning, you could research your prospective responsibilities, company mission statements, and how the industry benefits communities or society as a whole.
  2. Share your priorities with your Recruitment Consultant and ask more about these elements in your interviews. For instance, if you’re guided by a sense of accomplishment, you could enquire about the sorts of projects you would work on, whether there is the chance to work to targets, etc.
  3. Add more depth to your applications and interviews. Use your personal motivations to engage prospective employers and stand out. For example, when asked why you applied for an opening, you could discuss your core motivations (e.g. being a part of a community-driven organisation) and what it was about the job spec and website that attracted you to the role (e.g. the fact you’d be supporting others, the community projects discussed, and/or a specific shared mission).

Why not get started on that research now by taking a look at the latest jobs!



Workplace wellbeing: 4 ways to improve yours

How to improve your workplace wellbeing – whether you’re an employer, manager or employee…

There are multiple motivations for companies to increase their workplace wellbeing efforts. For many company owners, the productivity benefits will be of paramount importance. Yet it also provides yet another competitive advantage at a time when great job-seeking candidates prove more challenging to find!

Of course, if you’re reading this from an individual perspective you’ll need little convincing as to why it would be helpful for you to feel less stressed, more supported, and all-around healthier throughout your working weeks. With this in mind, let’s look at…

4 ways to increase your workplace wellbeing, according to recent news reports:

1. Use your lunch breaks!

Source: HR News

This topic crops up time and time again, which is why it’s less of a surprise to hear that British workers are giving up 19 million hours worth of lunch breaks per day!

10% of professionals are grabbing lunch at their desk on a daily basis and 22% will give themselves less than 10 minutes for lunch.

However, legally, all employees working more than six hours a day should receive 20-minutes of uninterrupted lunch-break. Lunch breaks also provide all sorts of health boosts – from lifting your mood to reducing stress and increasing your concentration.

  • Managers/employers: here’s yet another message to make sure all bosses are honouring this right! If you know your employees are regularly skipping their breaks, you need to act fast.
  • Employees: take your breaks! If there’s a major reason you don’t feel that you can, you should discuss this with your manager or HR contact.

2. Move more often.

Source: HR Review

81% of British office professionals spend somewhere between four and nine hours a day sitting at their desks. This tots up to 67 days per person annually!

Alongside this, few people feel comfortable in the chairs provided and many report daily aches as a result. Although, legally businesses must conduct regular ‘workstation risk assessments’.

Research conducted with ergonomic equipment and sit-stand desks across a four-week period led to increased workplace wellbeing, higher comfort and greater energy levels.

  • Managers/employers: let this be a nudge to conduct those risk assessments and find out how your team is feeling. Explore better desk and chair options. Encourage everyone to take short breaks to get up and move around.
  • Employees: we should all aim to stand up and move at least every half an hour. Even if that’s just to pop up and down a flight of stairs, take something over to a colleague, head to the loo or put the kettle on.

3. Introduce or become a Mental Health First Aider

Source: The Telegraph

About 1 in 6 of us will experience a mental health problem at work at some stage. Full-time working females are twice as likely to encounter something of this nature. That’s a lot of the working population and may contribute up to 12.7% of national sickness absence.

Younger workers can also experience additional challenges, including exam anxiety and social media pressures alongside workplace isolation.

  • Managers/employers: why not introduce a mental health first aid person or team, dependent on the size of your business? Visit Mental Health First Aid England or St. John’s Ambulance for training details and advice.
  • Employees: you could volunteer to be a mental health first aider at work. Share some of the research behind this, alongside some of the training course details and see whether this is of interest to your employer. Here’s a recent advice piece we shared on LinkedIn for workers experiencing anxiety or depression.

4. Watch your environment

Source: HR News

64% of HR professionals believe a poor workplace environment can have a ‘substantial’ impact on employee sickness rates.

Naturally, absenteeism is of national concern as it now amounts to a cost of £18 billion a year. Think it’s always been the case? Well, 59% of people now take more sick leave than they used to a decade ago.

A more positive workplace setting is believed to provide encouragement and a sense of purpose. Great news for workplace wellbeing levels!

  • Managers/employers: this may take a spot of anonymous surveying, but it’s important to find out how your team perceives your workplace. You should also watch out for any hints of staff bullying, chronic negativity and/or low spirits. Also monitor your own actions to make certain you’re leading in a positive manner.
  • Employees: this may feel out of your control, however, you can also start with your own actions. Watch that you’re not using every chat as an opportunity to grumble, say please and thanks to your colleagues and try to respond to new ideas in an open way. Where possible, speak to a trusted manager or HR colleague if you have any concerns regarding the atmosphere for yourself or your colleagues. Of course, sometimes a fresh environment is also the best solution!

Further reading:

Managers looking to do more to increase their workplace wellbeing rates may also be interested to read:

  1. The real reason employees are calling in sick via HR News.
  2. Job insecurities are hurting your employees on People Management.