On the occasion of the findings of the largest global study(1) on the well-being of employees, Gallup(2), I share below the key points and the predictive factors of organizational resilience and performance.<\/p>\n\n\n\n
Open questions:<\/em><\/strong> Findings:<\/em><\/strong><\/p>\n\n\n\n Conclusions:<\/strong><\/em><\/p>\n\n\n\n The report underlines the vital connection between the well-being of workers, work engagement and organizational performance. Stresses the need to shift the focus from the individual actions wellness initiatives at the level of the organization, improve the management practices, resources, and the design of work. In addition, it highlights the importance of creating a culture that supports the well-being of employees, develop the skills of managers to manage teams, as well as the recognition of the effect of the economic and political context in the experience of the workers.<\/p>\n\n\n\n Happy new year with health and prosperity!!<\/p>\n\n\n\n Sources: <\/p>\n\n\n\n
\u2022 How it will benefit the businesses and organisations if you give priority to the improvement of the practice of human resources management and the development of the directors;
\u2022 What practices will strengthen the commitment to the work at each stage of the cycle of cooperation between workers and managers;
\u2022 What happens if businesses begin to invest systematically in creating a culture of well-being, including both economic and psychological aspects;
\u2022 What you need to make the politicians and employers to work together in order to create a working environment that supports the well-being of workers and the economic development of the country?
<\/p>\n\n\n\n\n
\u2022 The mental health of the people is deteriorating worldwide. As stated, \u201cover the last 10 years, the number of people who express anxiety, sadness, worry, anger, or anxiety increases, reaching the highest levels since they started the research of Gallup.\u201d(3)
\u2022 41% of workers report that they are experiencing \u201ca lot of stress\u201d.
\u2022 Employees of companies with bad management practices are 60% more likely to be stressed than those in companies with good practices.
\u2022 The report explores the essential result of the actions for wellness, stress management, stating that \u201cthere is little evidence for the benefits of these interventions.\u201d Argues that \u201cinitiatives at the organization level, such as improvements in the planning, the management practices of human resources or the custom design of work\u201d, can contribute to the improvement of Mental Health<\/li>\n\n\n\n
\u2022 Low employee engagement costs the global economy an 8.9 trillion, or 9% of global GDP.
\u2022 Global employee engagement has stabilized 2023, while the overall well-being of workers has decreased.<\/li>\n\n\n\n
\u2022 Social interactions, and even technological, are associated with a better mood.
\u2022 The work reduces loneliness, general workers (20%) experienced less loneliness than the unemployed (32%).
\u2022 20% of employees worldwide are experiencing daily loneliness.
\u2022 Loneliness is higher for the fully remote workers (25%) compared with employees who work in full at the company's offices(16%).
\u2022 The well-being of younger workers (under 35 years of age) decreased 2023.<\/li>\n\n\n\n
\u2022 The commitment of the employees is an important factor for the overall experience of working life.
\u2022 When workers find work and working relations essential, employment is associated with high levels of daily pleasure and low levels of negative emotions.
\u2022 Employees who do not like their work have high levels of daily stress and anxiety.
\u2022 Employers, it is necessary to support the well-being of workers.<\/li>\n\n\n\n
The increase in the number of committed workers leads to improvement of organizational outcomes, including earnings, rates of retention and customer service. The groups with high engagement are:
\u2022 78% less absenteeism
\u2022 21-51% lower mobility
\u2022 63% fewer cases of accidents
\u2022 10% increase in customer engagement
\u2022 18% increase in productivity
\u2022 23% increase in profitability
\u2022 70% increase in the well-being of workers<\/li>\n\n\n\n
\u2022 The directors are responsible for 70% of the work commitment of the team.
\u2022 Employees in managerial positions experience more negative daily experiences of workers in non-managerial positions.
\u2022 When the directors is committed employees are more likely to be committed.
\u2022 The creation of a relationship with a manager who respects you, is positive and understands the unique talents of the employee increases the commitment.
\u2022 The directors are important to guide employees through the application of feedback and accountability.<\/li>\n\n\n\n
\u2022 The countries where it is easy to find a job, the employees have the freedom to escape from the miserable working conditions.
\u2022 The laws on labour rights associated with better assessment of the total life of the workers.
\u2022 Work engagement is associated with hope for the future.
\u2022 Employees with high commitment in countries with laws that aim to fair wages, safe work, family responsibilities and motherhood report lower anxiety.<\/li>\n<\/ol>\n\n\n\n