Commentary: Why HR needs to go back to basics

of the Google headquarters or Facebook campus, there has been a boom in the more superficial end of the corporate wellness industry.

It is something to be celebrated that two out of three US employers see their workers’ wellbeing as one of their top health priorities over the coming years, according to a Willis Towers Watson survey.But too many leaders have been tempted to think that a book club, a meditation app or a weekly yoga session will be enough to make their restive troops more loyal.

And for all the investment in such supposed morale-boosters, Gallup reports that the percentage of employees who think that their organisation cares about their wellbeing has actually slumped below pre-pandemic levels. Just 21 per cent of the world’s employees describe themselves as being engaged at work.The toll of this disaffection is real. Gallup estimates that the lost productivity, absenteeism and workflow disruptions attributable to disengaged workers adds up to US$7.

The pollsters’ recommendation is that leaders’ response should be to “add wellbeing measurements to their executive dashboards [and] prioritise employee wellbeing as part of their employer brand promise.” Really? There may be a more back-to-basics alternative. Most workers care first and foremost about whether they feel fairly rewarded for their efforts, whether their ideas and complaints will be heard, whether they are advancing in their careers, whether they are trusted to work flexibly and whether they will get the support they need in a crisis., childcare and pensions. Staff suffering from burnout might find mindfulness sessions or advice on healthy eating helpful, but hiring an extra colleague to share the work with would probably help them more.

Source: Energy Industry News (energyindustrynews.net)

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