AC1.2: Define wellbeing and using specific organisational examples, explain and justify how wellbeing can be managed to support organisational goals.
Being at ease, healthy, and content in both one’s personal and professional life is referred to as being in a state of wellbeing. In addition to a sense of purpose, involvement, and general satisfaction, it includes one’s physical, mental, and emotional well. Creating a setting and putting policies in place that support workers’ overall health and happiness are part of managing wellbeing in the workplace. Organisations can support their aims and objectives in several ways by managing wellness well (Haque, 2021).
Increased Employee Engagement and Productivity: Businesses that place a high priority on employee welfare frequently see increases in staff engagement and output. Implementing a wellness program, for instance, can make employees feel supported, valued, and cared for at Orchard Group, increasing their dedication to their work and job happiness (Haque, 2021). Employees that are engaged and satisfied are more likely to be productive, use discretionary effort, and go above and beyond to accomplish corporate goals.
Absenteeism Rates Dropped and Employee Retention Raised: Investing in wellness programs can help lower absenteeism rates and raise employee retention. Employees are less prone to take unscheduled absences due to illness or stress when they are in good physical and mental health. For instance, Orchard Group may support staff in efficiently managing their well-being and reducing absences by giving them access to wellness initiatives, health services, and employee assistance programs (Haque, 2021). An emphasis on wellbeing can also generate loyalty and a healthy work environment, which increases the likelihood that employees will stick with the company over the long run.
Enhanced Employer Branding and Organisational Reputation: Businesses that place a high priority on employee welfare can develop a favourable reputation as a desirable employer. Companies like Orchard Group can attract top talent and keep high-performing employees by displaying a sincere commitment to employee health and happiness (Haque, 2021). A good employer brand can generate recommendations and positive reviews from current and past workers, which can result in a larger pool of potential applicants when hiring for important roles.
Increased Innovation and Creativity: Employees tend to be more innovative and creative when they have good support and have a healthy work-life balance. Organisations may develop an environment that encourages innovation, cooperation, and idea generation by managing wellbeing successfully. For instance, Orchard Group might put in place procedures like flexible work schedules, allotted time for personal growth, and creative outlets to motivate staff to bring new viewpoints and concepts to their jobs (Haque, 2021).
Managing employee wellbeing has a direct positive impact on the standard of care given to residents in the setting of Orchard Group. Employees are more likely to deliver high-quality care and sustain healthy relationships with residents if they feel encouraged and fulfilled in their jobs. Increased resident happiness, favourable word-of-mouth recommendations, and a solid reputation for offering top-notch care can all emerge from this (Haque, 2021).
Assess the value of adopting wellbeing practices in organisations, supported by research sources. (AC 1.3)
It has become clear that implementing wellbeing practices in enterprises is extremely important and advantageous. The positive effects of wellness practices on workers, organisational achievement, and overall success are supported by research from several sources. The following major elements underline the importance of adopting wellbeing practices: