Wellbeing at Work

 
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Wellbeing at work

Available in person or remotely for distributed workforces

Wellbeing includes all aspects of mental and physical health. Stress lowers the effectiveness of our immune system. When sick more often we feel bad and can’t work as effectively, that piles on extra pressure and the vicious cycle of more stress and poorer health continues.

We often fail to recognise that our bodies and minds are connected as one physical being. Failure to look after one side of health will often impact the other. Stress can cause headaches, aches, and pains. These in turn create more stress which adds to the physical pain. This increases stress hormone release which causes thoughts to race, as well as defensiveness, and a greater tendency to see the worst case scenario. These systems feed into each other.

This training is based on the science and evidence of what works best to increase overall wellbeing for physical and mental health. More happiness, efficiency, success, and enjoyment of life is our goal.

Proven Benefits

Many aspects of our health can affect each other when we ignore our wellness. Stress can impact digestion, energy levels, irritability, concentration, pain, and much more. During our working life there are huge benefits to greater wellbeing and it can improve longevity. How active we’ll be in retirement is impacted, and even our chance of dementia can be reduced by wellbeing.

"Work-related rumination during evenings may lead to health problems”. - Should You Switch Off or Stay Engaged? Firoozabadi et al. Journal of Occupational Health Psychology, 2018, Vol. 23, No. 2, 278–288.

The physical impact of stress can be addressed by wellness interventions even remotely. Significant sleep improvement was achieved through an e-mail program in one case - Improving the Sleep of Children’s Hospital Employees Through an Email-Based Sleep Wellness Program, Smith et al, 2016.

15min interventions over lunchtime “was related to higher levels of concentration and less fatigue” - Enhancing Daily Well-Being at Work, Sianoja et al, 2018.

Training Objectives

Well-being isn’t some airy-fairy concept. It’s part of the very definition of health!

"Health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity”. – The World Health Organisation definition of health.

Physical health and mental health are one. Upwards of 70% of doctor’s visits are for stress-related ailments and complaints.

The good news is that because the mind-body systems are so interlinked there are many options to increase wellness. This process improves many aspects of life both professional life and at home.

Our Wellness Training will help you identify stressors, directly reduce stress, and improve overall well-being and can be delivered in person or online as needed.

This training is led by John Prendergast MA, an expert in stress and wellbeing who has extensive training and experience in mental health and wellness. His delivery style is practical and make the learning easy to implement and is ideal for workplaces where tensions may already be high. (Read more about John here)

Relevant Research

Ruminating about work problems outside work time is a significant predictor of increase in exhaustion and may lead to health problems over time.

 “work-related rumination during evenings may lead to health problems”. - Should You Switch Off or Stay Engaged? Firoozabadi et al. Journal of Occupational Health Psychology, 2018, Vol. 23, No. 2, 278–288.

The physical impact of stress can be addressed by wellness interventions even remotely. Significant sleep improvement was achieved through am e-mail program in one case .

 Improving the Sleep of Children’s Hospital Employees Through an Email-Based Sleep Wellness Program, Smith et al, 2016.

15min interventions over lunchtime “was related to higher levels of concentration and less fatigue”

- Enhancing Daily Well-Being at Work, Sianoja et al, 2018.

When management leadership includes a focus on the health of employees it reduces worker burn-out.

“Enhancing Employee Self-Care The Moderating Effect of Personal Initiative on Health-Specific Leadership” (Horsman, D, 2018), European Journal of Health Psychology, 25(3), 96–106

Even a simple intervention of regular information on sleep quality and sleep hygiene improved employee sleep significantly.

“Improving the sleep of children’s hospital employees through an email-based sleep wellness program.” (Smith & Wallace, 2016), Clinical Practice in Pediatric Psychology, 4(3), 291–305.

Employee health and well-being are critical factors that can influence the long-term success and stability of organizations.

“Managing employee stress and wellness in the new millennium.” (Richardson, K, 2017), Journal of Occupational Health Psychology, 22(3), 423–428

Strong social stressors at work can undo significant wellness levels in a work community. Happily stress can be usefully addressed even when present long term and be turned around.

“Ten-year trajectories of stressors and resources at work: Cumulative and chronic effects on health and well-being.” (Igic et al, 2017). Journal of Applied Psychology, 102(9), 1317–1343.

A level of autonomy in work increases employee engagement over time.

“Temporary agency workers’ motivations and well-being at work: A two-wave study.” (Lopes & Chambel, 20187), International Journal of Stress Management, 24(4), 321–346.

When selective optimization and compensation methods (goal direction, resource management and encouragement) are used overall wellbeing is rapidly enhanced on a day to day basis.

“Managing daily happiness: The relationship between selection, optimization, and compensation strategies and well-being in adulthood.” (Teshale et al, 2016),  Psychology and Aging, 31(7), 687–692.

Working in an organization where colleagues are bullied is likely to have long-term effects on people’s psychological health. Strong wellness support limits the negative impact of witnessing conflict and bullying on others in proximity.

“Witnessing workplace bullying and employee well-being: A two-wave field study.” (Sprigg et al, 2019). Journal of Occupational Health Psychology, 24(2), 286–296.

To foster psychological well-being, it is necessary for organizations and employees themselves to promote affective commitment at work and thereby help employees get into and maintain states of flow experiences. Empowering employees to grow commitment produces a win for the worker and the business.

“Which daily experiences can foster well-being at work? A diary study on the interplay between flow experiences, affective commitment, and self-control demands.” (Rivkin et al, 2018),  Journal of Occupational Health Psychology, 23(1), 99–111.

Positive social engagement at work boost well-being. An environment where deeper conversation is possible boost well-being even more. This necessitates a workplace where people are not afraid to speak and be open. Fostering such a workplace is very important.

“Is well-being associated with the quantity and quality of social interactions?” (Sun et al, 2019).  Journal of Personality and Social Psychology. Advance publication.

Analysis results showed that park walks at lunchtime were related to better concentration and less fatigue in the afternoon. Relaxation exercises were also related to better concentration in the afternoon. In addition, relaxation exercises were directly linked to lower levels of strain and fatigue in the afternoon.

“Enhancing daily well-being at work through lunchtime park walks and relaxation exercises: Recovery experiences as mediators.” (Sianoja et al, 2018), Journal of Occupational Health Psychology, 23(3), 428–442.