What is a culture of health?

How we as individuals perceive our lives is influenced by our work life and our life outside of work. The two are not mutually exclusive; what happens at work can affect our physical and mental health outside of work and vice versa. It’s often difficult to relegate the physical, mental, social, financial and professional dimensions of wellbeing 'outside of work' to after hours and weekends - unresolved issues inevitably impact on the working day, reducing engagement, productivity and motivation.

Investing in employee wellbeing is a win-win strategy that promotes individual development and company success. Wellness programmes demonstrate that employers value their employees as individuals, not only as workers, but also as their long-term contribution and value to the company. Employees are empowered to take responsibility for their health, develop skills to manage health issues and boost their self-esteem. These benefits contribute to improved morale and provide a sense of fulfilment and engagement both on and off the job.

From ‘nice-to’have’ to ‘must-have’ 

Well-being initiatives have become non-negotiable for employees. Even if an organisation has a formal wellness programme, it does not necessarily have to have a culture of health. A culture of health in the workplace means that healthy behaviours are prioritised and encouraged through policies, practises and norms that promote employee wellness. If organisations want to build and sustain a community of healthy employees, they need to go beyond a “check-the-box” approach and create an authentic culture of care in the workplace.

This contributes to organisational success by reducing costs associated with lost productivity, improving employee performance and satisfaction, serving as a tool for attracting and retaining talent, and promoting diversity and inclusion in the workplace by supporting a happy and healthy workforce to keep it that way.

Strive for a culture shift  

Implementing a wellness package requires a culture change which shifts focus to the holistic needs of employees, covering the key 5 dimensions:

Physical 

Physical wellbeing initiatives focus on proactive steps to prevent disease and treat existing conditions. This can include maintaining good health through regular exercise, proper nutrition, adequate sleep and regular medical check-ups.

Mental 

Physical wellbeing initiatives aim to improve emotional health, mental stability and the ability to cope with stress, strengthen resilience and seek help when needed.

Social 

Social wellbeing initiatives focus on maintaining good relationships with friends, family and colleagues as well as a strong sense of belonging, support and connectedness. This can take the form of prioritising life outside of work by managing your own schedule and having the opportunity to disconnect from work.

Occupational 

Professional development programmes, mentoring programmes and connection to the company's purpose help to highlight an employee's contribution to the company's success and improve alignment between their role, personal values and goals.

Financial 

Feeling secure and confident in your financial situation through initiatives that focus on managing your money effectively, planning for the future and coping with unexpected expenses can make a huge contribution to financial wellbeing, which is often an overlooked element of holistic wellbeing packages in the workplace.

With both employee and leadership buy-in, prioritising the well-being of employees is not just the right thing to do, it’s also the smart business decision that can yield significant benefits for employers and employees alike.