2023-06-12 11:27:50
At the ORH webinar “Wellbeing washing: how to get involved in the well-being of your team without small print”, in collaboration with Ifeel, we have talked about which are the “empty” measures that are currently more widespread in companies and those that do have a real impact on mental well-being of the teams.
To address this complex issue we have had Angélica Barrero, leader of the Ifeel corporate clinical department, Teresa Rocandio, corporate clinical psychologist at Ifeel, and Florencia Savignano, corporate clinical psychologist at Ifeel.
Angélica Barrero defined the concept of wellbeing washing, which is often unknown by HR managers. In his own words, it occurs when “companies publicly commit to employee wellness and mental health support without backing it up with tangible benefits for their workers”.
You have also talked about another related concept, which is the greenwashing. In this case, “refers to when a company exaggerates, lies, or misleads customers about how green their service or products are”.
Why does it develop? wellbeing washing?
Teresa Rocandio, corporate clinical psychologist at Ifeel, locates its origin in the pandemicWhat is when “the need to talk about mental health increases. And companies do not want to be left behind. It is, therefore, a movement consistent with social reality”.
Teresa cited a McKinsey study stating that “employers value the mental health and well-being of their employees 22% more favorably than the employees themselves. They believe or want to believe that their workforce is satisfied”.
The prevailing idea in many companies is that “- I don’t see much need to promote well-being, but I don’t want to be left behind. This gives rise to vague strategies. There is more to see that 7 out of 10 companies celebrate World Mental Health Day. But it would be necessary to see how many of them really take measures to improve the well-being of their staff because most of them remain at a superficial level.
the 7 sins of wellbeing washing:
What can we do to avoid falling into it?
Florencia Savignano, a corporate clinical psychologist at Ifeel, asked companies a question: “Are you making plastic or stretchy shifts? When a change is elastic, its natural state changes when we stretch it, but it returns to its place when we stop stretching it. On the contrary, when a change is plastic, we give it shape and, when we release it, the shape endures, it is permanent.”.
- Honesty: be honest with the situation we have in the organization – Listen to employees
- Action plan: allows to observe if the actions that are carried out are really effective – Ground expectations
- Establish policies and guidelines
- provide training
- Offer support services
- Create an organizational culture
- get and use feedback of employees
3. Communication: how to communicate the action plan and promote its value. You have to be transparent. And be patient, because all important changes take time.
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