PwC experts point out the need to create a culture of well-being to provide them with an environment with psychological safety and good mental health.
By Leonel Ibarra – strategicandbusiness.net
Well-being, both internally with the collaborators of organizations, and externally, has been gaining greater importance on a global scale in recent years.
A survey carried out by PwC in May of this year among more than 52,000 people revealed that one in five employees in the next 12 months had the firm intention of changing jobs, in what is now known as the phenomenon of The Great Resignation .
Many of the respondents cited how satisfied they are with their job, how much they can be themselves in their workplace, and how much the company cares about their well-being as reasons for changing employers.
Jorge de Mezerville, director of management consulting at PwC, points out that all the uncertainty and pressure that occurred during the pandemic seriously affected work well-being and caused many to accelerate the “burn out” syndrome or exhaustion.
“Companies that have given various functions to their collaborators without realizing that there may not be a match, although for a time it helped financially, but when the volume of work begins to rise, there is a very important human cost that is a load of added work in which the functions are not aligned with the competencies”, explained De Mezerville in the forum “The role of companies on the well-being of their collaborators”, carried out during the Sustainability and CSR Week 2022 of the Foundation Business for Social Action (FUNDEMAS).
For this reason, Stephanie Mora, manager of people and organization at PwC, pointed out that a culture of well-being is now being promoted to support people in the sense of providing them with an environment with psychological safety and having an environment that promotes good mental health.
The key elements for the success of wellness care within organizations are to encourage fluid and unlimited communication with managers, empower adaptability between the ways of performing tasks and the needs of employees, and use tools or methods to establish conversations. .
Some ideas regarding the priorities of the programs implemented by some employee health and wellness organizations appear on the subject of medical examinations, annual medical check-ups, personalized assistance for the employee, and nutritional education and tools.
In addition, there is community service, financial advice, gym memberships and sports classes that also contribute in terms of integration and stress management.
“Offering flexibility, wellness and mental health care gives us autonomy, makes us feel part of it, that we are important in the success of the organization,” says Mora.