A quick summary:
- Emotional wellbeing definition? 🔎
- Why emotional wellbeing matters more than ever at work 🚨
- Meet Heka! 💚
Emotional wellbeing – it’s a term loosely thrown around the workplace, but what is it and why does it matter? Whether you’ve landed here with a brief idea or no clue whatsoever, we’re here to help.
Below, we’ve produced an all-inclusive guide to emotional wellbeing in the workplace. We’ll start by exploring the emotional wellbeing definition and then look at why it matters now, more than ever.
Heka’s emotional wellbeing definition 🔎
According to NIH (National Institutes of Health), emotional wellbeing is one’s “ability to successfully handle life’s stresses and adapt to change and difficult times”. A solid definition, right?
In the workplace, however, we think it deserves a slightly different meaning. Heka’s emotional wellbeing definition is this…
“The ability to think and feel positively towards the workplace. It is knowing how to manage setbacks, pressure and general stress in a professional and controlled manner – because difficult situations do pass.”
Our emotional wellbeing definition is a clear extension of that by the National Institutes of Health. It was important we gave it a workplace spin, shedding light on common issues that create poor emotional wellbeing in the workplace.
Just like in everyday life, our health and wellbeing in the workplace is equally important. By allowing poor emotional wellbeing to wreak havoc on work ethic, peer relationships or our attitudes in the workplace, we must recognise the damage caused.
These things take a lot of time to build in the workplace, and several emotionally mismanaged moments to demolish.
Of course, our emotional wellbeing definition is broad. There are other areas surrounding the subject. Take for example our duties and responsibilities.
Believe it or not, how we spend our working hours can impact our emotional wellbeing. As employees, we must feel as though we’re working on something purposeful. Without this, we’re more likely to develop a distaste for our careers and feel inadequate in the grand scheme of things.
We can also look at relationships in much more detail. Workplace relationships are an essential part of any successful business and workforce. If we’re trapped in a toxic culture, one defined by working overtime, burning out and feeling unable to ask for help, our emotional wellbeing is always going to take a blow.
Unfortunately, many organisations didn’t get the modern workplace memo – leadership teams have a duty of care for their employees. It’s their responsibility to ensure three things:
- Employees have the means to carry out their jobs
- They are mentally and physically good
- They feel able to come forward for support and guidance
Of course, the list goes on. These three points are major must-haves in any organisation. It’s only a matter of time before companies without compassion, care and support start losing employees.
Going back to our main point, organisations without these attributes are typically toxic environments. Without strong workplace relationships, it’s only a matter of time before emotional wellbeing nose-dives.
Ultimately, our emotional wellbeing definition can only include so much information. Outside of this, there’s an entire subject to explore. One that covers everything from company culture, leadership style, meaningful work, benefits and more.
Like many facets of a fantastic functioning business, they cross paths at some point or another. It’s clear that emotional wellbeing is no exception.
Now, let’s look at exactly why emotional wellbeing is super important in the workplace. Why leaders and managers should take their team’s emotional health seriously if they care about the business.
Why emotional wellbeing matters more now than ever 🚨
Before we get started, let’s make one thing straight. Emotional wellbeing, (in and outside the workplace) is important. That said, we think it’s more important than it ever has been.
The pre-pandemic years proved there was sizeable demand for better health and wellbeing for employees. What organisations did expect was what unfolded during and after COVID-19.
In 2022, employees aren’t just asking for better work-life balance, they are fighting against some of the biggest businesses in the world.
Similar read: What is ‘leavism’ and how does it impact my employees?
Ultimately, more needs to be done, and the aftermath of a pandemic has seen the Great Resignation move into fifth gear – and there’s no sign of this slowing.
According to an article by PeopleManagement, 6.5 million Brits plan to depart from their current jobs in 2022. This is due to companies needing to take a more ‘holistic approach’ to business – creating meaningful opportunities and career prospects.
Don’t take our word for it, however. Of all the wellbeing benefits available to employees, mental health will receive the biggest investment from companies.
In simple terms, employee wellbeing and mental health are driving factors for selecting one job over another. Unhappiness can only exist so long in our careers before change is needed.
Our advice to leaders is to start focusing on the emotional wellbeing of their workforce. If the global pandemic was a learning curve for health and wellbeing in the workplace, 2022 is a defining moment.
Start building a working environment people enjoy, adopting meaningful benefits, and helping peer relationships flourish — without these qualities in the workplace, employees won't just become unhappy, but your organisations could see an increase in absenteeism.
Before you go, meet Heka 💚
We’re glad you made it this far! It shows a true commitment to your employees’ emotional wellbeing. Because of this, we’d love to invite you to a demo with our wellbeing experts. This is your opportunity to ask any questions, find out how Heka benefits employee wellbeing and find a meaningful solution to perks in the workplace.
From life coaching to bouldering and spa days, Heka is one platform with thousands of opportunities – opportunities to help employees personalise their health and wellbeing package.