Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Dr Tony Mawson: The Relationship Between Wellbeing & Engagement

77 views

Published on

Organisational Healthcare Director, Sr Tony Mawson, looks at the relationship between wellbeing and engagement in the modern workplace, citing proven techniques for building an engaged workforce.

Published in: Leadership & Management
  • Be the first to comment

  • Be the first to like this

Dr Tony Mawson: The Relationship Between Wellbeing & Engagement

  1. 1. The Relationship between Wellbeing and Engagement - The Impact on Business Dr Tony Mawson Consultant Occupational Physician Director Organisational Healthcare Ltd
  2. 2. Wellbeing and Engagement Introduction Some Definitions and Concepts Factors influencing Health Wellbeing Engagement Relationship between the 2 concepts Summary Questions
  3. 3. Introduction The world of work is changing. Main changes in the workplace - -More services compared to manufacturing -More automation -More part time work -More women in the workplace -People generally working longer 1994 there were 425,000 workers over 65. 2016 there are 1.2 million. -Less secure employment
  4. 4. Worker health Historically Protecting the worker from hazardous environments. Now Recognising the need to promote, maintain and improve wellbeing Introduction
  5. 5. Some definitions and concepts We need to be clear what we mean by all these terms; -Sickness -Illness -Disease -Health -Wellbeing -Etc?
  6. 6. Disease: objective, medically diagnosed, pathology Illness: subjective feeling of being unwell Sickness: social status afforded to the ill person by society Disability: limitation of activities / restriction of participation Impairment: demonstrable deviation or loss of structure of function Incapacity: inability to work associated with sickness or disability Several different health labels
  7. 7. Factors Impacting on Health “Flags” – Factors that may be relevant Red Medical indicators of serious pathology Orange Pre-existing mental ill health Yellow Psychosocial obstacles “Person Flags” , Blue Perceived obstacles in the workplace Black “unalterable obstacles” – e.g. national agreements Chequered Social obstacles
  8. 8. A Health Model
  9. 9. Advantages of the BPS Model Benefits of this Bio-Psycho-Social Model Provides a framework for disability and rehabilitation Places health condition/disability in personal/social context Allows for interactions between person and environment Addresses personal/psychological issues. Applicable to wide range of health problems
  10. 10. Defining Wellbeing at Work Creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation. ( CIPD ) Or That part of an employee’s overall wellbeing that they perceive to be determined primarily by work and can be influenced by workplace interventions (Int J Workplace Health Management 2009)
  11. 11. Five domains of well-being
  12. 12. The Well-being Continuum
  13. 13. “Future-proof” ? Flourishing etc Bio-Psycho-Social Model Sense of being “poorly” Medical A Useful Model ?
  14. 14. A Definition of Engagement A positive attitude held by the employee towards the organisation and its values. An engaged employee is aware of the business context and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement which requires a two way relationship between the employer and the employee. ( IES )
  15. 15. A Definition of Engagement Demonstrating behaviours including: •Belief in the organisation •Desire to work to make things better •Understanding of business context •Respectful and helpful to colleagues •Willingness to go the extra mile (IES engagement opinion 2007)
  16. 16. Factors affecting engagement I matter. I am part of something with a greater purpose. I belong. I am part of the group. I feel enabled. I have the information and tools to get my work done. I contribute. I feel that my work is meaningful and recognised. I am respected. I share values and I have trust with my colleagues.
  17. 17. Data on Engagement and Wellbeing Source: Gallup
  18. 18. Source: Gallup Data on Engagement and Wellbeing
  19. 19. Data on Engagement and Wellbeing IoD Survey 2016
  20. 20. Data on Engagement and Wellbeing IoD Survey 2016
  21. 21. Data on Engagement and Wellbeing IoD Survey 2016
  22. 22. Data on Engagement and Wellbeing IoD Survey 2016
  23. 23. Building an engaged workforce aving opportunities to feed your views upwards eeling well-informed about what is happening in the organisation elieving that your manager is committed to your organisation nvolvement in decision-making reedom to voice ideas, to which managers listen eeling enabled to perform well - CIPD - IES
  24. 24. Engagement and Wellbeing
  25. 25. Summary “Wellbeing” is a model that has advantages over “Health” Wellbeing is an important part of the workplace for both employers and employee Engagement and wellbeing are linked: Engagement Wellbeing As employers and decision makers looking to foster good places to work we need to understand and address both
  26. 26. Any Questions? Dr Tony Mawson Consultant Occupational Physician Director Organisational Healthcare Ltd

×