Optimising employee wellbeing in 2022
The new reality of work is one in which companies need to make sure employees are supported, empowered, and heard. This year, well-being must become a pillar of business operations By Pravin Prakash
C OVER
STORY
I
n the last 20 months, the way we work has been evolving - going from a completely remote scenario to now gradually moving to a hybrid format. As we step into 2022, the pandemic continues to be a learning curve for businesses as they navigate new challenges and solutions. The impact of this evolving work dynamic has driven a renewed focus towards employee well-being for businesses everywhere. Healthy and happy employees not only have a better quality of life and increased
work productivity, they are also more likely to positively contribute to society. Even as lines between work and life continue to blur, the case for prioritising mental, emotional, and physical wellness in the workplace has never been stronger. From a business perspective, it’s not about productivity alone. Organisations that adopt mental wellness initiatives also increase employee loyalty, innovation, and ownership. As we approach a new work reality – one that is finding the right balance
The pandemic presented companies with the opportunity to genuinely invest in employee well-being and have a framework in place that reacts to their concerns. It’s time for employee-centric policies to become a fundamental component of how businesses operate in the long run 60
| January 2022
between physical and remote working – organisations must look for more in-depth and tangible ways to understand what employees require in order to feel supported, more empowered and heard.
Empathetic leadership must take centre-stage
The relevance of holistic mental well-being has been widely recognised globally, putting the spotlight on empathetic leadership. Empathy is no longer a "feelgood" aspect, but a strategic necessity. It is a key driver of employee outcomes such as innovation, engagement, and inclusiveness, particularly during times of crisis. Studies suggest that over 76% of employees who reported their managers to be empathetic felt more engaged, innovative and motivated at work. The focus of the 'new work' paradigm should be on purpose,
