Human Resources have released an interesting case study relating to well-being at work, and how including stress-management schemes improve a company’s productivity. The study relates to the Singaporean industrial gas manufacturer, Taiyo Nippon Sanso Holdings. Its Vice President, Pauline Loo, provides an interesting thought regarding whose responsibility well-being falls under in the modern workplace:

“It is a shared responsibility between HR professionals and business leaders to actively engage employees in a holistic manner, going beyond physical wellbeing.”

HR are no longer the only sources of managing holidays, sick days, time off, and so on. Seniors in today’s working world must appreciate the needs of their employers more than ever if they wish to retain them, and see them perform well.

This new appreciation particularly corresponds to mental well-being. Physical issues are clear for all to see, and clearly impede one’s work. Mental health issues, on the other hand, are less visible.

Employers must understand that the shortcomings of an employee’s work can no longer be described only as laziness, and thus deserving of fitting punishment like dismissal. Anxiety, depression and other mental illnesses are becoming increasingly recognised as legitimate. Therefore, companies must learn to recognise the signs of these, and do their best to support their employees through solid well-being initiatives.

The case study completed by Human Resources examines Taiyo Nippon Sanso Holdings’ own well-being initiatives as an example of how such structures can be implemented. Particularly notable is the company’s introduction of a group of employee representatives from various divisions, who organise monthly wellness activities, such as ice-skating sessions.

Aspire have a similar group; the Ministry of Fun is made up of volunteers from different sectors, who organise such activities.

The fact that such groups are composed of different sorts of people shows how these stress-management policies are the responsibility of all, and crucially, relevant to all. Everyone could come under stress, have a mental illness or develop of physical handicap. Consequently, having an underlying foundation of health and well-being within a company protects its interests, as it is protecting its talent.

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