A workplace eventually becomes home. Like they say ‘home sweet home.’ That’s how entrepreneurial business should be to its members at every level of delivery, cascading down to the customer. This will then lead to a positive bottom-line that is from employee (physical and psychological) to pocket wellness.
It is through this intervention that we may strengthen the entrepreneurial work place to be as good as home where we are supposed to freely express and contribute for a full success.
It is with this background that we have all been conditioned to leave our problems at the car park and put on a happy face when we enter the workplace. Nobody is allowed to bring the whole person to work, as emotions and personal issues are often seen as distractions that hinder productivity.
Toxic positivity is a phenomenon that has become increasingly prevalent in many workplaces, where employees are expected to maintain a facade of happiness and optimism at all times. While this may seem like a way to create a positive work environment, it can actually have detrimental effects on employees’ mental health and overall well-being. As aforementioned, this will eventually have a negative impact on the profit levels of the entrepreneurial business.
Wellness in the workplace refers to the promotion of physical, mental, and emotional health among employees to enhance productivity and overall well-being. While mental health issues are gaining prominence in Human Resource discussions across the globe, it is crucial for businesses to also recognise that it may be the culmination of various factors such as workload, job insecurity, lack of work-life balance, and physical health concerns.
The five levels of Maslow’s hierarchy of needs have tried to strike a balance by illustrating the importance of addressing both basic physiological needs and higher-level psychological needs in order to support employee wellness.
Some workplace cultures leave employees with little room for self-care and personal well-being, which can ultimately lead to burnout and decreased productivity.
Many employees have reported backaches and insomnia due to the stress and pressure of their work environment, highlighting the toxic nature of the work environment.
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Some critical issues arising from unhealthy business practices for wellness include increased absenteeism, where employees may need to take more sick days to recover from physical or mental health issues caused by stress, decreased productivity as employees struggle to focus and perform well under pressure, and a higher turnover rate as employees seek a healthier work environment elsewhere.
Addressing these critical issues is essential for promoting a positive and sustainable workplace culture that prioritises employee well-being.
Many employees spend most of their awake time at the workplace; hence, it is also crucial to consider the matter from a place of humanity and as part of a broader corporate social responsibility initiative.
There are a number of strategies that businesses can implement to integrate wellness into their practices, and what might work for one organisation may not work for another.
Hence, when allocating resources to wellness initiatives, it is important for businesses to consider the unique needs and preferences of their employees in order to create a successful and sustainable programme.
Offering healthy snacks and meals in the office can be a simple way to promote wellness and encourage healthy eating habits among employees.
Additionally, providing opportunities for physical activity during the workday, such as exercise sessions, can help employees stay active and reduce stress levels.
Training employees on stress management techniques and offering mental health resources such as providing counselling services can also greatly benefit employee well-being and overall productivity.
Moving to the question of which level of enterprise this wellness programme should be addressed? It is important to consider implementing it at the organisational and individual levels. It is important for leadership to set the tone and prioritise employee wellness while also empowering employees to take ownership of their own well-being.
The leadership should prioritise creating policies and initiatives that support wellness.
At the individual level, employees should be encouraged to take advantage of available resources and actively participate in wellness programmes to promote a healthy work environment for all. It is a cross-cutting issue that can affect all men alike, regardless of their position within the organisation.
By fostering a culture of well-being, companies can improve employee morale, productivity, and overall success. Ultimately, prioritising wellness benefits not only the individual employees but also the organisation as a whole.
The impact of promoting wellness in the workplace can be tracked through various metrics such as reduced absenteeism, increased employee engagement and satisfaction, and improved retention rates and performance metrics.
Additionally, it can create a positive company image that attracts top talent and enhances overall company reputation. Who does not want to be a part of a workplace that values and prioritises the well-being of its employees?
Regardless of industry or size, investing in employee wellness programmes can lead to a more productive and positive work environment. Take the first step towards implementing a wellness programme in your workplace today and reap the benefits of a healthier, happier, and more engaged workforce.
*Dr Farai Chigora is a businessman and academic. He is the head of management and entrepreneurship at the Africa University’s College of Business, Peace, Leadership and Governance. His doctoral research focused on business administration (destination marketing and branding major, Ukzn, SA). He is into agribusiness and consults for many companies in Zimbabwe and Africa. He writes in his personal capacity and can be contacted for feedback and business at fariechigora@gmail.com, www.fachip.co.zw, WhatsApp mobile: +263772886871
*Dr Agnes Katsidzira is a primary healthcare professional. She holds an MBChB (UZ), a Diploma in HIV Management (SA), a Master of Science in Biostatistics and Epidemiology (MSU), and an Executive Masters in Business Administration. She is particularly interested in the medicine- business interface and how it can be leveraged to improve healthcare delivery and outcomes. She writes in her personal capacity and can be contacted for feedback at agnes.katsidzira@gmail.com, WhatsApp mobile: +263773810296.
