There has been a lot of debate on organizational welfare lately. Especially since a healthy work environment yields several benefits to the organization. Studies have shown that the corporate environment affects the health and productivity of employees, influencing their performance and quality of results.

Therefore, investing in human capital has become one of the main pillars of any business. Visionary entrepreneurs have already realised that the path to constant and sound growth is the development of employees across multiple fronts.

In order to succeed in such endeavour, organizations must follow parallel paths: creating policies that support employees professionally and directing efforts to promote physical and mental health.

But what is the secret of companies who care about organizational welfare, after all? Today’s post highlights 4 common aspects among all organizations that truly understand the importance of a healthy corporate environment and how it directly affects the company.

Nexus between organizational welfare and quality of life

Companies aligned with the market and sensitive to changes in the corporate world already know that it is impossible to ensure business continuity without investing in the quality of life of employees. Beyond merely creating opportunities for professional growth, it is imperative to perceive employees as human beings with physical and emotional needs.

The personal lives of employees inevitably affect their performance at work. People with health conditions, emotional stress or struggling with financial issues cannot be 100% focused. These issues affect employees and can ultimately compromise staff productivity and business competitiveness.

The central point here is to humanize labour relations so as to allow employees to suitably balance their personal and professional lives. Employees spend a substantial amount of their time within the organizational environment. Therefore, it is essential to associate people’s performance to welfare, particularly among leaders. Common sense and flexibility are paramount to foster a pleasant and healthy environment for all.

Maintenance of benefits and incentives programs

Improving organizational welfare requires the creation of programs that offer benefits and incentives to assist employees. And this investment of time and money has guaranteed returns.

Hence, organizations offering health incentive projects ultimately stand out among competitors. Offering private pension plans, medical care, gym membership allowance, physical activity at work, and actions enabling sports practice, for instance, are extremely beneficial to the quality of life of employees. And the effects of such benefits will positively impact the company’s results.

Moreover, organizations must also provide all necessary resources for employees to grow professionally and excel at their duties. Such resources generally include courses, scholarships, workshops and lectures, among others. In addition to the fair assignment of tasks and salaries.

Several other alternatives are also available to achieve this goal. Some companies, especially those with a more modern profile, have been trying to provide flexible schedules and home office work routines as an incentive.

Despite being a challenge, organizational welfare is definitely attainable. With clear targets and a clearly outlined plan, the chances of success on issues pertaining to the workplace environment are excellent.

It is important to consider that satisfied employees work harder, and in order to maintain such motivation, organizations must create the right set of conditions to promote development. Employees who are actually supported by companies are happier in their corporate duties and more conducive towards growth.

Listening and appreciating employees

Companies listed among best employer rankings always keep an open dialog with their employees. That is the only way to truly understand their individual and collective demands, in order to guide the company’s actions and ultimately improve.

Internal communication channels (physical and virtual, confidential or open) and environment surveys are also quite relevant. These tools require commitment and sobriety, since they are gateways to employees’ opinions and may be the source of consistent actions.

It is imperative for leaders to replicate this approach, remaining open to dialog and undertaking responsibilities in the process. This helps forge a relationship of trust with employees, built upon transparency and respect. This is also a way of appreciating professionals.

Always remember: achieving organizational welfare is a strenuous effort that can only be successful when there is partnership between staff members, between staff and managers, and between employees and the company’s management.

Investment in People Management

A company’s human capital is its most valuable asset to achieve increasingly better results. Hence the need to promote organizational welfare. The goal is to ensure employees are satisfied and generating better results for the business. That is the ideal scenario.

Therefore, it is crucial to regard People Management as a highly relevant tool to invest in training professionals within this area, whether they are in the Human Resources department or not.

Specific training and alignment to the latest People Management concepts and ideas are paramount to devise projects that value and promote the organization’s staff. Those in charge of People Management constantly lead waves of changes in the company and also replicate behaviours seeking constant welfare improvement across all levels.

Ultimately, there are no secrets to ensure organizational welfare, only investment and awareness. Quality of life is the starting point to create and maintain a healthy environment in any company, regardless of the company’s size or department.

It has never been more important to address the welfare of employees not in spite of the company’s interests, but rather as part of the corporate strategy to grow and improve.

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