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Creating a workforce that is healthy, happy and productive

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Drawing on over 20 years of research, Chester has found that in the highest performing workplace cultures, leaders not only create higher levels of employee engagement but they also create environments that support productivity and performance, in which employees feel enabled. Furthermore, they help employees feel a greater sense of well-being, making people feel more energized.

We know that Employee Assistance Programs work but traditional EAPs only support a small percentage of employees in times of crisis and Rita has been fundamental in expanding the reach of clinical support through chat and video. 

The next step is making employee assistance proactive, rather than reactive, to support and drive the culture of an organization and overcome barriers to performance and productivity.

For an employee well-being initiative to be successful, it needs to drive persistent engagement, not just offer support in times of crisis. A mobile-first technology approach not only delivers a better user experience but also gives employees access to powerful wellness tools that they can access anytime, anywhere, encouraging them be proactive about their own well-being and make small, daily improvements to behavior.

Employees believe that employers can play a role in reducing the incidence of people who go on leave due to wellness issues. Things like bad communication, harassment, and conflict have been identified as cultural factors in absenteeism. To this end Paula’s research looks at the impact of predictive analytics to drive a healthy, happy and productive workforce. 

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Business success is inextricably tied to having a healthy and motivated workforce and Nestle is equally committed to the total health of each one of its 3,500 employees. 
According to Alastair Macdonald, the duration of workplace absences due to mental health issues are at least double what they are for traditional musculoskeletal injuries, so it not only makes business sense to advocate strategies to help employees cope with mental health issues, but it is the right thing to do.

Drawing on over 20 years of research, Chester has found that in the highest performing workplace cultures, leaders not only create higher levels of employee engagement but they also create environments that support productivity and performance, in which employees feel enabled. Furthermore, they help employees feel a greater sense of well-being, making people feel more energized.

We know that Employee Assistance Programs work but traditional EAPs only support a small percentage of employees in times of crisis and Rita has been fundamental in expanding the reach of clinical support through chat and video. The next step is making employee assistance proactive, rather than reactive, to support and drive the culture of an organization and overcome barriers to performance and productivity.

For an employee well-being initiative to be successful, it needs to drive persistent engagement, not just offer support in times of crisis. A mobile-first technology approach not only delivers a better user experience but also gives employees access to powerful wellness tools that they can access anytime, anywhere, encouraging them be proactive about their own well-being and make small, daily improvements to behavior.

Employees believe that employers can play a role in reducing the incidence of people who go on leave due to wellness issues. Things like bad communication, harassment, and conflict have been identified as cultural factors in absenteeism. To this end Paula’s research looks at the impact of predictive analytics to drive a healthy, happy and productive workforce. 

Business success is inextricably tied to having a healthy and motivated workforce and Nestle is equally committed to the total health of each one of its 3,500 employees. 
According to Alastair Macdonald, the duration of workplace absences due to mental health issues are at least double what they are for traditional musculoskeletal injuries, so it not only makes business sense to advocate strategies to help employees cope with mental health issues, but it is the right thing to do. 

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