Are physical looks important in the workplace

Well-being is so important at work

48% of employees say that their well-being at work is good or even very good. You are satisfied and would like to work in your company for a longer period of time. Whether man or woman plays just as little role as the industry in which someone works or the region in which he works. However, there is a difference in age groups. Older workers in particular are more satisfied.

Wellbeing at Work: What About the Other 52% of Workers?

Why do more than half of the employees feel uncomfortable at work and what could strengthen them? The psyGA monitor also provides data and facts for this. The results show which factors have the greatest impact on the health and engagement of employees. Because being healthy and committed to work is synonymous with work-related well-being.

The world of work is characterized by stress and resources

Basically, it can be said: Anyone who wants to promote the health and commitment of employees should reduce psychological stress at work as much as possible and value:

  • a healthy leadership style,
  • an employee-oriented corporate culture,
  • Fairness,
  • Collegiality.

The work itself is not a burden

Feeling comfortable at work is important because most people spend most of their time at work. Often, however, it is not the work itself that becomes the burden. Rather, it is the working conditions or emotional issues that have a negative impact. Have the greatest negative impact:

  • emotionally demanding work such as B. in nursing,
  • the incompatibility of work and family,
  • Worries about the job,
  • Deadline pressure in coping with work tasks.

Wellbeing at Work: Employees and full-time employees are healthier and more engaged

For the psyGa monitor, more than 21,500 employees from around 2,800 companies were asked about their mental health and their commitment to work. The Linked Personnel Panel (LPP) was used for this. It was found that 50% of employees are slightly more represented in the two groups “healthy, very committed” and “healthy, committed”.

Full-time employment also leads to a higher level of well-being. Here the number of “healthy, very committed people” was 20%, significantly higher than among part-time workers. Their value was 16%. In the case of the “distanced ones who are burdened”, the result was almost the opposite, with 16% for full-time employees and 19% for part-time employees.

What changes are needed so that stressed employees can become healthy ones?

In a further step, the regression analysis was used to determine which changes are required for employees with poor initial values ​​to be able to move up to at least the category “healthy, committed”. The survey results show that it is above all the psychological as well as the social stress that troubles the employees. In most cases, physical stress is of minor importance. Above all, companies have to ask themselves how, for example, B. can reduce deadline pressure or how possible conflicts between colleagues or with superiors can be reduced.

Which resources need to be strengthened?

When looking at the resources that need to be strengthened, the most important thing is a healthy leadership style and corporate culture, followed by support from colleagues. After that, fairness, including Pay is important, clear regulations, freedom of choice and a wide range of tasks at work are important.

The group of "distressed distanced people" needs special attention

What is noticeable about the “distanced ones who are burdened” is that they need significant changes, especially when it comes to resources, fairness and work autonomy / diversity. They also rate the psychological stress at work as very high.

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Source: Initiative New Quality of Work