How to promote well-being at work in 2022?

What if it took more than a gym session, a fruit basket or a console game to make an employee happy and productive?

This seems to be confirmed by a study conducted by Oracle in 11 countries and with 12,000 employees from all strata: managers, HR leaders and senior executives. According to the survey, nearly 76% of respondents say that “the company should do more to protect the mental health of employees”. A clear observation that leads to reconsider the ideas received on the subject and the dressings traditionally applied to promote the well-being of employees. In this article Flashbrand offers a new way to promote well-being at work and employee engagement. At the crossroads of data technology and personal development.

Well-being at work: an issue to be addressed urgently

Today more than ever, the subject of the quality of life at work in a company seems to be an absolute emergency for several reasons:

According to a recent Opinion Way study, 2.55 million employees are affected by severe burnout in France. A situation that has worsened with the Covid crisis

They want more autonomy in the organization of work, dream of personal fulfillment, meaning at work and demand a balance between private and professional life.

The Covid-19 gives way to the great resignation... shock waves that undermine crucial pillars for the performance of the company such as employee engagement and talent retention.

Faced with these upheavals, HR decision-makers will be forced to rethink the corporate culture in depth thanks to solutions that go beyond traditional measures such as the recruitment of a Chief Happiness Officer or the reorganization of workspaces.

What are the challenges of well-being at work?

The issues related to well-being at work are numerous and impact both employees and organizations. They affect of course health but not only. The same goes for talent retention and productivity.

Ensure the health of everyone

The French Labor Code which specifies that “the employer (must take) the necessary measures to (...) protect the mental health of workers” in particular “through information and training actions (...) and the establishment of an organization and appropriate means.”

Ensuring the health of employees is indeed the priority issue. Because absenteeism resulting from suffering at work is expensive: 108 billion euros according to a recent study by the Sapiens Institute. Not to mention turnover, and recruitment expenses.

Promote employee engagement and productivity

According to the British Mind Foundation, 60% of employees would feel more motivated by an employer who cares about their mental and physical health.

But it is above all the ability to establish a relationship of trust (between an employee and his manager or his company) that will boost the motivation and commitment of the teams.

Retaining employees

Being concerned about the well-being of its employees makes it possible to better retain its employees and reduce recruitment costs. Because a happy employee is an employee who wants to stay and progress in the organization.

In a context of intense competition between talents, particularly in digital, the company must be able to identify in real time the key skills to be developed but must also be able to manage high-potential candidates.

Offer intuitive collaborative tools in the work environment

Employees must be able to find at work a user experience worthy of the tools they use daily in their personal lives. No more lengthy processes and unnecessary paperwork that create more stress and frustration.

Well-being at work: what current solutions?

A number of solutions have been tested in many companies to make employees happier and improve their working conditions. With more or less convincing and unquantifiable results. We can cite among these lines of work:

It is not a question of denigrating or praising these initiatives. However, they remain insufficient and serve more as a symptomatic treatment rather than a basic treatment.

As the INRS (National Institute for Research and Safety)out, well-being at work “requires (...) to develop a posture of listening to employees on the organizational factors recognized as having an impact in terms of PSR : the definition of tasks, the meaning of the work, the distribution of the workload, relations between colleagues and with the hierarchy…"

The need to go further in terms of well-being at work

To encourage this listening necessary for well-being at work, the company must put employees back at the center of its concerns to detect their real needs and respond to them in a more targeted and individualized way.

Aligning the needs of employees with the business priorities of the company is vital today.

It is from this meeting that an organization can optimize its performance while making its employees happier and more engaged.

To do this, each employee must become aware of what characterizes him in order to know his strengths but also his areas of development. A culture of “growth mindset” conducive to its development.

HR data at the service of well-being feedback

With Flashbrand, employees can express themselves at any time by giving their opinion to proactively manage their development and performance. 

This solution embeds Artificial Intelligence functions as a mirror of behaviors. The application is based on the collection of data in real time to promote a culture of listening and continuous feedback so that everyone can progress, develop more and give the best of themselves with confidence.

A fluid, effective and tailor-made way for each employee or manager to:

And for the company a lever for better: