Engagement, Presenteeism & Wellbeing

Engagement, Presenteeism & WellbeingThe links between psychological health, employee wellbeing, engagement and productivity are well established in the research literature. Putting the lessons into practice is the tricky piece. We have the tools and experience to help your organisation to liberate your talent and create a healthy, productive workforce. It starts with the understanding of where you are and building up best practice in developing applied management and leadership principles and practices.

For too many people, the quality of their experience at work is a source of boredom and distress rather than a source of happiness and fulfilment. This could arise from personal factors or organisational factors

Personal factors related to stress

Personal factors relate to individuals who experience high levels of Anxiety, Depression, and Psychological Vulnerability. We measure Psychological Wellbeing in different ways, to help you with employment decisions (see NEO Personality Inventory). People who have low self-esteem and a poor sense of personal wellbeing tend to have less energy to expend and are therefore less engaged in the objectives of work. They spend more time focused on the source of their inner distress and use energy to protect themselves from further hurt rather than pushing out energy into relationships and interaction with their external environment.

Organisational factors causing dysfunctional behaviour

Organisational factors include gaps and deficiencies in the important links between the Vision, Mission and Objectives of the organisation and work structures, Corporate Architecture and Leadership dimensions. Lack of clarity of purpose, poor direction, confusing structures and uninspired leadership are issues that need to be addressed. A primary source of ineffective leadership is not having leaders with the requisite breadth of intellect or problem solving skills (see Cognitive Process Profile). At the Organisational level, JQA use good diagnostic tools for the assessment of Organisational Wellbeing (see Employee Wellbeing Survey) to assess the quality of management and organisational design. What makes us different are the examples of real success in bringing about improvement and sustainable change.