???????????????? ?????????????????? and ???????????????????????? improve if all ?? ???????????? ?????????????????? ?????????????? are put in place
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Employees working for companies that offer mind #health support were ?? ?????????? ???????? ???????????? to be ??????????????????????, age is a strong predictor of mind health outcomes so Good #mentalhealth support at work increase both #wellbeing and #productivity?according to a new interesting #research published by 安盛 in partnership with 益普索 using data from of 30,000 people aged 18 to 74 from sixteen European, Asian and American countries?
?? This research shows that paying attention to the mental wellbeing of employees is ???????????????????? for both staff and businesses. People who flourish are more #productive and are ???????? ???????????? ???? ?????????? their #jobs , critically important since the pandemic, which has left serious staff shortages across major economies?
? Researchers also found that there is ?? ?????????? ???????? between mind health and employee #retention In this study, fewer people who were flourishing said they planned to resign than those who were struggling, languishing, or getting by – though, of course, not all those who say they want to resign will go through with it.?
Researchers identified ?? ?????????????? that promote wellbeing in the workplace:
1???Hybrid working
2???Mental health support in the #workplace
3???Strong skills-to-job matching
4???Control over workload
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5???Training and #skills development
6???Setting clear goals and expectations for employees
? Employees are more likely to flourish and be in-flow and therefore less likely to quit, if:?
?? Their skills matched the work they were being asked to do.?
???They had at least some decision-making power over how they did their jobs.?
???They had managers who helped them with #career development and set clear goals and expectations.?
When it comes to flexible working, employees who are flourishing and in-flow preferred the #hybrid option. Splitting their time between home and the office allowed them to #work productively, but also gave them a sense of #belonging and #inclusion??
?? The AXA study also found that, among employees, control of workload was ???????? ?????????????????? than the workload itself. Those who agreed they had sufficient control over their workload were ???????????? ?? ?????????? ???????? ???????????? to be flourishing than those who said they didn’t.??
?? Finally, this research confirms that companies have paid more attention to mental health issues in the workplace: There is a strong correlation between company support, productivity and good mind health.??
Thank you ?? 安盛 AXA Health ?researchers team for these insightful findings: Antimo Perretta ? Lode Godderis ? Thomas Buberl ?and all cited persons in this report: Jasmin Wertz ? Jan Hutchinson ? Lara Fleischer ?#peopleanalytics Dave Ulrich George Kemish LLM MCMI MIC MIoL #futureofwork
LinkedIn Top Voices in Company Culture USA & Canada I Executive Advisor | HR Leader (CHRO) | Leadership Coach | Talent Strategy | Change Leadership | Innovation Culture | Healthcare | Higher Education
1 年Thanks Nicolas BEHBAHANI
Partner, PwC US Consulting | Adjunct Professor, NYU Stern School of Business | Global Thought Leader
1 年This is excellent and the points on employee autonomy driving sustainable productivity is very consistent with what I see from progressive organizations on the journey to reinvent business models, accelerate their transformations and enhance efficiencies. Todays leaders need to inspire, engage and enable - sometimes the best part of “enabling others” is simply “getting out of the way”. Thx for sharing Nicolas BEHBAHANI and thx AXA for the research.
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
1 年Nicolas BEHBAHANI Fantastic research. I like the outcome variables of employee well being and productivity and the six factors that might affect them. It is especially interesting to see the relative impact of the six factors. This work is consistent with the Organization Guidance System (OGS) work that Norm Smallwood and I have done. https://www.dhirubhai.net/pulse/how-well-do-you-manage-your-portfolio-hr-initiatives-dave-ulrich/ We identified employee outcomes as sentiment and productivity and identified 10 HR practices to see what would most impact these outcomes. https://www.dhirubhai.net/pulse/how-increase-impact-your-talent-initiatives-dave-ulrich/ Additionally, we studied 4 other stakeholders ... strategic realization, customer, investor, and community stakeholders. The findings offer a remarkable glimpse into how to prioritize and HR portfolio of services. See www.rbl.ai for the work. This research confirms this approach to prioritizing HR initiatives (they call future of work) by the extent to which the deliver desired outcomes (in this case, employee results). Hopefully more of this research will help business and HR leaders prioritize what matters most in the portfolio of HR work.
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
1 年Full research paper: https://www-axa-com.cdn.axa-contento-118412.eu/www-axa-com/a09d3707-ce9d-4e88-bc37-5472f9be77ae_axa_mind_health_study_2023.pdf