Let us not triage workplace wellness with generic, standard approaches and euphemisms. The lists are surface level insufficient and nauseating in their appease; paid vacations before you start, work 4 days not 5, lunch paid, ‘so you take it- that’s how much we care’, wellness and spa days, days off for your birthday, and it goes on. Cosmetic company adornments with value only for self-satisfaction and gratification, not well-being.
True well-being runs much deeper than token gestures, self-nurture, ensuring breaks are taken and even whether the dog comes to work or not. These alone do not guarantee stable feelings of balance. A band-aid remedy when the wound needs to breathe.
What of workplace stamina, resilience, self-awareness, self-sufficiency, and confidence? Attributes muscled from exposure to discomfort, pushing limits, crashing a little and exploring boundaries. And yes, on occasions working longer hours. Well-being co-exists while experiencing more challenging times and conditions. Research has found up to 70% of people experience positive psychological growth from difficult times. Mostly though, your well-being sits with you and anchors heavily on purpose.
We must look at workplace well-being; the need for it cannot be contested. Thank goodness for the move ahead already. More needs to be done but to empower, not disable. Provide an environment where people can safely fail and embrace both negative and positive experiences. Environments of trust and empathy allow people to share what is on their minds and needs to be heard. Yes, have balance but have your balance, not what is prescribed by others to suit their cause and projections. Reinstate pride in our work and attitudinal heft. Do not turn well-being into code for, ‘I don’t want to work that hard’. Make it less about you and more about the good of all.
Originally published by www.ceoworld.biz