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Can you demonstrate the impact of your teams wellbeing on their performance?

Struggle to link impact of wellbeing on performance

The average Briton spends 3,507 days at work in their lifetime, our findings also reveal that work is the most common source of stress in the UK. This means that if workplaces don’t work to facilitate and promote their teams wellbeing, it could have critical effects – not just for the individual, but for the organisation too.

Studies have shown that when the decision by management to embrace the business case for team/employee wellbeing at work, it complements more conventional methods of improving employee attitudes and productivity, which in turn enhances organisational effectiveness and decision making..

The challenge is then to demonstrate the impact. With no clear way to identify, measure and manage teams wellbeing it is not surprising that many managers struggle to understand the impact of wellbeing on performance.

Organisations in general struggle to understand and identify how an individual or teams wellbeing impacts performance. There exists no structured way to triangulate wellbeing challenges, the investment made in addressing these challenge’s and the impact it has on performance.

This image show the teams wellbeing impact on performance. It is a section of the report which shows how the KAYA programme identifies specific aspects of performance that gets impacted as a result of the individual or teams wellbeing challenges. It also demonstrates how people feel about work.

The KAYA wellbeing programme allows managers to identify how wellbeing challenges impact the individuals and the team.

The KAYA wellbeing programme then identifies the top three areas that get impacted as a result of these challenges. Provided with this knowledge, the manager can then create wellbeing support initiatives that will have the maximum impact.