all of which are defined as ‘ a harmful reaction that people have to undue pressures and demands placed on them at work .’ It ’ s not acceptable . The report goes into quite some detail on specifics around industries , occupational categories and age and gender , but to summarise , the rate of work-related stress , depression and anxiety has increased in recent years .
The actual causes of stress can vary . The report cites tight deadlines , too much responsibility and a lack of managerial support as factors contributing to work-related stress , depression and anxiety . By its very nature , stress is difficult to measure and in terms of the role work plays , it may only be a catalyst for issues outside of the workplace .
How can the workplace promote wellness ?
THE DISRUPTION TO THE ECONOMY DUE TO THE NATIONAL HEALTH ISSUE HELPED CATAPULT EMPLOYEE WELLNESS FIRMLY INTO THE SPOTLIGHT AND NOW IS VERY MUCH THE RIGHT TIME FOR EMPLOYERS TO TACKLE HAPPINESS AND WELL-BEING .
You don ’ t have to look far – a quick Google search will suffice – for ideas to promote wellness within a workplace . Over the past 18 months , during the unprecedented times of the pandemic and lockdowns , the majority of workplaces had to very quickly adapt to a ‘ new normal .’ In order to facilitate remote and flexible working , employers had to adopt methods to not only enable their employees to comfortably work from home ( or in their chosen lockdown location ), but also invent ways to maintain the feeling of a team .
COVID-19 also brought with it a lot of stress and anxiety and , not to mention , the feeling of isolation . The disruption to the economy due to the national health issue helped catapult employee wellness firmly into the spotlight and now is very much the right time for employers to tackle happiness and well-being and promote human flourishing as we move forward . will still very much be accountable for business functions , prioritising eudaimonia within their leadership strategies will help to enable human flourishing , helping people understand the individual and collective rewards that are already built into the system of work . It also encourages leaders to lay down an infrastructure that allows people to develop to their fullest potential , which is very important for gaining the full team ’ s buy-in .
The following tips will help in putting a eudaimonia structure into place :
• See the value other people provide and recognise it . Saint Mother Teresa gave great business advice when she referred to doing small things – ‘ he doesn ’ t expect great things of us , but rather little things with great love ’. Think about starting or ending your meetings with simple statements of gratitude for the people and teams around you . The only words you need to remember are , ‘ I am grateful for …’ and then let the rest just flow from the soul .
• Build deeper social connections with your team . This is more of a practical tip ;
This is where the term ‘ eudaimonia ’ comes in .
Leading with eudaimonia
The concept of eudaimonia should be integrated within the role of any business leader . While they
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