The importance of caring leadership emerges as a consistent element in a great deal of the research on employee health, wellbeing and performance at work. In fact, it is central to the success of any implementation. 

When leaders make employees’ health and wellbeing the focus and a priority within their organisation, the results can be striking. Despite this knowledge, there is still a gap in the consistency of how employees’ health, wellbeing and performance programs are offered within organisations. 

Employees suggest that when the leadership display caring characteristics it directly improves their performance. When employee wellbeing is a genuine priority, there is a positive influence on their work-life balance and productivity. Such things as flexible health and wellbeing policies and trust-based initiatives, ensures more sustainable tenure of employees. All great outcomes. 

Our research suggests that these outcomes only happen when there is a whole system approach to workplace health, wellbeing and performance. The COVID 19 Pandemic showed us all what an overt focus on employee wellbeing can achieve. We all had to comply. We survived and in some instances we thrived. Surely, we have learnt enough to not wish for another pandemic just to focus on employees’ health and wellbeing. 

An integrated approach 

A whole integrated system approach to employee health, wellbeing and performance will identify the root cause(s) of risks in the workplace. Mitigating these risk factors means more than just looking at and reacting to the symptoms. 

A successful approach takes more than a focus on just one element within the workplace. In fact, when a fully integrated system is implemented, there can be a double benefit to both employee wellbeing and organisational outcomes. These benefits become more sustainable because of the integrated approach. 

An integrated approach decreases the dependence on traditional single-track thinkers in the world of occupational health and safety.  

Traditionally, there has been a mentality of single issue focuses. Some organisations use the tick the box approach for employee health and wellbeing. Some think along the “one and done” approach. Others tag onto broader based popular initiatives rather than develop an approach that is specific to their employees needs and that of the organisation. 

Most leaders want the best for their organisation and employees. They wish their employees to be healthy and operating at their optimum. However, leaders are not always sure where to start the process. They do not have the time to fully imbed interventions based on data obtained from employees. 

Fortunately, we are working with several groups who have identified Optimum as the group who can help their leaders achieve what they want from a fully integrated approach to employee health, wellbeing and performance. 

If you need a hand getting started and want to add to your legacy as a leader, then contact us.