Jake Sanders, Global Employee Wellbeing Lead, discusses his role in designing wellbeing strategies for a global organization. He shares his personal journey from a failed sports scientist to a wellbeing coach and highlights the importance of passion in this work. Jake emphasizes the need for employers to prioritize employee wellbeing and the potential impact on public health. He explores the challenges of measuring wellbeing and suggests rewarding individuals and teams for creating a supportive work environment. The conversation also touches on the concept of wellbeing as an outcome of work and the balance between pressure and performance. The conversation explores various themes related to well-being in organizations. It discusses the challenges of managing utilization levels to avoid burnout risk. The measurement of well-being is examined, highlighting the need for more complex measures beyond single numbers. The conversation also delves into incentivizing well-being and the role of managers in creating inclusive environments. The distinction between centralized and localized well-being strategies is explored, along with the importance of shared accountability. The role of organizations in providing tools and role modeling behaviors is emphasized. The future of well-being includes personalization and continuous learning, with a focus on having a clear standpoint in approaching well-being. Takeaways
- Designing a wellbeing strategy requires considering the diverse needs of employees across different geographies and roles.
- Passion for wellbeing and a desire to create change are key drivers in this field.
- Employers have a moral obligation to prioritize employee wellbeing due to the significant amount of time spent at work.
- Measuring wellbeing and its impact on performance is a complex task that requires robust measurement tools and a focus on outcomes. Utilization levels should be managed to balance performance and burnout risk.
- Well-being measures should go beyond single numbers and consider complex factors. Incentivizing well-being can be effective in driving behavior change.
- Managers play a crucial role in creating inclusive environments and supporting well-being. Organizations should provide tools, time, and environments for well-being and role model behaviors.
- Personalization and continuous learning are key aspects of the future of well-being. Having a clear standpoint and perspective is important in progressing a career in well-being.