Cultural Psychological Wellbeing: The Cost Effective Approach to Sustainable Optimal Performance

What is Cultural Wellbeing?
When an organisation’s systems, processes and everyday practice embeds psychological wellbeing principles to the benefit of all.

Why should organisations care about Positive Psychological Wellbeing?
The research is unequivocal. Within the UK:
 

  • Less than 20% of the population have good psychological wellbeing.
  • 1 in 6 experience a common mental health problem in any given week.
  • The cost of employee ill-health is both substantial and escalating.
  • Positive employee wellbeing leads to optimal gains, including: enhanced productivity, performance and income growth; increased staff innovation, retention and quality staff recruitment; improved health and safety; and higher customer engagement and satisfaction.
  • Yet surveys from across sectors and professions show annual increases in employee reports of working when ill (presenteeism) and under conditions of ‘extreme stress’.

Why should organisations care about developing a Culture of Positive Psychological Wellbeing?
With the above statistics, the prioritisation and promotion of positive wellbeing should be a priority for any organisation, team and individual. By embedding cultural wellbeing, an organisation is better able to ensure its members’ wellbeing, and promote high levels of wellbeing and performance that are sustainable beyond changes in management and employees.

The realisation is growing:

  • Wellbeing is essential for performance, not counteractive.
  • Creating an organisational culture of positive psychological wellbeing costs far less, but pays back far more.
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    L&M use:

    • The latest, most comprehensive consideration of psychological wellbeing, a conceptualisation endorsed by academic consensus and by the Legatum Institute (2014) as essential for both public and private sector policy development.
    • The extensive research of how to promote wellbeing in the workplace, including the ‘Drivers of Wellbeing’ identified by the New Economics Foundation (2014).
    • Our real-world experience of what it requires to produce high performance/wellbeing cultures in demanding, ever-changing worlds, including our expertise in organisational/behavioural change and leadership.

    L&M Support

    Overall, L&M’s comprehensive support enables organisations to embed psychological wellbeing within their culture; an approach supported by research as most the effective and cost-effective. Available at organisation, team and individual level, our support is flexible to and grounded in your specific needs, but might include:

    A comprehensive mixed-method assessment of across organisation factors that currently impinge or promote psychological wellbeing, and thus affect individuals’ ability to cope and perform optimally. This detailed assessment encompasses, but goes beyond, stress risk-assessment guidelines (HSE, 2007), by using a more performance-enhancing view of psychological wellbeing and in considering a broader range of organisational factors. A comprehensive report provides a detailed understanding of your specific organisational needs and recommendations that adhere to national standards of good wellbeing practice, e.g., the HSE, Acas, CIPD. This enables your organisation to give effective strategic consideration as to how best to develop psychological wellbeing within budget.

    Facilitating senior management in the development, communication and implementation of an embedded, strategic commitment to employee wellbeing throughout a part, or all, of the organisation. Please see ‘Organisational Development’ for more detail.

    Research often forwards poor line-management as the main reason people leave their jobs. Good leaders are those who; inspire competence, develop and attain trust, and support their teams to achieve optimal performance, i.e. those who prioritise their staffs’ psychological wellbeing. L&M’s wellbeing leadership approach not only best promotes leader and team optimal performance, but is more rewarding and often more intuitive for the leader. It is thus recommended as the basis of any leadership development for both new and experienced leaders. Please see ‘Leadership and Management’ for more details.

    Health and Wellbeing
    A comprehensive service that addresses your employees’ general health and wellbeing needs. This could be through education or mentoring to promote the development of a culture that proactively and effectively supports health and wellbeing behaviours. Please follow these links for examples of L&M’s presentations, workshops, Away Days and Conference presentations for Personal Health and Psychological Wellbeing and Leadership for Optimal Wellbeing and Performance.

    Mental Health Concerns
    A comprehensive service that addresses your organisation’s needs in relation to mental ill-health, be it the provision of mental health education or mentoring to promote the development of a culture that proactively and effectively supports those with mental health concerns. L&M have particular expertise in the assessment, prevention and mitigation of work-related trauma. Please see Vicarious Trauma/PTSD Support for more details and for examples of presentations, workshops, Away Days and Conference presentations for Mental Health and Trauma-Informed Practice.

    L&M’s post-doctoral researchers are ideally placed to design and conduct research that addresses your organisation’s specific wellbeing-related questions. For example;
     

    • How can our organisation best enable our employees’ to live healthily?
    • How do we assess whether our new wellbeing initiative is working?
    • What is the effect of our flexible-working policy on employee well-being?
    • Is our culture supportive to those with mental health concerns?

     
    L&M are based in London and the South East, but work across the UK and beyond.

    Can we help you? Do you have any questions?
    Get in touch so that we can listen to your needs and discuss how we can best support you.