By Carlos Lorente, Consultant of the Health & Benefits area of WTW Spain
He labor well -being in Spain It is located at a crossroads. Despite the growing interest of companies in implementing strategies that favor the mental and physical health of their employees, numerous challenges that prevent their implementation and real efficacy persist.
From the perspective of employees, work pressure and economic uncertainty have generated an environment of chronic anxiety and stress. On the other hand, companies seek to balance productivity with the well -being of their equipment, but many times without achieving a tangible impact.
The survey Wellbeing Diagnostic 2024which we have recently launched in WTWit provides interesting data on the employee’s welfare state and identifies some of the main challenges faced by different areas – such as emotional, financial, physical and social well -being -, the study also highlights key opportunities for companies to improve their strategies and promote healthier, sustainable and productive work environments.
The business challenge: between intention and action
One of the main obstacles faced by Spanish workers is The growing pressure in the work environment. The Covid-19 Pandemia left a deep mark on the mental health of employees, and the transition to a “new normality” has not relieved tensions.
Teleworking, although it has contributed flexibility, has also blurred the limits between personal and professional life, which has behaved that many employees find it difficult to disconnect outside working hours, contributing to exhaustion and decreased commitment.
Companies, meanwhile, are more and more aware of the importance of well -being in the performance and retention of talentpretending to use it as the basis of its human capital strategy. In fact, according to WTW’s report, those organizations with more effective approaches report better financial and human capital results.
However, the implementation of really effective well -being policies remains a challenge.
One of the main obstacles is change resistancesince many organizations still operate under traditional models of talent management, where success is mainly measured by short -term productivity. This perspective limits the adoption of preventive and sustainable strategiesessential to improve the welfare of long -term employees. Although some indicators have shown advances, still There is a wide margin of improvement so that companies optimize the effectiveness of their programs and guarantee a real impact on the health and commitment of their workforce.
Besides, The lack of training in well -being is an obstacle. Not all companies have trained professionals to address the mental and emotional health of their employees, which limits the effectiveness of their initiatives.
Therefore, one of the biggest problems in well -being strategies is Lack of alignment between what companies offer and what employees really need. For example, while organizations invest in physical well -being programs, such as discounts on gyms or classes of mindfulnessworkers demand deeper solutions to combat stress and anxiety.
And, in Spain, Two out of five employees have moderate or serious problems in at least two welfare areaswith emotional well -being, reaching a similar importance to the financial.
Opportunities to improve labor well -being
Labor absenteeism in Spain has increased in recent yearsand one of the main factors is precisely stress and exhaustion. An employee who does not feel supported by his company tends to disconnect emotionally, which directly impacts his performance and commitment.
On the other hand, productivity is also affected when workers are not in optimal conditions to perform their functions. A work environment that prioritizes well -being not only reduces absenteeism, but also improves efficiency and job satisfaction.
To achieve a real improvement in labor well -being, companies must adopt a strategic approach and data based. Some of the key opportunities include:
- Effective measurement The use of technological tools to evaluate what benefits have a real impact on employee’s well -being is essential. Surveys, data analysis and feedback platforms can provide valuable information about the real needs of the template.
- Link well -being with business results. It is necessary to reformulate well -being policies to align them with clear objectives of productivity and commitment. An employee who feels valued and supported tends to be more productive and loyal to the company.
- Culture of reciprocity. Companies must promote a culture where well -being is a shared responsibility. Initiatives such as Welfare Committees, where both employees and managers participate in decision making, can generate greater commitment and effectiveness in the policies implemented.
- Benefit reevaluation. Instead of focusing on generic solutions, companies must prioritize initiatives that address the critical problems of their employees. Psychological support, time flexibility and digital disconnection policies may be more effective than traditional benefits.
Labor well -being is not a luxury, but a need to guarantee the sustainability and competitiveness of companies. While there are important challenges, there are also opportunities to improve the balance between productivity and quality of life.
To achieve this, it is essential that companies adopt a data -based approach, actively listen to your employees and reformulate your strategies to address the real problems of the modern work environment. Only in this way can they build a work environment where both employees and organizations benefit.
