In an increasingly fast-paced environment, Well-being has become a strategic factor to attract and retain talent in organizations. Throughout the Employee Travelpeople go through different life stages that require flexible and adapted responses from organizations.
Betting on well-being is bet on sustainability, productivity and commitment. Because taking care of those who make the company possible is not only good management: it is the best investment in the future.
Wellbeing is not a destination, it is a journey that accompanies each person throughout their professional life.
Can a company grow sustainably without taking care of the people who make it possible? The answer seems obvious, but in an increasingly demanding environment, well-being is becoming an increasingly strategic factor for attracting and engaging talent in organizations.
Throughout our professional life we go through different vital stages that They transform priorities, values and expectations. What we ask of an organization when we start our career is not the same as when we start a family, take care of the elderly or seek more balance. Today, talent increasingly chooses companies that understand this journey. Well-being as an essential pillar of organizational culture has become a key differentiator in the employee value proposition.
How to design flexible and adapted wellness plans
There is no single formula. Each organization must adapt its initiatives to its culture and the reality of its teams. However, there are keys that make the difference. The first is based on a solid diagnosis. The most effective plans are born from a clear map of needs: health indicators, causes of sick leave, climate surveys, rotation or feedback direct from people. From this information a realistic and adjusted plan can be built.
The second is listen and give voice. Ask, involve and co-create. Listening helps you prioritize and identify what can really make an impact. And the third, consider the diversity of the life journey. It is important to consider measures that allow us to accompany different realities. What a young professional needs is not the same as someone who faces the care of young children or dependent family members.
There are more keys. As bet on prevention. Well-being should not be limited to reacting to problems and can only be achieved on a fundamental basis of health. And about the guarantee of conditions that favor the care of people.
O measure and adjust. Having clear indicators allows you to evaluate effectiveness, adjust what is not working and consolidate what adds value. In all of this it has a key role of management. When health and well-being are part of the company’s values and strategic priorities, they stop being a specific action and become a competitive advantage. None of this is possible without a firm commitment from management.
The well-being It should not be understood as a destination, but as a journey that accompanies the employee throughout their professional life. Betting on it means recognizing that companies do not exist apart from people, but thanks to them. Organizations that put wellness at the center of their value proposition will create a unique proposition. Because taking care of those who make the company possible is not only good management: it is the best investment in the future.
*** Ana Beltrao She is Director of People and Transformation at the Avanta Group and member of the Spanish Association of Human Resources Directors (AEDRH).