The trend is only growing: wellbeing in the workplace is exponentially becoming a greater part of the conversation.

At first, this seems to be a positive thing: yet how can we ensure that true wellbeing of each individual – their comfort, health and happiness – is seen as more than a mere ‘trend’ or an HR tick-box?

It’s important that, while the real understanding is down to each person, we are all on the same page regarding the many wellbeing terms out there today.

Acceptance

Acceptance is fascinating because it is a counter-intuitive method of dealing with challenges.

We may feel as though we need to fight, combat or even simply avoid the challenges or difficulties that happen in life and in work.

However, Pavelka’s extensive work with people around the world for the last decade has shown us that it’s acceptance which allows us to move forwards with wellbeing.

Acceptance is the act of acknowledging and embracing circumstances as they are, without trying to change or fight against them.

Importantly, acceptance means giving yourself a small gap of time and space to sit with the reality.

This can allow you to feel what are your true emotions – rather than your instant reactions – to the situation.

You can then begin to separate your real feelings and consider not only your own plan of action, but crucially seek support and help from the right people in your life. Shining a light on what is happening to you is the all-important step in moving forwards and taking the story out of your head.

In the context of workplace wellbeing, acceptance enables employees to deal with challenges and stressors effectively. Rather than denying or avoiding difficult situations, individuals can focus on finding constructive solutions and maintaining a healthy work-life experience.

How Can The Culture Support This?

From the perspective of workplace wellbeing, most information out there that merely sees the topic as a ‘trend’, will state that it is the role of leaders to ensure their people and teams feel safe, seen and heard.

The reality is slightly more nuanced than that.

We find that Leaders should not simply be ‘expected’ to know how to master wellbeing as part of their already filled calendars, high responsibilities and business goals.

Of course, it is the Leaders who set the tone, lead the conversations, shape the meetings, potentially make the hiring decisions, and enact the reality. These all come together to build the culture of the organisation and sculpt the day’s working experience for each person.

So, for the people to indeed feel safe, seen and heard, the Leaders have to firstly buy-in to the notion of wellbeing at work.

Thereafter, it is the Leaders who need the support in the many various ‘how tos’ of workplace wellbeing.

What Are Some Steps On This Journey?

Creating a workplace culture that prioritizes wellbeing and acceptance involves deliberate efforts from all levels of the organization. Importantly, it’s not simply one department’s role. Just as a Leader shouldn’t be expected to have the tools and know-how of a shifting field of expertise, the HR department should not be expected to suddenly master wellbeing.

This is exactly why at Pavelka we say “we’re your wellbeing team”.

Our team’s purpose is to provide all the support necessary.

If we look at initial broad strokes, here are key steps that large multinational corporations should consider:

• Develop Wellbeing Programs: Implement comprehensive wellbeing programs that encompass physical, mental, and emotional health support.
• Train Managers in Emotional Intelligence: Emotional intelligence training equips managers to understand and address the needs and emotions of their team members better.
• Foster DE&I Initiatives: A diverse and inclusive workplace fosters acceptance, as employees from different backgrounds feel valued and heard.
• Establish Peer Support Networks: Encourage the formation of peer support groups where employees can share experiences and find comfort in knowing they are not alone.
• Recognize and Reward Positive Behavior: Acknowledging and rewarding employees who promote a culture of acceptance reinforces its importance.

As we always say, wellbeing is a journey, not a destination; and it’s not something to ‘solve’ with a solution!

We’re here to discuss how we can best support your organisation in building a culture of wellbeing.