How Organizational Wellbeing Inspires Welldoing: Lessons From the Social Change Sector

How Organizational Wellbeing Inspires Welldoing: Lessons From the Social Change Sector How Organizational Wellbeing Inspires Welldoing: Lessons From the Social Change Sector

Stories from the Hearth

Guest post by:

Ricardo Paz

People & Culture Elder, The Wellbeing Project
🌍 Bogotá, Colombia

Quick Reads

The Wellbeing Project, along with eight organizations from around the world, the Tavistock Institute, and the Center for Healthy Minds spent five years researching the value of organizational wellbeing and how to foster it.
They learned that any organization, public or private, can benefit from promoting organizational wellbeing: it improves employee performance, which translates into improved organizational performance.
They also all agreed the approach was cost-beneficial: it was less expensive to invest in organizational wellbeing than otherwise.
Cultivating organizational wellbeing is an ongoing, dynamic, and long-term process — but the value added for employees, your organization, and your community are worth it.

Ricardo (left) speaks at Hearth Summit Bogotá, sharing findings from The Wellbeing Project’s Organizational Exploratory Program (OEP).

In May, I had the pleasure of speaking at the Hearth Summit Bogotá, which focused on wellbeing and sustainable business. At this summit, sustainability was explored in three ways:

Sustainable work: focusing on employee wellbeing and work-life balance

Sustainable business: focusing on sustainable production and consumption within businesses

Sustainable ecosystems: focusing on how businesses can have positive social and environmental impacts

The audience was filled with hundreds of leaders from the business sector: CEOs, managers, experts, and others joined together at the Hearth to take collective action and shift corporate culture towards one of wellbeing and welldoing.

I was grateful to share learnings from the social sector about how promoting wellbeing within organizations leads to greater welldoing.

I’m not the only one thinking about the importance of employee wellbeing: the World Health Organization has classified Extreme Burnout as an occupational health problem given the magnitude of cases presented. Multiple studies around the world show an increase in extreme burnout in organizations of all kinds. Gallup has estimated global losses from absenteeism, turnover, and burnout at $322 billion. Billion!

The situation is clear: organizations must turn their attention to the wellbeing of their employees. But how can they do this?

At Hearth Summit Bogotá, I shared learnings from a five-year Organizational Exploratory Program (OEP) that The Wellbeing Project co-created with eight organizations from around the world – from Brazil, Canada, China, Eygpt, Mozambique, Pakistan, Senegal, and the United States.

With the Tavistock Institute of Human Relations and the Center for Healthy Minds providing research and methodology support, we sought to work with these eight organizations to develop an effective framework to support organizational wellbeing in a participatory way, based on empirical evidence.

The learnings from these eight social organizations can be useful for organizations in other sectors, both public and private, as they share a common message: the wellbeing of the employees of any organization leads to their improved performance and, therefore, the improved performance of the organizations and the ecosystem that surrounds them. In short: wellbeing inspires welldoing.

But how can organizations create a culture of wellbeing? I shared three key learnings from OEP with changemakers in Bogota:

1. Create your own definition and vision of wellbeing.

Defining organizational wellbeing can be very different for one organization than for another, as well as at the individual level. For this reason, it is relevant to make a definition in a participatory way with all or most of those involved. This means it will be a slow, long-term process, with a long-term strategic vision, according to the challenges, objectives and environment of each organization.

2. Take small steps – they go far.

In this way, it is necessary to focus on a few first and small actions to advance little by little in a work plan that evidences progress and reinforces the evolution of the organization. The idea is that, when making strategic decisions, the needs of the people involved at all levels in the organization are considered.

3. Find the “middle way”.

Sometimes, an organization is focused solely on achieving its mission and goals. At the other extreme, there is the possibility of being too focused on people’s well-being. Organizations that are very focused on their mission often have high staff turnover, low levels of commitment, hypersensitivity to organizational maladjustment, and a high frequency of cases with extreme burnout. At the other extreme, in those too focused on people’s wellbeing, there is difficulty in achieving the organization’s mission, individual needs are constantly unsatisfied, their responsibilities are unclear and their energy is consumed in unnecessary tasks.

A third way, a middle way, is made up of an environment where people are guided by the mission and structure of the organization, their individual skills and competencies are clearly identified, the responsibilities of their roles are clear, and they are recognized for their professional contributions.

The Bottom Line

Through the OEP research, we learned that generating organizational wellbeing capacity is a four-step change management process:

Defining objectives,

Co-creating them with all members,

Implementing, and

And constantly learning.

It is a slow process, without quick solutions or a linear approach. What is most important is the direction of changes rather than the immediate results. Leadership by example is also important, and we saw three fundamental factors in generating organizational wellbeing capacity: Leadership, Communication and Growth Mindset.

And the final piece of the puzzle? These eight social organizations found that developing their wellbeing capacity was less expensive than not doing so.

As one of the participants of The Wellbeing Project’s Inner Development Program said, “If you don’t have wellbeing in your staff, how can you provide wellbeing in your community? No one can give what they don’t have.”

The same is true for your organization. Whether you work in a non-profit, a business, or any other type of organization, the message can be the same:

Wellbeing Inspires Welldoing: if we are well, we’ll do it better.

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