Employee Well Being Linked to
Improved Organizational Performance
Employers who understand the link between
employee well being and organizational
performance are best positioned for
success in the economic recovery, according
to the American Psychological Association.
In presenting its annual Psychologically
Healthy Workplace Awards, the APA recognized
five organizations for their comprehensive
efforts to promote employee health
and well being, while enhancing organizational
performance.
These five organizations reported an average
turnover rate of just 9 percent in 2009
– significantly less than the national average
of 41 percent estimated by the U.S. Dept. of
Labor’s Bureau of Labor Statistics.
Surveys completed by the winning organizations
show that only 30 percent of employees
reported experiencing chronic work
stress, compared to 41 percent nationally,
and 73 percent of employees reported being
satisfied with their jobs, compared to only
65 percent nationally.
“Creating a psychologically healthy
workplace takes a firm commitment in the best of times,” said David W. Ballard,
PsyD, MBA, APA’s assistant executive director
for marketing and business development.
“Employers that maintain a strong
commitment to employee well being even
under difficult circumstances will have a
distinct competitive advantage in their ability
to attract and retain the very best staff.
The five award winners have implemented
programs and policies that reap rewards for
both employee and employer alike.”
The recognized employers were Leaders
Bank (Ill.), Advanced Solutions (BC,
Canada), American Cast Iron Pipe Co. (Ala.),
Tallahassee Memorial HealthCare (Fla.), and
Toronto Police Service (Ontario). an>
American Cast Iron Pipe reports positive
health outcomes, including more than 320
employees who have quit smoking, approximately
1,200 who have begun an exercise
program, and more than 600 who
have lowered their blood pressure to within
normal limits.
At Tallahassee Memorial HealthCare, employees
have made significant strides in morale, job satisfaction and work efficiency.
At Leaders Bank, since the rollout
of its wellness program, sick day utilization
has decreased with employees now using
an average of only 1.4 sick days per
year.
And at the Toronto Police Service, improvements
in equipment and training provided
to uniformed employees have led to a
decline in the average number of days lost
due to workplace injury, keeping officers on
the job and contributing to their families and
communities.
Psychologically healthy workplace practices fall
into five categories: employee involvement; health
and safety; employee growth and development;
work-life balance and employee recognition. Employee
participation in decision making, skills training
and leadership development, flexible work
arrangements, and programs promoting healthy
lifestyle and behavior choices are just a few of the
practices that contribute to a psychologically
healthy workplace.
