Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
Sustainable design practices lead to happy employees—and healthy businesses.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Organizations that promote employee health and well-being, for example through initiatives that support wellness and work/life balance, are 3.5 times more likely than others to encourage creativity and innovation, according to new research.
“We now have persuasive evidence linking health and well-being to greater employee engagement, organizational productivity, talent retention and—of utmost importance in today’s post-recession economy—creativity and innovation,” said Deborah Schroeder-Saulnier, senior vice president for global solutions at talent consultancy Right Management.
The firm surveyed 28,810 employees across 10 industries in 15 countries in late 2009. Participants were asked to self-report on attitudes, performance and conditions directly related to the effectiveness of their organization. A key finding: 72 percent of those who rated their organization highly for actively promoting health and well-being (including work/life balance) also rated it highly for encouraging creativity and innovation. Among those who did not rate their organization’s health and well-being efforts highly, only 2 percent took a favorable view of their organization’s encouragement of creativity and innovation.
A top goal of promoting well-being at work, Schroeder-Saulnier said, is to foster employee attitudes such as:
Policies and programs that support these attitudes can raise the level of employee engagement, leading to a more creative workplace, said
Schroeder-Saulnier. “Leaders and human resource professionals would do well to implement initiatives that focus more precisely on yielding results that drive individual behaviors essential to improving the effectiveness of the entire organization,” she advised.
Stephen Milleris an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM-CP/SHRM-SCP Exam Application Deadline: October 20
SHRM’s HR Vendor Directory contains over 3,200 companies