The 5 Dimensions of Employee Well-being

Marcus Erb

Author

By creating a climate of mental support, purpose, financial health, and meaningful connections, business leaders can provide a foundation for positive well-being that allows employees to flourish.

Office gyms and meditation breaks are nice, but employee well-being is much more complex than physical fitness and mindfulness.

Great Place to Work® partnered with researchers at Johns Hopkins University in a special study to determine the true sources of employee well-being.

We surveyed over 14,000 people from 37 countries to better understand trends in the average worker’s day-to-day experiences of well-being and their workplace. Employee experience is influenced by many factors, but five are key for creating the climate necessary for positive employee well-being:

 

1. Mental & emotional support

This relates to the feelings and experiences that build and sustain positive mental energy. When employees have good mental and emotional support, they are more likely to have what psychologists call “positive attribution” or “optimistic attribution” style.

Positive attribution can build optimism, energy, hope, and confidence in people, which builds what is known as psychological capital.

Positive mental energy can greatly influence an individual’s outlook and perception of their surroundings or workplace. An individual who experiences strong mental and emotional support can better manage workplace stress and anxiety.

 

2. Sense of purpose

A sense of purpose comes from experiencing three things at work:

  • Fulfillment
  • Meaning
  • Progress

 

Having a strong sense of purpose has been linked to higher resilience and more favorable views of employers.

Aligning an individual’s role with the organization’s mission, or identifying tasks as critical, can foster a higher sense of purpose or fulfillment.

 

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3. Personal support

Working with others – especially managers – who create a safe, trusting, and respectful atmosphere can be an important predictor of employee well-being.

Employees with high levels of workplace flexibility and job control, as well as the resources to accomplish their goals, have evidence of personal support.

Managers can also demonstrate support through employee development and career growth opportunities.

 

4. Financial health

When employees lack adequate financial resources, anxiety and fear can affect their outlook.

While some might argue that people are never satisfied with their compensation, it is important that employees earn enough to feel financially stable and capable of living freely.

Financial dissatisfaction can also arise when there is inequity in a workplace’s compensation practices. This highlights the importance of equal pay and promotion practices.

 

5. Meaningful connections

Supportive social relationships can be associated with lower stress levels. Having meaningful and caring relationships with co-workers and leaders is an integral part of the work experience, especially when they support personal needs.

An environment of equity and inclusion is also necessary to create psychological safety and teamwork, which can foster a sense of belonging.

There is a growing urgency to address employee well-being because of how it will impact the future workplace. By focusing on one or more of these areas, your company can build toward a healthier workplace and better employee retention.

 

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Marcus Erb

Author

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Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from