A Well-being Program 

The Current Way | A New Way

reactive or pro-active  

Companies and businesses are investing in a variety of ways to improve staff morale, absenteeism, team dynamics. However, a reactive response to the commonly experienced problems provides short-term solutions and do not deliver long-term sustainability or growth for a company and its employees. 

Typically implemented programs such as the following listed are unfortunately in many cases only scratching the surface. Instead there needs to be pro-active response programs that teach skills to support and develop people (continuously) rather than applying a “Band-Aid” for existing problems. 

     THE CURRENT WAY

  • Cultural change programs

  • Mental Health support (usually reactive)

  • Sick and carer’s leave financial support

  • Courses in stress management

  • HR counselling to improve poor performance

  • Leadership and management courses

A new way of Pro-active Response will ensure that current problems are addressed and furthermore planning and consideration is undertaken and actioned to assure change for future generations and workings years of a business. It is a cultural change overall.

     A NEW WAY – ESSENTIAL STEPS

  • Proactive and continuous support of staff

  • Identify potential problem areas early and invest in proactive well-being programs to reduce reactive costs e.g. don’t wait until someone is unwell either physically or emotionally to engage them in well-being programs

  • Regular one on one support through Body Treatments and Private Consultations

  • Work with individual's needs for the benefit of the whole

  • Recognise and appreciate the strengths of the individual

  • Foster harmonious workplace

     A NEW WAY – HAVING PEOPLE THAT LOVE THEIR JOB !

  • A successful organisation doesn’t want just good workers;
    they want people who love their job!

  • Loving your work brings innovation, easier ways of working,
    and a snowball effect amongst others.

     A NEW WAY – TEAM DYNAMICS

  • People in the workplace need to work as a cohesive unit in order for successful outcomes to be achieved.

  • People working together without any dynamics of personality, competition, aggressive behaviour, or bullying.

     A NEW WAY – TIPPING POINT

  • Culture in the workplace can be a crucial contributor to all of the above, and is a critical success factor in long and lasting change.

  • Once a percentage of the workplace tips towards more enthusiastic and harmonious work practices, there is a likelihood of there being a cultural change for all.

     A NEW WAY – VALUE FROM HUMAN RESOURCE INVESTMENT

  • Investments in human resources departments to support staff through difficult times including illnesses, stress, family situations is significant.

  • Performance coaching to raise the bar of job satisfaction and employee management. 

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