An ongoing exploration on the subtle of workplace wellbeing and organisational success

Part 1: Are employees redirecting creativity to disrupt workflow?

A Gallup survey shows 45% of SA employees actively disengaged – we need to release that captured energy and enterprise into productive engagement. There is an elephant in the room that we need to recognise - it’s called active disengagement. This growing global phenomenon remains largely hidden, especially because of the lack of ‘meaning’ in the workplace. The Gallup survey ...
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Part 2: Engagement or non-engagement – it’s all about emotions.

When we begin to see emotions as ‘energy seeking purpose’ we can understand the simple truism that employees will move towards that which they find appealing, and away from that which is not. The required skill is to be able to identify the emotional drivers. In the previous posting we identified the emotional drivers of engaged employees. And we suggested ...
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Part 3: It was never going to be a rose garden

Let’s be clear, there’s no magic wand to create a perfect working environment - but employee wellbeing remains an ideal well worth striving for. With a better understanding of the inner mental and emotional experience of employees, managers can acquire skills to redirect stuck emotional energy into productive application. This can serve to increase workforce resilience, even in the face ...
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Part 4: SA business – not for the faint-hearted

The scars of apartheid and the on-going revelations of state and corporate corruption demand extraordinary measures to restore trust. The World Economic Forum (2016) showed South Africa ranked 49th in global competitiveness. This goes hand in hand with productivity and must be directly correlated to employee engagement. How can business leadership rebuild the trust in its workforce in the face ...
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Part 1 – The Pareto Principle – Wellbeing Programs and Talent Retention

“Any investment that can help me retain the services of my experienced call centre agents for an additional 6 months will be worth considering.” These words were recently expressed by an executive in a financial management company. We were discussing the difference between evaluation of the return on investment (ROI) and value of investment (VOI) of corporate wellbeing programs. From ...
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Part 2 – Lessons from Salutogenesis – Resilience and the Power of Purpose

We recently discovered that certain routine functions in a motor assembly plant are repeated by a worker every 1.3 minutes. It was explained that the task was broken down to its smallest possible piece to ensure minimum error - the quality of the product was the supreme consideration. Whilst that zero-defect intention is fully understandable, the question is: “How do ...
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Part 3 – Understanding Influence – Conserving Energy – Maximizing Impact

There is growing concern at the increased levels of stress experienced by managers in the challenged South African workplace environment. They need to manage their own stress in order to support their subordinates. Three factors apply: (1) the actual challenges presented by the work environment, (2) the coping measure for dealing with those challenges, (3) the attitude when managing those ...
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Part 4 – Engaging the Whole-being of the Employee – a Holistic Approach

There is a difference in meaning from having a job, having a livelihood, and pursuing a vocation. Research shows that currently there are more people in South Africa subsisting on social security grants than those who are employed. The stats in this article are an interesting read. Then there are many millions who have found alternative means of making some ...
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