To see which suppliers are really thinking ahead in the fast-evolving world of workplace culture, employee health and wellbeing, Francis Barham, Event Director for our sister events The Watercooler and The Office, threw down the gauntlet.
He invited suppliers to share their five year vision – along with an explanation of how we will achieve this. Including, anticipated obstacles and what’s needed to overcome them. The prize for the winning entry was a free stand at either The Watercooler or co-located The Office Event, which will take place on 30th April and 1st May 2025 at ExCel in London.
One of the entries that caught my attention was Charlotte Hunter from At Work Wellbeing’s utopian vision which I’d like to see all employers aspiring to. I was particularly impressed by the practical steps that Charlotte clearly sets out to demonstrate how this vision can become a reality. See what you think…
Picture this
It’s August 30th, 2029, and I’m strolling through the vibrant corridors of my client’s workplace. The work-hub hums with energy as a wonderfully diverse group of employees collaborates in harmony. Here, every individual feels seen, heard, valued, and safe to express their authentic selves without fear of judgement.
Differences of opinion are not just tolerated—they are embraced, and mistakes are met with compassion, not blame. There is a commitment to understanding one another’s perspectives, fostering an environment where healthy discussions thrive.
When challenges arise, as they inevitably do, they are met with resilience and emotional awareness. Everyone rallies together, united in purpose. This collective mindset creates the perfect conditions for optimal mental wellbeing, where stress is not a burden but a motivating force that drives people to achieve their best.
Physical health is equally prioritised. Employees are not only aware of what it takes to maintain good health but are intrinsically motivated to achieve their wellness goals. Healthy habits have become second nature, effortlessly integrated into their daily routines.
This workplace is a testament to the remarkable transformation of work, where employers actively provide the environment, resources, and opportunities for their people to thrive.
Okay, this somewhat utopian scene might seem a bit idealistic, but imagine the possibilities. And it’s not completely out of reach. In fact, there’s plenty of evidence that certain interventions could turn this into reality.
Turning the vision into reality
We know there’s no one-size-fits-all formula for workplace wellbeing. What works seamlessly for one industry, organisation, or individual may fall flat for another. With so many moving parts and the rapid pace of change, yesterday’s solutions might not solve tomorrow’s problems. However, some universal, evidence-based principles can lay the foundation for a workplace culture that is conducive to positive employee health and wellbeing.
- Protective culture: Minimise the risk of physical and psychological harm and ensure the workplace is somewhere people feel safe and protected.
- Supportive culture: Acknowledge that injuries, illnesses, and mental health challenges are part of working life and respond with care, practical assistance, and specialised health support programmes.
- Growth culture: This is where real transformation happens. A growth culture provides the environment, resources, and freedom for individuals to learn, develop, and flourish.
The first two areas—a protective and supportive culture—are foundational. They are essential in establishing what I call the “We’ve Got Your Back” culture, where employees feel genuinely safe and supported.
There are some excellent resources and frameworks available that can guide best practice in these areas, and while these concepts are crucial to the overall vision, they aren’t the focus of this article.
It’s the third principle—developing a Growth Culture—where I see the most significant potential for impact.
A humanistic approach to workplace culture, health, and wellbeing
In psychology, a humanistic approach emphasises understanding the human experience and fulfilling human potential. It focuses on emotions, self-awareness, personal growth, and intrinsic motivation. In the context of workplace culture, I believe this approach can be transformative. By “humanising” our workplaces, we create environments that recognise and nurture the fundamental aspects of being human, allowing people to find peace within their own minds and pursue a purposeful existence.
Understanding the Human Experience
Understanding the human experience starts with awareness. What is important to us? What do we most value? What are our needs right now? What happens if our values and needs are not met? By understanding these elements and being mindful of our emotions and reactions, we can build resilience, maintain good mental health, and foster healthier relationships with ourselves and others.
In the workplace, this awareness helps individuals operate more effectively, not just as isolated beings but as interconnected parts of a broader system.
Creating a growth culture
- Awareness: Encouraging employees to understand their own thoughts, behaviours and emotions. This self-awareness is the first step towards personal growth and better mental health.
- Emotional intelligence: Build skills that allow employees to navigate their feelings and understand others’ perspectives, leading to better communication, collaboration, and conflict resolution.
- Intrinsic motivation: Move beyond external rewards like bonuses or praise. Instead, fostering an environment where employees find internal motivation through purpose, connection, and personal fulfilment ensures that employees are driven by genuine commitment and passion.
Practical application in the workplace
Traditionally, these approaches may have been targeted at leadership. While leaders play a crucial role, embedding a growth culture requires that all employees have access to training and development. By equipping everyone with the tools to improve their mental and emotional health, we create a resilient, engaged, and motivated workforce.
To embed this culture, two things are necessary:
- Experiential understanding: People need to grasp this approach not just intellectually but through deep personal experience. The impact of feeling these benefits firsthand is profound.
- Open communication: Remove taboos, encourage openness, and ensure that nothing is off-limits. When employees feel safe to share their struggles without fear of judgment, it builds trust and solidarity.
The power of environment and culture
A workplace that emphasises humanistic values creates light energy of hope, compassion, excitement, and joy. It moves away from heavy energy like fear, resentment, blame, and judgement. By focusing on positive emotional experiences and removing stigma around mental health and taboo subjects, employees feel safe to express themselves and seek support.
Promoting a growth culture doesn’t mean becoming lenient. Healthy competition, goal setting, and learning from failure are vital for growth. The difference lies in how challenges are handled—with empathy and support rather than blame and shame. This approach helps employees learn from setbacks and come back stronger.
Moving forward
The future of workplace culture lies in adopting a humanistic approach that integrates personal health and wellbeing into daily practices. This includes:
- Cultivating compassion, self-awareness, and emotional intelligence.
- Encouraging intrinsic motivation for health and wellbeing.
- Emphasising the importance of purpose, connection, and personal growth.
- Providing continuous support and development opportunities for all employees.
This ensures that wellbeing is not just an external goal but an intrinsic part of work itself. By focusing on the human experience, we create workplaces where everyone can thrive, both personally and professionally.
Addressing obstacles
Implementing this culture change may face obstacles such as deep-rooted beliefs, fear of vulnerability, and resistance to change at all levels. Overcoming these barriers requires commitment from leadership, effective communication of the humanistic approach’s value, and resources for training and development. It also requires a shift in mindset—building a supportive, growth-oriented environment is not a soft option but a strategic investment in the wellbeing and productivity of the workforce.
Cost concerns and complexity in deployment across different types of organisations may also present challenges. Starting with scalable initiatives, emphasising long-term benefits, and customising the humanistic approach to fit the specific context and needs of each organisation is essential.
Reframing the narrative around workplace culture is key. The beauty of this approach is its self-sustaining nature. As we practice a growth mindset, positive outcomes naturally reinforce themselves, creating new habits and behaviours that become a way of life, creating optimal conditions for employee health and wellbeing.
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