In the age of hyperconnectivity and the “always available” culture, a silent spectre haunts the offices of large corporations: workplace presenteeism. This phenomenon, which goes beyond mere physical presence at work, is eroding employee productivity and well-being at an alarming rate.

Imagine a professional sitting at their computer, seemingly busy, but actually battling a persistent headache or anxiety caused by personal problems. Multiply this scenario by thousands of employees in companies with more than 1,000 staff, and you have annual losses that far exceed the cost of traditional absenteeism.

What is presenteeism at work?

We refer to presenteeism at work as a pattern of behaviour present in many employees and encouraged in too many companies. According to this pattern, you have to be physically present at your workplace for every hour of the working day, even more so if possible, regardless of how useful this is for carrying out your tasks. Workplace presenteeism also refers to employees coming to work despite having health reasons for being absent.

In this sense, presenteeism at work refers to the phenomenon where employees are physically present at work but not fully productive due to physical or mental health issues. This phenomenon goes beyond mere physical presence; it involves a decrease in the quality and quantity of work performed.

According to recent research, 62% of Spanish workers admit to going to work even when their performance is negatively affected by work-related health problems. This alarming statistic highlights the magnitude of the problem and the urgent need for organisations to take immediate action.

This phenomenon is usually discussed in contrast to absenteeism, which occurs when workers are absent from work without justification.

Consequences of presenteeism at work

Analysis of presenteeism in business environments

Presenteeism at work should be evaluated using efficiency criteria that benefit both employees and organisations. Workers’ physical presence, whether in the office or in a remote environment, should be considered a strategic means of achieving business objectives. This approach should improve employee performance without compromising their well-being or causing excessive burnout.

When these efficiency criteria are distorted, the physical presence of the worker becomes an end in itself. This translates into a demand for constant presence, regardless of the real impact on the company’s productivity or the psychological well-being of the employee. Such an approach can undermine motivation and make it difficult to reconcile work and other areas of personal life.

It is therefore essential that companies adopt a balanced approach, where physical presence is aligned with improved performance (well-being of the company) and the overall health of the worker, thus ensuring a sustainable and productive work environment.

Causes of presenteeism at work

Presenteeism at work is often based on the misconception that more hours worked automatically translates into better performance. This phenomenon is also driven by a rigid organisational structure, where strict adherence to fixed schedules is required, regardless of the actual workload.

However, extending time spent at the workplace does not guarantee an increase in productivity. Furthermore, inflexible schedules that do not adapt to the changing needs of the company and its employees can lead to organisational rigidity and a loss of resources, negatively affecting the working environment.

Therefore, it is crucial to identify when a team or the organisation as a whole has adopted a pattern of presenteeism at work, whether consciously, by imitation or out of obedience. Correcting this approach is crucial for enhancing employee productivity and psychological well-being, ultimately contributing to a healthier and more efficient work environment.

Costs of presenteeism for the company

Although often overlooked, workplace presenteeism represents a more significant economic challenge than absenteeism. Research has demonstrated this, indicating that the annual cost of presenteeism in Spain is 1.5 times higher than that of absenteeism. This raises a crucial question: Is presenteeism the new absenteeism?

Unlike absenteeism, which is easily detectable and quantifiable, presenteeism is hidden under an appearance of normality in the office. Employees are physically present, but factors such as health problems or stress go unnoticed, reducing their productivity. This invisibility allows presenteeism to silently erode business efficiency and performance, becoming a more complex and potentially more damaging challenge than absenteeism.

The Workplace Guide on Mental Health published by BKK Bundesverband / ENWHP Secretariat explains that companies can face several problems due to this phenomenon, such as decreased productivity, loss of creativity, stress-related accidents at work, and legal issues related to harassment and violence due to interpersonal conflicts.

The economic cost of presenteeism is estimated to be four times higher than that of absences related to mental health problems and three times higher than the cost of replacing these employees. These consequences underscore the importance of preventing presenteeism to improve employee well-being and organisational performance.

For this reason, companies wishing to optimise their efficiency should pay attention to this organisational pattern and seek strategies to mitigate it.

How to prevent presenteeism at work

To effectively address presenteeism at work, organisations must implement comprehensive strategies that prioritise employee well-being. Some effective measures include:

1. Optimising work organisation

Although workplace presenteeism may seem like a means to achieve goals such as improving performance, gaining professional recognition, or avoiding external responsibilities, its negative impact on the well-being of employees and companies is significant.

To prevent this dynamic, it is essential to restructure the organisation of tasks and meetings, minimising the need for physical presence. By eliminating distractions and optimising time, you can foster a corporate culture that discourages presenteeism.

2. Focus on results

Presenteeism at work often occurs when employees prioritize adhering to rigid schedules over completing their assigned tasks. To combat this problem, companies should promote a results-oriented approach, where time and resources are used effectively to fulfil job responsibilities. This shift in perspective can help reduce presenteeism and improve productivity.

3. Recognise efficiency

Presenteeism persists in part because mere presence in the workplace is rewarded. Companies must change this mindset by recognising and valuing efficiency and the optimal use of resources by employees. By rewarding the quality of work rather than just the number of hours worked, presenteeism can be reduced and a healthier work environment fostered.

4. Flexibility in work format

Recent experience with remote working has shown that effectiveness does not depend on physical presence or inflexible schedules. Companies seeking to prevent the negative effects of presenteeism, as part of psychosocial risks, should implement flexible working formats. This adaptability not only improves efficiency but also contributes to the overall well-being of employees.

Download our Psychosocial Risk Factors Template to prevent mental health issues at work. With the support of our experts, you will efficiently identify and address these risks, promoting the well-being of your employees and the productivity of your company. Download it now and improve your work environment!

5. Foster a positive workplace culture

It is essential to create an environment where employees feel valued and supported. This involves promoting open communication and establishing policies that demonstrate a genuine commitment to employee well-being.

In addition, organisations should create safe spaces where employees can openly discuss their concerns without fear of repercussions. To do this, tools and technologies should be used to proactively identify and address mental health issues. This may include digital wellbeing solutions and psychological support programmes

At ifeel, we have designed an essential resource to foster a positive culture in your team. Discover effective strategies to improve the working environment and enhance the wellbeing of your employees. Don’t miss out and download it for free now!

Mental health at work, one of the biggest challenges facing businesses today

Don’t let presenteeism silently drain your bottom line. When employees show up but can’t perform at their best due to mental health challenges, productivity suffers and costs multiply. If your company hasn’t taken the plunge yet, now is the time.

Ready to transform your organisation? Discover how ifeel can help you make a difference.

If you would like more information about the ROI of our customised mental health solution for businesses, simply request it here and our team will provide you with a calculation tailored to the specific characteristics of your company.

For example, imagine an environment where your employees are so immersed in their tasks that time seems to stand still, where creativity flows effortlessly and productivity reaches unprecedented levels. This is not a utopian scenario, but a reality achievable through the so-called ‘state of flow at work’, a concept redefining what it means to be genuinely productive in the 21st century. Let’s see what it’s all about.

What is the flow state?

The ‘flow state’ refers to the experience of intense concentration and optimal performance, transforming work into a deeply satisfying and highly efficient activity. In other words, it implies being so immersed in a moment of concentration that everything else disappears or you lose track of time.

The concept of ‘flow’ was coined by psychologist Mihaly Csikszentmihalyi. During his research, the people interviewed about this phenomenon described the sensation by analogizing it to the ‘flow’ of a river.

The state of flow at work is characterised by eight key elements:

• Clear objectives and immediate feedback
• Balance between challenge and skills required
• Fusion of action and consciousness
• Deep concentration on the current task
• Sense of control
• Loss of self-awareness
• Altered perception of time
• The experience becomes self-fulfilling (gratifying in itself)

Importance of the flow state at work

Before we look at strategies for promoting the flow state, it is crucial to understand why it is so important in today’s workplace. It not only translates into better individual performance but can also significantly impact the overall success of the enterprise.

Here’s the information transformed into a table format:

Virginia Grenón Lobato, Global Head of Human Resources Operations at Cabify, an ifeel partner company, shares her perspective on the importance of creating an environment conducive to flow:

‘Our value ‘We trust in trust’ is based on several fundamental pillars. At a top-down level, we leaders do everything possible to provide an environment of support, trust and professional development, offering constructive feedback and opportunities for growth.’

How to foster a state of flow at work

In enterprises, creating an environment that fosters flow can catalyse organisational success. Here are some effective strategies for encouraging flow in your team:

1. Implement the OKR methodology

The OKR methodology provides a clear structure for setting challenging but achievable goals, a key component of the flow state at work. By aligning individual goals with those of the organisation, employees find a greater sense of purpose in their work.

To support this process, we at ifeel have designed a guide to implementing OKRs for large organisations, which you can download for free here.

2. Promote the practice of mindfulness at work

Integrating mindfulness into corporate culture can help employees maintain focus and manage stress, creating the mental conditions necessary for a state of flow at work. Consider offering guided meditation sessions or mindfulness apps as part of your enterprise wellness solutions.

3. Design workspaces that promote concentration

Create environments that minimise distractions and encourage deep concentration. This can include quiet zones, flexible workspaces and well-defined collaboration areas.

4. Encourage autonomy and flexibility

Allow employees to have control over how and when they perform their tasks. Autonomy is a key factor for well-being at work and thus being able to achieve the flow state at work.

5. Balance challenges and skills

Ensure that the assigned tasks are challenging enough to maintain interest, but not so difficult as to cause anxiety. This balance of challenge and skill is crucial for the flow state at work.

6. Provide immediate and clear feedback

Implement systems that allow employees to receive quick feedback on their performance. This can include regular project reviews or real-time goal tracking tools.

7. Minimise interruptions

Establish policies that protect employees’ concentration time. This can include “quiet hours” without meetings or the implementation of notification management tools, as well as training in time management and task prioritisation.

8. Foster a culture of continuous learning

Offer professional development opportunities that enable employees to constantly improve their skills, thus maintaining a balance between challenge and competence.

9. Use technology intelligently

Technology can be both a facilitator and an obstacle to the state of flow at work. On the one hand, collaboration and project management tools can help employees stay organised and focused.

However, constant notifications and multitasking can be major distractions. Leaders should work to find a balance between encouraging the use of technology that supports flow and minimising digital distractions.

Implement technology tools that facilitate workflow and reduce tedious administrative tasks, allowing employees to focus on more meaningful work.

10. Promote mental health at work

Implement well-being programmes that address employees’ physical and mental health. A healthy and balanced employee is better prepared to achieve a state of flow at work.

Mental health at work, one of the biggest challenges facing organisations today

At ifeel, we know that fostering a state of flow at work can be a powerful competitive advantage for enterprises. By creating the conditions for employees to reach this state of peak performance and satisfaction, organisations can unlock unprecedented levels of creativity, productivity and commitment.

To help in this process, ifeel has developed an annual planner for enterprises, which offers a guide to strategies that will help you promote health and productivity throughout the year in your organisation. Download it for free!

In addition, our clinical team provides leading companies in their sector with a dynamic, scalable and fully personalised solution, powered by AI. We have a strategy and approach based on key data to help organisations with a global presence address one of the biggest business challenges of our time: mental health at work.

This solution offers employees a mental health care service structured at different levels depending on their needs at any given time. Discover our Resources section where you will find different materials, such as webinars, podcasts, guides for human resources on current topics and interviews with leaders of large organisations.

Data-driven methodology

Our mental health solution for enterprises employs evidence-based practices and innovative methods, backed by the latest research and a network of over 600 mental health professionals. Would you like to know more about our Clinical Research Department? Don’t forget to visit this section to stay informed about the latest studies and research in mental health in corporate environments.

We hope you found this article on the state of flow at work interesting.

If you would like more information about the ROI of our personalised mental health solution for enterprises, simply request it here and our team will make a calculation adapted to the specific characteristics of your enterprise.

In this sense, the first months of the year represent the ideal moment for organisations to identify new opportunities for growth, optimise their processes and strengthen their competitive position in the global market, ensuring not only short-term success, but also long-term sustainability.

That is why new year’s resolutions for enterprises are not only fundamental to maintaining dynamism and competitiveness, but also essential to maximising organisational performance and fostering a positive and productive work environment.

At ifeel, we have created an annual planner for enterprises, which offers a guide to strategies that will help you promote health and productivity throughout the year in your organisation. Download it for free!

The importance of re-evaluating strategies

In an increasingly globalised business environment, enteprise organisations are forced to face fast-paced and challenging changes, which require constant adaptation in order to remain leaders in their sectors.

This challenge can only be overcome through dynamism in processes that facilitate a constant evaluation of progress, allowing for the necessary adjustments to be made to align efforts with organisational objectives. In fact, according to research, enterprises that reinvent themselves and adapt to new market realities are more likely to prosper.

Therefore, defining New Year’s resolutions for enterprises becomes an essential practice. Reassessing current strategies involves not only adjusting business plans, but also aligning objectives with market trends and employee expectations.

Practical exercise: Strategic planning of New Year’s resolutions for enterprises

A practical approach to developing new year’s resolutions for enterprises is necessary to ensure that, rather than goals, there is a strategy to follow. This can be achieved through systematic strategic planning.

Below is an exercise that can be useful and can help you structure the steps to follow:

Examples of New Year’s resolutions for enterprises

Clearly, New Year’s resolutions for enterprises can be as diverse as they are specific, depending on the needs of each company.

However, in general terms, in order to adapt to current working environments, New Year’s resolutions for enterprises should incorporate both innovation and employee well-being.

“Define a clear route, a plan, adapted to the different realities, or as close to them as possible. Provide concrete, grounded and viable solutions to our employees. This is how we take care of our employees.’

– Virginia Grenón Lobato, Global Head of Human Resources Operations at Cabify, an ifeel partner company.

In this sense, some examples of resolutions could include:

• Fostering innovation: Establishing programmes that encourage creativity and employee participation in the development of new products or process improvements.
• Improving workplace well-being: Implementing policies that promote a balance between work and personal life, ensuring a healthy and productive work environment.
• Digitalisation and sustainability: Adopting technologies that improve operational efficiency and reduce the environmental impact of operations.

The adoption of new strategies allows organisations not only to preserve their relevance in the market, but also to increase employee commitment and satisfaction. This is achieved by adjusting their New Year’s resolutions according to the changing needs of both the work environment and their own team.

‘Enterprises have an obligation to analyse trends, adapt to them and take care of their employees.’

– Carlos Romero-Camacho Silos, Chief People & Corporate Affairs Officer at Insud Pharma, an ifeel partner company.

Trust the leaders

At ifeel, we know that new year’s resolutions for enterprises are more than just resolutions; they are a roadmap for future success. By integrating new strategies and approaches, organisations can ensure sustainable growth and a strong, adaptable corporate culture.

To help with this process, ifeel has created an annual planner for enterprises, which offers a guide to strategies that will help you promote health and productivity throughout the year in your organisation. Download it for free!

Morevoer, our team of psychologists specialising in mental well-being has developed a mental well-being program for companies aimed at helping companies enhance employee engagement and boost productivity.

This collaboration allows HR managers to receive personalised, data-based advice on the most effective measures for detecting employee mental health issues and assessing the workplace climate. It’s the best way to understand their needs.

Moreover, ifeel’s corporate mental well-being solution offers employees a structured mental health care service tailored to their needs at any given time.

We hope you found this article on New Year’s resolutions in enterprises interesting. If you want more information about our mental well-being solution for companies, simply request it, and we will contact your team soon.

The impact of absenteeism on National Sickie Day

As highlighted by National Sickie Day, absenteeism extends beyond a temporary loss of productivity. It can disrupt team cohesion, place additional burdens on present employees, and create workflow gaps that affect service quality and efficiency. Over time, unchecked absenteeism can increase operational costs and weaken organisational culture. Studies show that the country’s sickness absence rate stands at 3.4%5 (the highest since 2004), which now costs the economy over £100 billion annually.

Recognising the dual impact of physical and mental health on absenteeism is crucial in crafting effective strategies that foster a supportive work environment, especially emphasised on National Sickie Day.

Prevention: Strategies to combat absenteeism on National Sickie Day

To effectively combat absenteeism, particularly highlighted by National Sickie Day, organisations must adopt proactive strategies that focus on prevention and support. Here are comprehensive measures to consider:

1. Promote physical and mental health:

• Well-being programs: Develop initiatives supporting holistic health, such as yoga classes, fitness challenges, and stress management workshops, which are crucial for reducing absenteeism on National Sickie Day.
• Mental health resources: Provide access to counselling services, mental health days, and regular workshops focused on mindfulness and resilience-building.

2. Flexible working arrangements:

• Remote work options: Offer remote work possibilities and flexible hours to help employees manage personal responsibilities and reduce stress, addressing a key concern on National Sickie Day.
• Encourage work-life balance: Implement policies that promote personal time management and family support, helping prevent stress-related absences.

3. Engage and support employees:

• Regular check-ins: Establish consistent one-on-one meetings to discuss workload, well-being, and any employee concerns, which can help mitigate issues highlighted on National Sickie Day.
• Recognition programs: Implement initiatives to recognise and reward outstanding performance and contributions, boosting morale and reducing mental fatigue.

4. Foster a supportive environment:

• Employee Assistance Programmes (EAPs): Ensure comprehensive EAPs are available, covering a wide range of support services from counselling to financial advice.
• Peer support networks: Encourage the formation of peer support groups to create a sense of community and mutual support among employees.

5. Monitor and address patterns:

• Data-driven analysis: Use analytics to identify absenteeism patterns and analyse root cause, addressing systemic issues such as high-stress roles or inadequate resources. This is particularly effective for understanding trends observed on National Sickie Day.

Absenteeism and mental well-being on National Sickie Day

Understanding the link between mental well-being and absenteeism, especially on National Sickie Day, is crucial. Employees experiencing stress, burnout, or mental health issues are more likely to take unscheduled leave. Addressing this connection requires:

• Creating an open dialogue: Encourage discussions about mental health in the workplace to reduce stigma and promote understanding, crucial for tackling absenteeism on National Sickie Day.
• Providing adequate support: Ensure that employees have access to mental health resources and feel supported by their peers and supervisors.
• Encouraging self-care: Promote practices of self-care and resilience among employees, helping them manage stress before it leads to burnout or absenteeism.

Common causes of absenteeism and solutions

Understanding the root causes of absenteeism and implementing targeted solutions is essential, especially on days like National Sickie Day, when absences peak. By addressing physical and mental health challenges, organisations can foster a more resilient and engaged workforce. The following table outlines common causes of absenteeism and practical strategies to mitigate them:

Comprehensive checklist for reducing absenteeism on National Sickie Day

To enhance strategies for reducing absenteeism, particularly around National Sickie Day, organisations can use the following detailed checklist:

Trust the leader in mental well-being

By understanding and addressing absenteeism, particularly as highlighted by National Sickie Day, organisations can create a healthier and more sustainable work environment. Developing comprehensive strategies that encompass physical and mental well-being reduces absenteeism and strengthens the overall organisational culture. Prioritising employee health and engagement is key to building a resilient, motivated workforce that thrives in a supportive setting.

To assist in this process, our team of psychologists specialising in mental well-being has developed a mental well-being program for companies aimed at helping companies enhance employee engagement and boost productivity.

This collaboration allows HR managers to receive personalised, data-based advice on the most effective measures for detecting employee mental health issues and assessing the workplace climate. It’s the best way to understand their needs.

Moreover, ifeel’s corporate mental well-being solution offers employees a structured mental health care service tailored to their needs at any given time.

We hope you found this article on National Sickie Day interesting. If you want more information about our mental well-being solution for companies, simply request it, and we will contact your team soon.

For large international companies, maintaining a high level of engagement among their employees is a challenge that involves not only effective inclusion work, but also the development of strategies that allow people of different cultures, experiences and ages to feel a certain level of identification and commitment to the place where they work.

In this way, employee involvement is not only essential for business growth, but also for survival in a competitive marketplace. This engagement has become even more critical as companies seek to retain talent in a post-pandemic world, where employee expectations have evolved and mental health and well-being have become priorities for business leaders.

What is employee involvement?

Employee involvement is much more than job satisfaction; it is an emotional and psychological bond that employees develop with their organisation, which motivates them to do their best.

This emotional connection ultimately translates into higher performance and lower turnover within organisations. In fact, studies show that engaged teams have higher profitability and productivity than those that do not. In addition, teams with high employee involvement also experience lower staff turnover and higher customer ratings.

The importance of employee involvement is that engaged employees contribute to the creation of a positive work environment. This environment improves team morale and fosters healthy working relationships, which is crucial for well-being at work.

Javier Sordo Gómez, Head of People at Thoughtworks, an ifeel partner company puts it clearly:

“Ensuring professional well-being, and as far as possible personal well-being, is absolutely critical. Personally, I couldn’t work anywhere where this wasn’t a priority. For me, having a good balance in that sense is more than 50% of the job. You can have the greatest and most attractive of work challenges, but it will do you little good if you don’t foster an environment where people feel supported in difficult times, both professionally and personally. The company has to be there for you’.

This statement underlines the need for companies to prioritise the holistic well-being of their employees as part of their employee involvement strategy, ensuring a productive and sustainable work environment.

Benefits of employee involvement

If companies want to succeed in today’s work environment, then employee involvement must be an integral part of the organisational strategy; as companies that prioritise it not only experience better financial results, but also create a strong organisational culture.

Moreover, this approach is essential in an environment where younger generations, such as millennials and Generation Z, value work-life balance and increasingly seek purpose in their work.

Increased employee involvement is not only a benefit to employees, but is also capable of driving organisations forward. Some of the most prominent benefits include:

Strategies for fostering employee involvement in companies

Encouraging employee involvement in companies is essential to ensure a productive and positive work environment, capable of enhancing employee performance. This is where the role of managers and executives plays a key role. Here are some effective strategies you can start implementing:

1. Open and transparent communication: Establishing clear and accessible communication channels where employees can express their ideas, concerns and feedback fosters a sense of security and belonging. Transparency in company decisions also builds trust and commitment.

2. Professional development: Provide ongoing opportunities for training and professional development. Mentoring programmes, workshops and technical training help employees grow and feel valued within the organisation.

3. Recognition and rewards: Implementing a recognition system that values employee achievements is a very effective way to reinforce positive behaviours. This can include formal awards, bonuses, or simply public recognition for a job well done.

4. Work-life balance: Promoting flexible work policies, such as telecommuting, flexible hours and extra days off, helps employees maintain a healthy balance between their work and personal responsibilities.

5. Culture of inclusion and diversity: Fostering an inclusive work environment where all voices are heard and valued not only improves levels of employee involvement, but also enriches the work culture.

6. Participation in decision-making: This involves involving employees in making decisions that affect their work and environment. This can be donethrough surveys, focus groups or improvement committees.

7. Mental and physical well-being: Implement well-being solutions that address both mental and physical health. This could include access to psychological counselling, gym memberships, or mindfulness workshops.

8.Feedback and evaluation: Establish a regular feedback system, where employees receive constructive feedback and can share their perception of the work environment. This helps to align expectations and identify areas for improvement.

9. Social impact projects: Involve employees in corporate social responsibility initiatives. This not only improves the company’s image, but also gives employees a sense of purpose and pride in their work.

Implementing these strategies consistently and tailored to the specific needs of the organisation can significantly transform the level of employee engagement, positively impacting the company’s culture and performance.

Trust the leaders in mental well-being

At ifeel, we know that employee involvement is essential for any organisation looking to thrive in today’s competitive marketplace. Prioritising it ensures not only short-term success, but also long-term sustainable growth and well-being for the organisation.

To support companies in this process, our team of expert workplace well-being psychologists has created a mental well-being solution for businesses that improves talent retention, reduces presenteeism, and combats employee stress. 

With our mental well-being solution, your company’s HR managers can receive personalised, data-driven advice on improving mental health at work. In addition, this solution offers employees a 360° mental well-being service structured at different levels according to their needs. Try our solution now to see how it could help you.

We hope you found this article on employee involvement interesting. If you would like more information about our mental well-being solution for companies, simply request it, and we will contact your team as soon as possible.

As an HR leader, how do you foster commitment to work in your organisation?

Understanding commitment to work

Commitment to work is a connection that motivates employees to remain with the company, not out of necessity but because they genuinely want to contribute to its success. Commitment can vary in intensity and duration and often evolves over time. Employees may commit to specific tasks or projects or choose to stay with the company for strategic reasons, recognising the mutual benefits of their continued involvement.

A high employee commitment directly impacts productivity and reduces absenteeism, leading to significant cost savings for organisations. According to Gallup’s latest study, disengagement costs the global economy approximately $8.8 trillion annually.

Committed employees are more likely to go above and beyond in their roles, delivering higher-quality work and contributing to a positive work environment. This increased productivity and reduced absenteeism translate into lower costs related to recruitment, training, and lost productivity. By fostering a culture of commitment, organisations can achieve sustainable growth and success.

Fostering commitment to work

Here are key strategies to create an environment where there is commitment to work:

“I can guarantee that there is an unshakable faith in the ifeel method and a support that results in more motivation, therefore more recognition, productivity and a sense of belonging to the organization from the employees since we started with ifeel“.

– Vasco Armés, Head of Human Resources at PERI Iberia

Benefits for employers and employees

Commitment to work through a supportive and growth-oriented workplace brings significant advantages for employees and employers. The table below outlines key benefits that enhance employee well-being and satisfaction and drive organisational success through improved productivity, retention, and innovation. This mutual gain underscores the value of investing in a positive workplace culture and employee development.

Mental well-being trends report 

Explore the latest trends in workplace mental well-being with ifeel’s Mental Well-being Trends Report. This comprehensive report reveals that prevention is the cornerstone of effective mental health strategies in the workplace. With stress, anxiety, and burnout on the rise, fostering a supportive environment can increase productivity by up to 12%, according to the Mental Health Foundation. However, 57% of employees seek help only after suffering for over a year, highlighting the critical need for early intervention.

Ready to make mental well-being a priority in your company? Download the full report now and discover actionable insights to transform your team’s productivity and health.

Trust the experts

At ifeel, we know that creating and fostering commitment to work is not easy, but once it is achieved, the benefits are transformative for both employees and employers. A committed workforce is more motivated, productive, and resilient, contributing to a positive workplace culture and driving organisational success.

To support companies in this process, our team of expert workplace well-being psychologists has created a mental well-being solution for businesses that improves talent retention, reduces presenteeism, and combats employee stress. 

With our mental well-being solution, your company’s HR managers can receive personalised, data-driven advice on improving mental health at work. In addition, this solution offers employees a 360° mental well-being service structured at different levels according to their needs. Try our solution now to see how it could help you.

We hope you found this article on commitment to work interesting. If you would like more information about our mental well-being solution for companies, simply request it, and we will contact your team as soon as possible.

Therefore, an effective way to maintain a positive culture is to make employees feel valued and appreciated for their work. This will contribute to a more motivating and satisfying work environment.

For this reason, recognition in positive work cultures and reward strategies aimed at positive behaviours are crucial components of any modern business strategy. These practices not only motivate employees but also reinforce the organisation’s values and goals.

At ifeel, we have designed a must-have resource to foster a positive culture in your organisation. Discover effective strategies to improve the working environment and enhance the well-being of your employees. Don’t miss it and download it for free now!

The importance of recognition in positive work cultures

A positive work culture is based on fundamental pillars such a sopen communication, exemplary leadership, collaboration and mutual respect. In this context, recognition plays a crucial role in providing constant and fair employee feedback, which is essential to foster a motivating and engaged work environment.

However, effective job recognition in positive work cultures goes beyond simply giving praise; it must be fair and consistent to ensure that positive behaviours are sustained and deeply embedded in the company culture. This approach not only reinforces desired actions, but also helps employees feel valued and appreciated, which in turn increases their job satisfaction and commitment to organisational goals.

According to statistics, employees who receive meaningful recognition at work are 45% less likely to leave their jobs. By systematically recognising and rewarding employees, companies can cultivate an environment where employees are motivated to contribute meaningfully, thus promoting a continuous cycle of organisational improvement and success.

Implementing recognition in positive work cultures

To implement an effective recognition system in positive work cultures, it is necessary to follow a series of strategic steps to ensure its effectiveness and sustainability over time.

1. Initial assessment

Before implementing recognition in positive work cultures, it is crucial to assess the current organisational culture. This can be achieved through questionnaires that assess aspects such as communication, leadership, and recognition within the company.

The practical exercise described below can be implemented to help you in this process. It can include questions about the team’s perception of recognition, the frequency of feedback received, and the existence of reward systems for positive behaviour, among other things.

Exercise: Conduct the following exercise with your team to assess and improve the recognition system in your organisation.

Interpretation of results:

• Majority of ‘yes’: Indicates a positive work culture with an effective recognition system.
• Majority of ‘sometimes’: Indicates areas that need attention; the recognition system could be improved.
• Majority of ‘no’: Indicates a negative work culture with lack of recognition and development opportunities.

2. Defining values and desired behaviours

Having identified the current state of the culture, clearly define the values and behaviours you want to promote. These should be aligned with the company’s mission and vision.

3. Designing the recognition system

Recognition in positive work cultures should include positive feedback methods and reward systems that incentivise the desired behaviours.

In addition, this system must be fair and equitable, ensuring that all employees have the opportunity to be recognised.

4. Training and development

It is essential to invest in employee training to ensure that they fully understand the company’s values and principles. This understanding facilitates the implementation of actions aligned with those values. Training should include coaching on key skills such as communication, conflict resolution, and leadership, which will enable employees to act in a manner consistent with the work culture and contribute to collective success.

5. Evaluation and continuous adjustment

Finally, it is essential to conduct periodic evaluations to measure the effectiveness of the recognition in positive work cultures so adjustments can be made as necessary. This ensures that the work culture remains dynamic and adaptable to change.

Trust the leaders

At ifeel, we know that recognition in positive work cultures is essential in maintaining an organisational culture that prioritises the well-being of its employees.

To assist in the process of creating recognition in positive work cultures, ifeel has designed an essential resource to help you foster a positive culture in your organisation. Discover effective strategies to improve the working environment and enhance the well-being of your employees. Don’t miss it and download it for free now!

With our mental well-being solution, your company’s HR managers can receive personalised, data-driven advice on improving mental health at work. In addition, this solution offers employees a 360° mental well-being solution structured at different levels according to their needs. Try our solution now to see how it could help you.

We hope you found this post about recognition in positive work cultures interesting. If you would like more information about our mental well-being solution for companies, simply request it, and we will get in touch with your team as soon as possible.

Now, think about it: what kind of results could a company that constantly values and recognises its employees achieve? It is likely to achieve higher levels of productivity, innovation, and loyalty, creating a working environment where success and well-being are mutually reinforcing.

In today’s dynamic business environment, devising effective job recognition strategies improves job satisfaction and positively impacts the workforce’s productivity and overall well-being.

What are job recognition strategies?

Job recognition strategies refer to the act of valuing and rewarding the achievements, efforts and positive behaviours of employees within an organisation. Therefore, a workplace recognition strategy aims to motivate employees, increase employee morale, and foster a positive work environment.

A good job recognition strategy improves employee satisfaction and engagement, reduces staff turnover, and fosters a positive organisational culture. In essence, it shows employees that their work and contributions are valued, boosting their motivation and productivity.

The importance of having job recognition strategies in place

According to studies, companies implementing effective recognition practices are 21% more likely to increase productivity and profitability.

The reason is that when employees feel acknowledged and valued, their motivation to contribute and perform at their best increases. Greater engagement translates into a greater willingness to invest effort and creativity in their work, which boosts productivity.

As a result, it reduces staff turnover, lowers the costs associated with recruitment and training, and promotes greater organisational efficiency. Companies can operate more efficiently and maintain a continuous focus on their strategic objectives, resulting in increased profitability.

‘Receiving any kind of recognition is always motivating, it means that what you are doing, what an organisation is striving for, is probably doing well.

Isabel Ruiz Maldonado, Head of Integrated Management Systems at Emasagra, an ifeel partner company.

Customised strategy for enterprises

Each enterprise has its own culture and dynamics, so the recognition strategy must be customised. Listening to employees and adapting strategies to their specific needs is fundamental to the success of any recognition programme.

An effective employee recognition strategy must align with HR KPIs. By measuring recognition’s impact on indicators such as turnover, absenteeism, and employee satisfaction, organisations can adjust their programmes to maximise their effectiveness.

These metrics help companies manage and optimise their human resources more effectively, ensuring that the employee recognition strategy contributes directly to organisational goals.

Here are some considerations for customising job recognition strategies in enterprise organisations:

1. Assessing corporate culture

Understanding the organisation’s prevailing values and beliefs is essential. This allows you to design a workplace recognition strategy that resonates with employees and reinforces the existing corporate culture.

2. Staff segmentation

Different departments or regions may have different needs and expectations. Tailoring recognition programmes to be relevant to each group can increase their effectiveness.

3. Technology integration

Using digital platforms to manage and track recognition can simplify the process and provide valuable data on its impact. These tools can also facilitate recognition in companies with geographically dispersed teams.

4. Leaders’ involvement

Leaders should be actively involved in recognition initiatives. Their participation not only legitimises the programme, but also inspires others to value the importance of recognition.

Job recognition strategies’ impact on employee well-being

Implementing effective job recognition strategies goes beyond boosting morale; it has a tangible impact on employee health and well-being. When employees feel genuinely valued, they experience reduced stress and improved mental health, which translates into lower absenteeism rates and increased productivity.

There is no single way to implement a recognition strategy, as each organisation can tailor it to its specific culture and needs. For example, innovative initiatives such as ‘recharge days’, which provide additional days off, demonstrate how recognition can be effectively integrated into comprehensive well-being programmes.

These approaches not only recognise individual effort, but also foster a healthier and more balanced work environment where employees can thrive both personally and professionally.

Unlocking enterprises’ potential

At ifeel, we know that job recognition strategies are integral to any modern organisation. Not only does it motivate the workforce but also boosts productivity and mental well-bein.

To support companies in this process, our team of expert workplace well-being psychologists has created a mental well-being solution for businesses that improves talent retention, reduces presenteeism, and combats employee stress. 

With our mental well-being solution, your company’s HR managers can receive personalised, data-driven advice on improving mental health at work. In addition, this solution offers employees a 360° mental well-being service structured at different levels according to their needs. Try our solution now to see how it could help you.

We hope you found this article on job recognition strategies interesting. If you would like more information about our mental well-being solution for companies, simply request it, and we will contact your team as soon as possible.

While employees may vary in individual preferences, specific common values consistently emerge across industries.

As decision-makers, are you tapping into these insights to optimise your workplace strategy and meet your workforce’s evolving expectations?

What do employees value most in the workplace?

The following table outlines the key aspects of what employees value most in the workplace. As an HR leader, are you considering these critical aspects to enhance your organisational culture and employee retention strategies?

Enhancing employee engagement through strategic initiatives

Employee engagement is closely linked to what employees value most in the workplace and is pivotal in driving organisational success. Engaged employees are more productive and committed, making it imperative for HR leaders to implement strategies that resonate with employee values.

Initiatives to boost employee engagement:

1. Professional development opportunities

Continuous learning opportunities are central to what employees value most in the workplace. Programs that enhance skills and career progression significantly boost engagement and job satisfaction.

2. Clear communication and feedback mechanisms

Establishing transparent communication and feedback channels is vital. This aspect of what employees value most in the workplace builds trust and ensures employees feel heard and valued.

“Our partnership with ifeel has catalysed a positive shift in discussing mental well-being at SCOR. Since implementing ifeel’s solution, we’ve seen an increase in open conversations about mental health within our organization. ”

– Sabrina Kruse, Head of HR EMEA & Group Head of Diversity, Inclusion and Engagement at SCOR, an ifeel partner company.

3. Promoting DEIB

Diversity and inclusion initiatives reflect what employees value most in the workplace. Companies that invest in DEIB foster respect and belonging, enhancing innovation and performance.

Embedding a DEIB strategy is essential to fostering a truly inclusive and dynamic workplace. Download our comprehensive guide, which provides the tools and insights needed to integrate DEIB principles into your corporate culture, enhancing employee engagement and organisational success. This resource covers the fundamentals of DEIB, practical exercises, and leadership skills to inspire change and foster an inclusive environment.

4. Recognition and reward systems

Tailored recognition programs resonate with what employees value most in the workplace. Recognising achievements effectively strengthens morale and employee loyalty.

5. Work-life balance initiatives

Supporting work-life balance through flexible policies is an important part of what employees value most in the workplace. Such initiatives reduce burnout and foster a more engaged workforce.

Enhancing employee engagement through strategic initiatives is crucial for organisational success. By focusing on what employees value most in the workplace, HR leaders can foster a motivated and committed workforce. These efforts boost productivity and build a workplace culture that attracts and retains top talent.

Assessing the work environment

HR leaders can assess whether their company reflects what employees value most in the workplace by considering the following statements:

Analysing these aspects helps leaders ensure that their workplace aligns with what employees value most in the workplace.

Supporting mental well-being in enterprise organisations

To support companies in this process, our team of expert workplace well-being psychologists has created a mental well-being solution for businesses that improves talent retention, reduces presenteeism, and combats employee stress. 

With our mental well-being solution, your company’s HR managers can receive personalised, data-driven advice on improving mental health at work. In addition, this solution offers employees a 360° mental well-being service structured at different levels according to their needs. Try our solution now to see how it could help you.

We hope you found this article about what do employees value most in the workplace interesting. If you would like more information about our mental well-being solution for companies, simply request it, and we will contact your team as soon as possible.