Research On Productivity And Workplace Wellbeing

Organisational productivity means achieving optimum results with minimum expenditure (Scott-Jackson and Mayo, 2018). Employee productivity is closely related to an individual’s capability to function effectively and competently at work on a day-to-day basis to help produce positive organisational outcomes (Qaisar, Mariam and Farooq 2018). It is argued by Saha (2013) that a fundamental base for organisational productivity is that of individual productivity from those employees who lead healthy and well lifestyles.

Numerous studies have associated employee productivity with the individual’s wellbeing. There is a strong correlation between employee wellbeing and engagement (MacLeod and Clarke, 2014). In turn, employee engagement is linked to a higher level of productive task performance within the workplace. 

Numerous studies have shown that workplace health and wellbeing programmes positively affect productivity. Healthier employees are not only absent and less, and so less expensive to an organisation, but they are also more productive than unhealthy employees (McLennan, 2017). Productivity, however, is extremely hard to measure. Therefore, there is a gap in the current literature linking objective health data from wellbeing programmes with increased productivity levels (Gubler, Larkin and Pierce, 2018).

This may be why some organisations find it difficult to justify introducing a wellbeing programme and spending substantial money on its implementation. Despite the costs of implementing workplace wellbeing programmes, the literature discussed above from Saha (2013), as well as Qaisar, Mariam and Farooq (2018) and a plethora of other studies, do make a strong case for investing in them as the expected improvements in employee motivation, engagement and productivity levels will ultimately benefit organisational performance.

WELL 1-2-1 Improves Productivity – Business Support Centre

Most participants said they noticed an increase in their expected productivity levels since participating in the health and wellbeing programme. However, the question of productivity brought about the most divided answers compared to how the programme influenced motivation and engagement levels. 

Those that reported an increase in their productivity levels also noticed that they had an increased ability to deal with day-to-day issues at work, as well as remarking that the programme did help to change their mindset of wanting to do better at work and to be more productive, as well as encouraging a “winning mindset”:

“Getting out for a break made me feel more productive on a day-to-day basis, and remembering that I can take this time to go for a walk and have some time away from my desk was a nice feeling.” 

“I think the healthy competition got people to want to do better than the other teams; it encouraged a winning mindset. The energy I use to help the team win has also been transferred onto my work, and I feel more productive.” 

Almost 2/3 of the respondents reported increased productivity levels due to participating in the programme.