Does your company monitor happiness, engagement and the mental health of its team, and offer support?

  • Radia Guira

Monitoring happiness and mental health consists in considering happiness at work and the well-being of employees as a factor of collective and individual performance within companies. This usually requires companies to appoint a happiness manager (Chief happiness officer ‘CHO’) who helps to create a positive work environment and improves employee morale. Happiness managers typically have a deep understanding of what makes people happy and engaged in their work.

This question is asking your company to disclose whether it has measures in place to monitor the general well-being, specifically the happiness, engagement level, and mental health, of its employees. A company that is attuned to the emotional state of its staff tends to identify problems quickly, prevent burnout, and maintain a productive work environment.

More specifically, this question is also asking if your company has available support systems or resources for its employees. This is to gauge whether your organization realizes the importance of mental health in the workplace and is proactive in dealing with any issues that may arise.

For instance, a company might have a well-being program in place for all employees that include regular check-ins, surveys, mental health resources and supported initiatives like recreation days or professional counselling support.

Example : « Yes, our company conducts regular surveys to gauge the happiness and engagement levels of our staff. We also have a strong HR department that ensures the mental welfare of our team is catered for, and we offer various mental health resources, including professional counselling and wellness programs. »

Understanding the Importance of Employee Well-being in ESG Criteria

In the context of Environmental, Social, and Governance (ESG) criteria, the ‘Social’ aspect places significant emphasis on an organization’s workforce and how it manages relationships with employees, suppliers, customers, and communities. Companies are increasingly being evaluated on how they support and enhance the well-being of their team members. But why does this matter?

Companies that monitor staff happiness, engagement, and mental health are not just investing in their people but are also investing in their business’s future. Happy employees are more productive, creative, and committed, leading to better overall business performance. Moreover, mental health is becoming a business priority as it impacts absenteeism, turnover rates, and healthcare costs. In this light, ESG-focused investors and stakeholders are increasingly valuing companies with robust employee well-being programs.

How to Measure Employee Happiness and Engagement

To start addressing employee well-being, companies must first understand the current state of happiness and engagement within their workforce. This is where employee surveys come into play. An effective employee wellness survey can help organizations gauge the sentiment of their teams, identify potential stressors, and determine the support required. These surveys should be designed to capture a wide range of data, from job satisfaction and personal growth to work-life balance and relationships with management.

However, measuring happiness and engagement doesn’t stop at surveys. It involves a continuous process of communication, feedback, and action. Organizations need to establish open channels where employees can express concerns and offer suggestions. Additionally, leveraging tools and platforms that provide insights into employee happiness, like CultureMonkey, can be incredibly beneficial. They offer real-time analytics and actionable insights that can help in crafting better policies and initiatives targeted at enhancing employee well-being.

Supporting Mental Health in the Workplace

Support for mental health in the workplace is a critical component of the social component in ESG. It involves creating a safe environment where mental health issues are destigmatized and employees can seek help without fear of discrimination. Companies should provide access to mental health resources such as counseling services, stress management programs, and mental health days.

Additionally, training managers and leaders to recognize signs of mental health struggles can lead to timely intervention and support. Importantly, organizations need to embed mental health into their core values and communicate their commitment to their team. By doing so, they not only create a supportive workplace culture but also demonstrate to stakeholders their dedication to social responsibility.

In summary, monitoring and supporting happiness, engagement, and mental health in the workplace are essential for a company’s ESG score. It’s not an overnight task but a strategic approach that requires commitment, resources, and a genuine interest in the well-being of the workforce. By doing so, companies not only enhance their ESG credentials but also build a more resilient and productive business.