Life and work can be challenging, these days we live in a fast paced world, a climate of high demand, change, constantly moving expectations and many personal and professional challenges. You know that the wellbeing of your team is important to your organisation and the time to address this is now.
When your team works well everyone benefits!
Your team might be out of balance and under pressure. The Decama programme brings clarity where there is confusion and a method to restore perspective and performance. We guide you and your organisation through a supportive framework, in a way that suits your specific needs.
For Business Organisations
DECAMA® FLOW is a 3 tier programme for creating a workspace where employees can work at their best. DECAMA® FLOW makes the connection between how people feel and how they work.
MEASURE – IMPROVE – MONITOR
Where do you think your organisation is on wellbeing?
The DECAMA® Wellbeing Wheel provides a wellbeing baseline, an evaluation of your wellbeing; this encourages people to think about aspects of their personal and work circumstances and helps identify areas where changes can be made.
For The Board
DECAMA® Audit provides a ‘bird’s eye’ view of how wellbeing is embdded in all aspects of business operation. Staffing and recruitment, diversity and inclusion, health and safety and organisational culture. From it’s oversight role, the Board or SMT make sure that wellbeing is at the heart of the business.
Why is Wellbeing Important?
For many people, ‘wellbeing’ is a vague concept and often associated with doing yoga or going for long walks. We may only think about our ‘wellbeing’ or become aware of poor mental wellbeing when something seems to have gone wrong and we feel stressed. If we just keep going and don’t find out what has happened or change anything, stress can lead to more serious difficulties affecting many aspects of day to day living.
According to the international organisation, the Office for Economic Co-operation and Development (OECD), “individual wellbeing and long-term economic growth are mutually reinforcing” (OECD, 2018). In other words, people who have higher levels of personal wellbeing feel satisfied with life and contribute to their family, geographic and cultural communities. This finding applies across many countries at different stages of economic development.
In the context of work and employment, employees experiencing positive wellbeing are more likely to feel they have productive and meaningful jobs and have low absence rates due to sickness. Employees describe such an environment as a ‘good or great place to work.’
Conversely, people experiencing poor mental wellbeing are likely to be less satisfied in their work role, have greater levels of sickness absence, report difficulties in working relationships with colleagues and managers and describe the working environment as ‘stressful’ or ‘toxic’.