Wellbeing, quality of life and rewards

Abstract

Rewards can boost workers’ quality of life and wellbeing, and in so doing, lead to improved work performance. They can also prove to be powerful inducements towards attracting and retaining workers. Management and HR professionals should aim to offer holistic rewards that mirror the different facets of wellbeing and quality of life, placing special emphasis on rewards that provide employees with the resources to cope with their work demands. Workplace health and safety should be viewed as a strategic advantage; risk assessments should be undertaken, updated when necessary, and also include risk factors relevant to mental health. Employers should also measure both absenteeism and presenteeism; if either of these is highly prevalent, establishments should aim to explore their causes. Measures meant to tackle physical and mental health issues, as well as high rates of absenteeism and presenteeism, include: assuring safe workplaces; supporting health promotion initiatives, including healthy meal options and fostering physical activity within the workplace; treating those struggling with ill health; introducing return-to-work programs and family-friendly measures; having realistic demands a work, including realistic workloads and working hours; training on how to deal with difficult clients; offering peer and management support; assuring personal development opportunities; and providing interesting work. Prior to implementing any of these measures, managers are encouraged to involve employees and/or their representatives to ensure that such measures are needed and to foster participation in how these will be implemented. This chapter highlights that wellbeing levels in Malta are generally better than the EU average; still, certain shortcomings are evident. Injury statistics indicate that the construction, manufacturing and the transport and storage industries remain hazardous and warrant special attention from both employers and the labour inspectorate. This also applies to the healthcare industry where most females appear to be injured. Statistics on occupational illnesses and diseases are not being collected and efforts should be made to remedy this situation. Occupational doctors, physiotherapists and ergonomists should work inter-professionally to introduce return-to-work programmes for injured workers, supported by the state. Mental health also requires greater attention; the government EAP and the OHSA’s framework for tackling work-related stress are good starting points, and more can be done to ensure that the topic receives the attention it deserves. Relevant government departments could address stigmas regarding mental health; while employers need to be better informed about the relevance of mental health at work and how to tackle it. Finally, the levels of obesity and the lack of physical activity in Malta are alarming; and more needs to be done. Whilst individuals should be taught to live a healthy life from a young age, workplace health promotion initiatives should also be encouraged by human resource professionals and state entities.