The thrill of feeling good at work

High Management must permeate the well-being of people in all its dimensions, Emphasizing the emotional aspect, often forgotten in wellness strategies.

Who likes the idea of getting to your workplace and feeling good? And this has nothing to do with intense and overflowing feelings coming into the office dancing, and singing. Just feeling good, relaxed, where we can have the tranquility of being ourselves, it is something that everyone, at some point want.

What are we worried about?

It is true that most people have too many things to attend to in their lives and this often makes us feel worried, where they combine a variety of factors such as the economic situation, children, the couple, social networks, the home chores, and even the pets that end up adding one more stone to the bag of stress.

What goes beyond that.

Beyond the application of ergonomics and physical health care within organizations (An aspect that has already been adopted by a number of organizations), the “feel good emotionally” It is an area that has yet to be permeated; Especially by many leaders who consider that work is to work, and is not a social club.

Emotions packed.

It is true that emotions and humans come in package. Emotions, as a series of physiological states associated with a particular psychic experience, whose biological meaning is to modulate behavior, then become a shock wave whose impacts permeate all aspects of a person, including the work. Is an extremely important aspect within the bio-psycho-social dimensions of the human being in the workplace, specifically the psychological part. These, together, create the “emotional capital” of the organization, encompassing the emotions, Perceptions, feelings and beliefs of people, which inevitably impact on the results of organizations.

Negative influences.

Beyond the consequences at the personal level or at the country level, it is important to identify in which part of the internal relations, culture, and working conditions there are risks that may have a negative influence on health, performance, satisfaction and well-being in organizations. That is, identify the psychosocial risks that occur at work.

At this point we can already realize how important it is to take this issue as leaders and act, to prevent people (Or even ourselves, if we are part of the statistics), Let us fall into situations of stress whose consequences reach so far that it is difficult to reverse them.

Continuous improvement.

Also, all initiatives for continuous improvement for efficiency and process reengineering, optimization of two-way internal communication, strengthening leadership skills, flexible work schemes and initiatives that promote emotional salary; All add to fostering emotional well-being at work.

We are then faced with the great challenge and great responsibility that comes with being a leader in an organization. Seeing the person as an employee number is no longer sustainable with the reality that our employees live, it is necessary to rotate our vision and observe that “emotional capital”, as happened with “intellectual capital” at the time, already represents one of the most important assets for organizations.