How to measure well-being at work?

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Well-Being at Work Scale The main instrument is the Well-Being at Work Scale, made by experts Katwyk, Spector, Fox and Kelloway (2020). It has already been tested and approved for the Brazilian context. Furthermore, it is separated into two parts: the first focuses on affections and the second on professional fulfillment. Negative Affect Scales Under this logic, it is very valuable to test negative affects – stress levels, exhaustion, psychological disorders, etc. – as well as positive ones – happiness and satisfaction with work, for example. In fact, our Perceived Psychological Safety and Stress and Burnout Syndrome Scales are very valuable tools for measuring well-being at work. They are part of the diagnostic pillar, the first of our corporate mental health ecosystem, and help specialists to draw up an action plan based on the company's specific needs, which increases the likelihood of obtaining good results. Positive Affect Scales Finally, routine tests in the organizational environment can also be used to measure the level of well-being at work, such as climate surveys and various types of satisfaction surveys.



It is interesting that at least one type of each scale is applied, as this makes it possible to have a truer idea of ​​how people are really feeling in relation to corporate well-being. Other indicators, such as the turnover rate, number of absences and productivity can also be useful. Wellbeing and organizational mental health strategies After making a diagnosis, it's time to create a complete action plan to increase employees' well-being at work. And the good news is that there are many possibilities. This way, you can adapt the strategy according to the team’s needs. Career path One of the main interests Brazil Phone Number Data of employees is the absence of a PDI. According to research by Robert Half, 58% of voluntary resignation requests occur because there is a lack of growth prospects in the company . At the same time, the Brazilian Professionals Survey found that 70% of organizations do not offer a career plan. See, then, that there is an opportunity for talent retention and happiness at work being lost.







But this can be changed with recognition for time worked and merit, internal promotions and salary updates, for example. Diversity and inclusion Another fundamental aspect of well-being at work is ensuring that the company is, in theory and practice, an inclusive company. Understanding the specific challenges of black and indigenous people, LGBTQIA+, people with disabilities and other minority groups is essential for them to feel welcomed, respected and belonging to the organization's environment. The first step is to make changes to the company culture. Then, carrying out awareness-raising activities – such as lectures, conversation circles and workshops – can be especially important to promote this internal alignment. The subject is so important that more than 80% of Brazilian companies invest in this issue, according to the Panorama of Diversity Strategies in Brazil 2022 and Trends for 2023 . In fact, some of the companies highlighted by the research as references in investing in diversity are Vittude clients: Vivo, Ambev, Grupo Boticário and L'Oréal Brasil.