More and more organisations are looking to positive psychology to help look at what's right with us as opposed to simply fixing what's wrong. This article summarises such wellbeing initiatives and recommends areas to focus on.
The face of wellbeing is evolving for people and organisations. Many employers are moving towards embracing positive psychology: focusing on what’s right with us, as opposed to simply fixing what’s wrong.
This article summarises the wellbeing interventions that many organisations have used, and how they can be mapped to the PERMA modelUnderstanding the PERMA model of wellbeingPDF
00The PERMA model of wellbeing outlines five key pillars for flourishing and thriving at work and beyond: Positive emotions, Engagement, Relationships, Meaning, Accomplishment. This infographic introduces the concept and its benefits and describes each pillar.FreeProvide your details to download straight away
By: Bailey & FrenchView resource of psychological wellbeing. It includes:
Overview of the challenge and opportunities with wellbeing at work;
Introduction to the PERMA model of wellbeing;
An outline of initiatives in organisations and how these connect to the PERMA model;
A diagram outlining how psychological wellbeing underpins physical and financial wellbeing
Using the PERMA model: questions to consider for diagnosing current wellbeing approach
Final thoughts: an introduction to self-managing teams
It also includes an analysis of what areas need to be focused on to truly impact wellbeing, and suggestions of how to move away from an over-reliance on managers who may well already be under pressure themselves.
The PERMA model of wellbeing outlines five key pillars for flourishing and thriving at work and beyond: Positive emotions, Engagement, Relationships, Meaning, Accomplishment. This infographic introduces the concept and its benefits and describes each pillar.
Provide your details to download straight away
Having great wellbeing conversations is a skill that can be learned. These discussion cards can be used in all sorts of scenarios to start meaningful conversations about the things that positively affect wellbeing.
You've clicked to say this resource wasn't ideal for you. It would be really useful to know why: was it just not the right thing for you, or was there something you didn't like about it? We read these comments straight away, and perhaps there's something we can fix or improve. Let us know!