CWHP-A Reflections: Unit WWC05

The final unit on evaluation highlights the move from a focus on ROI to VOI and the current paradigm shift to WIIFM; these shifts certainly expand the process of evaluation. There is recognition that wellness is much more than BP levels and Cholesterol scores and that a variety of quantitative and qualitative measures can be assessed to obtain a picture of the health of an organization and its employees. Organizations are recognizing the relationship between happy, healthy, and supported employees and their performance and sustainability.

As I reflect on the material in this program, and my work experiences over the last decade, I am wondering if I will find any opportunities to apply what I know and what I have learned. I envisioned myself doing some type of ‘workplace wellness’ work after retirement (from my first career) but was not really sure what I was interested in doing or where the opportunities (if any) existed to practice in this area. This certification process has confirmed for me that I am passionate about creating healthy workplaces, interested in learning more, and perhaps, most significantly, that I am not completely ready ‘full-time retirement’.

When I retired in 2021, I left a very unhealthy (perhaps toxic) work environment. Over the last several months, I have asked myself where we (I) failed or went wrong as a wellness practitioner in my organization. Undoubtedly, there was a lot of great work completed and many accomplishments to celebrate but we never felt we truly made things better. We wanted to have employees describe the ‘workplace as a great place to work’ but in the end (my end anyway), it didn’t happen. So, I looked back at the success factors outlined in WCC’s framework for creating a healthy, high-performing work culture.

• Leadership support

• Engagement

• Dedicated/ adequate resources

• Communication

• Integration with business practices

• Evaluation and continuous improvement

I can identify quite a few weaknesses (areas for improvement ), many of which I have outlined in answering the unit questions. But after reviewing some of my posts and my critical reflections, what stands out for me as being most important in this list, is leadership support. By support, I mean ‘buy-in’; real commitment that is demonstrated in walking-the-talk, having regular conversations about the health of the workplace and the wellbeing of employees, and designating adequate resources to get the job done! If leadership is genuinely committed to providing a healthy work environment, they will understand the need to promote employee wellbeing. As Graham Lowe points out, higher levels of personal wellbeing result in employees who are not just satisfied and productive, but who are thriving. These employees are invested in fostering a culture of health and safety and committed to creating a better future- for themselves and the organization.

I look forward to continuing this journey with Wellness Works Canada. Wherever this path takes me, I am grateful for the support and guidance I know will be there for me along the way.

Nancy :)