A positive workplace culture plays a vital role in promoting employee health and well-being, experts said at the Botswana Life 2nd Annual Employee Convention.
Dr. Malaki Tshipayagae, a physician at Sidilega Private Hospital, highlighted the significant impact of workplace culture on various health aspects, including stress levels, health beliefs, and social support. He emphasized that a supportive work environment can reduce stress, improve overall well-being, and lead to better health outcomes. In contrast, a negative culture may contribute to chronic health problems and elevated stress levels.
He urged employers to prioritize employee health and adopt a framework that empowers individuals to take charge of their well-being.
“Wellness programs must be tailored to meet the diverse needs of the workforce,” Dr. Tshipayagae said, stressing a holistic approach that addresses physical, mental, and social well-being.
“You will find that there are different generations in any company environment. There are those who are about to retire. And each and every generation has their own health care needs,” he said.
To build and sustain a healthy organizational culture, Dr. Petronellah Mbayiwa-Sibanda, Employee Wellness Manager at First National Bank, emphasized the importance of leadership buy-in.
She said management must demonstrate commitment by actively supporting wellness programs, which shows a genuine investment in organizational values and success and encourages a collaborative work culture.
Dr. Mbayiwa-Sibanda added that a positive culture also improves return on investment. She illustrated this by questioning the impact of a director who invests heavily in team gym memberships but shows no personal interest in such initiatives.
She advocated for a data-driven approach to wellness, calling on executives to incorporate health risk assessments and employee consultations when designing programs. This, she said, fosters employee empowerment and ownership.
“Consultation will necessitate tailor-made programs,” she said, urging employers to track the uptake and effectiveness of wellness initiatives to ensure they deliver the intended outcomes.
Dr. Mbayiwa-Sibanda further encouraged organizations to create learning environments that educate employees about wellness and related risks.
“Employers must cultivate a culture where employees are not only encouraged but also equipped to take responsibility for their health,” she said.
