Vitality at work and beyond: for both employees and employers

There is no unambiguous definition of vitality. “Vitality is a combination of three elements,” explains Dorien Simons, vitality expert at Mensura. “The physical energy to do something, the motivation to achieve personal goals, and the resilience to meet challenges. So vitality is a kind of ‘fuel’ that influences behaviour and performance. A lack of vitality makes a person feel lifeless and dull.”

Three factors are essential to vitality. “Physical health, mental well-being, and motivation determine energy levels. Although they do have a different specific gravity. Physical health is the foundation: vitality stands or falls with it. Enough exercise, one balanced diet, and one regular sleep pattern are a must.”

Mental well-being is the second building block. “It’s closely linked to the physical component. A healthy mind effectively starts with a healthy body. And just as with physical strength, emotional and mental energy can be learned on the job. By, for example, teaching employees how to recognise problematic stress and how to deal with it properly.”

The last but driving force of vitality is motivation. “Personal motives determine the direction a person chooses in their personal and professional life, the goals they pursue, and the perseverance they show in doing so. Motivation arises from a combination of personal and situational characteristics. Some get motivation from themselves, while others are more motivated by external stimuli.”

The average working Belgian is by no means in top form: 6 out of 10 have an unhealthy lifestyle, 58% feel unhealthy. “The greatest enemy of vitality is a lack of time: healthy cooking, sufficient exercise, relaxation, etc. These things take time, which employees do not always have.”

Employees look to their employer to support them. “Although it’s not always clear what employees expect exactly. Do they want tips on balanced nutrition, guidance on how to cope with stress better, or opportunities to exercise (more) at work? An efficient approach to vitality not only takes these expectations into account, but also the interests of employees. You collect them by means of an online questionnaire tailored to your organisation, such as the Vitality Scan.”

As an employer, working on vitality pays off for four reasons.

1. Vital employees are full of energy. They are able to turn negative events into positive experiences. Thanks to their motivation, they set clear goals and are determined to achieve them. This mindset has a positive influence on their immediate environment and therefore also on their colleagues.
    
2. Investing in vitality reduces absenteeism due to illness by up to 66%, according to research done by the University of Ghent. Studies show that every euro invested in health will provide an average return of €2.38.
    
3. Employees value organisations that are committed to promoting health. In the search for talent, therefore, organisations are increasingly focusing on assets other than just wages. Younger employees in particular look beyond the financial picture. Vitality can be an element to bind employees to your organisation (longer).
    
4. Vitality is not linked to age, or the link is very weak. You can reach every employee with stimulating initiatives. Both the person just starting a job and an employee with more years of experience on the counter.

You increase the vitality of employees by setting up initiatives as an employer that support motivation and physical and mental health. “At the same time, that approach stimulates the group feeling. By continuing to promote vitality, you also increase the chance that employees persevere and that healthy efforts become a habit.”