When thinking long and hard about how best to describe what we do, the term ‘wellbeing’ didn’t meet our expectations, we felt clients would receive a portion of the understanding how much we get involved, and how much we give to each project to make sure expectations are exceeded.
Furthermore, it’s more than the well-being of employees, there are many other elements that come into play; it’s the environment, how user-friendly is it for all stakeholders, does it allow a more liberal approach to the exchange of ideas, development and incentives. All these need to be considered.
Above all, we know that an organisation is made up of many parts, but it has one element that is fundamental to its operations: PEOPLE.
And this is how we came up and coined the term WELLPLACE!
Here at Altitude, we use this term all the time to describe the mission:
Your Workplace and the Wellbeing of all Employees = are your Wellplace!
Altitude Wellplace, grew from a concept that began at REACT Insights. Shalom Grays having studied Psychology and Environmental Design, and many years working with retailers, understood how important the link had become between a well designed environment, employee wellbeing, customer engagement, clear well organised communication and resulting profits.
Working closely with the results obtained for REACT’s insight surveys, Shalom Grays and Director Grant Lindhorst gave clients the option to use the data from surveys and customer insights, to build employee engagement programs and training events. The resulting collaborations showed an increase in profits for clients over 20%, with greater employee retention and customer satisfaction.
And so in 2023 the concept of Altitude Wellplace was born, allowing for a greater offering to clients and to work with partner agency REACT Insights, utilizing the survey results, and giving more as a result.
Our Employee Engagement programs have proven that employees are motivated and become passionate about the brand/organisation, its products and services through being part of an inclusive culture. Resulting over-all in less absenteeism, better employee retention, and engaged teams that are invested in the work they do, and the commitment to the core values, customers and brand.
There are Four salient points to having an Employee Engagement Program:
1. From the initial survey the results enable management to demonstrate their commitment to the employees and brand.
2. It offers a platform as part of a new culture for employees to contribute to improvements within.
3.Creates the opportunity to receive opinions and ideas from employees who are on the frontline, and whose contributions and skills will show value.
4. Build trust between management and employees, so they feel they are partners in the growth of the brand.
Since the cultural change of implementing acceptable employee cultures within organisations to resolve the psychological, social and physical issues of modern day lifestyle, that has led to the adaption of the workplace. We have seen that some of the most notable, successful, profitable and stakeholder loyal brands have become symbols of employee wellness. These are brands like Google, Apple and Engen, Microsoft, Accenture, Vodacom, Unilever and Mondelez, are those that have built inclusive organisation with their employees to create a wellplace culture.
