Humber College is committed to transforming the student and employee experience by creating a campus that is healthy, inclusive and fosters a highly positive employee experience. In our 2018-2023 Strategic Plan, we have identified several initiatives that contribute to achieving this commitment. Employee Well-Being and Engagement aligns to Strategic Priority 7.2: Inspire excellence by developing an employee engagement plan that promotes well-being, enhances motivation and facilitates a commitment to organizational goals and values.
Transforming education is a powerful vision that must be anchored in the strength of our people. As we strive to reach our strategic goals, we understand that true innovation will be shaped by the unique perspectives and contributions of our diverse campus communities and that well-being has a profound effect on achievement and engagement, particularly in times of great change.
“Workplace wellness”, “corporate wellness”, and “employee wellness”, have generally come to be associated with programs, policies, benefits, and environmental supports that are designed to improve employees’ physical health and safety at work. They may include: physical activity, healthy nutrition, stress management, awareness-oriented programs and participatory activities.
Well-being expands the view of wellness to more than just a focus on the physical body. Well-being also focuses on employees’ mental and emotional states, which influence their productivity and ability to perform at their peak, their capabilities, financial health, social networks and relationships.
Employee Experience & Engagement
Employee experience and engagement recognizes the integrative nature of the full employee experience and journey through the workplace from hire to retire. Employee experience affects daily life in and outside the workplace. Employee engagement is the level of an employee’s psychological investment in their organization as characterized by the experience they have.
Employee well-being and engagement can be both individual (affecting each employee differently and personally) and collective or organizational (affecting a group of employees the same way). There are three perspectives from which we consider the impacts of employee well-being and engagement:
What I Think?
The individual’s view of the organization.
How I Feel?
The Individual’s emotional or psychological investment in the organization.
What I Say?
The stories or anecdotes about the organization that the individual shares with others.
What I Do?
How the individual behaves and reacts to what is experienced.
What I Give?
The level of commitment and physical effort the individual gives to the organization.
What I Get?
The various ways the organization addresses all the needs of the individual, that lead to deep engagement.
Why I Stay?
What the individual gets from the organization that aligns to their various needs.