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Not long ago, employees were considered as little more than mere machines trained to perform their jobs in the most efficient manner possible. In scientific management, more commonly called Taylorism, aspects such as satisfaction or wellbeing did not enter the equation. This model was intended to achieve an increase in production through the specialization of workers and the suppression of unnecessary movements. On the other hand, an attempt was made to motivate employees through incentives, reducing the remuneration obtained per piece produced and therefore forcing them to produce more to obtain the same salary.
A wrong approach
At first glance it might seem like a smart management model, but it was later shown to be wrong. Dehumanizing workers was not only unethical, to say the least, but also brought with it unexpected consequences that have been explained through various studies on individual and group productivity. One conclusion can be drawn from all of them: employee wellbeing matters.
First of all, it matters because workers are, first and foremost, people. It is necessary to take care of their physical and mental health also in the workplace to help them maintain balance in all facets of their life.
However, this is not the only reason. If we look at it from a purely business point of view, there are many other arguments in favor of promoting the welfare of the workforce.
A prolonged discomfort in the workplace can lead to a reduction not only in productivity, something widely known, but also in general satisfaction, as well as a distancing from the objectives of the company. All this, in turn, has a series of effects on the attitude of the employee in the work environment.
On the one hand, it increases irritability. This can negatively impact relationships with other people, both personally and at work, which can lead to problems within teams.
On the other hand, there is a general lack of interest in what may happen within the organization. When an employee is unhappy, their day to day tends to focus on finishing their work within the stipulated schedule, without paying attention to other aspects. One of them may be information security.
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Impact on cybersecurity
If we focus only on ourselves, it is very difficult to remain alert to threats that, due to how bad we feel, have gone to the background. Following the protocols is no longer a priority, especially if, in addition, the situation of the organization regardless of its direct impact on our job has ceased to matter. In these cases, introducing a cultural change regarding cybersecurity becomes something frankly complicated, not to mention the increased probability of committing some type of error that results in a security incident.
Nor can we ignore the possibility that this discomfort may translate into resentment against the company for not finding a solution to the problem. This progressive dissatisfaction not only accentuates all the aforementioned aspects but can go one step further: the execution of a malicious incident. In fact, the latest study from the Ponemon Institute shows that there has been a progressive increase in the cost of these types of attacks over the years.
After reviewing these aspects, there is no doubt that wellbeing is a fundamental element, both for employees and for the proper functioning of the organization. Therefore, being able to measure it periodically is necessary, but not many companies decide to do so.
Annual climate surveys that provide anonymous data on an aggregated set allow one to perceive the general situation at a particular time. In other words, it is a specific photograph of the feelings of all employees regarding the organization. Thanks to them, companies can improve year after year; however, it is not enough.
In order to carry out effective measures to improve the level of wellbeing of all employees, it is essential to continuously monitor it. The focus should be on the particular situation of each one, in such a way that it allows to carry out personalized actions based on the needs found in each case.
Kymatio provides a comprehensive view of the wellbeing of workers thanks to its holistic approach. On the one hand, it interacts with the employee to obtain his general level of wellbeing, identifies the aspects of it that are most important to him, and provides personalized recommendations for his problem. On the other hand, the company receives recommendations to improve these levels, both at the individual level and at the departmental level.
All this helps workers to be better within the organization, so that they can maintain an optimal state of alert during the performance of their functions.