Corporate wellbeing strategies may need to target personality types in order to provide support staff in a post-Covid environment according to new research .
Aviva’s ‘Embracing the Age of Ambiguity’ report says personality should be considered alongside traditional metrics, such as age and income bracket when looking at a range of work-related health and wellbeing issues.
The report, conducted in collaboration with business wellbeing specialists Robertson Cooper, found personality plays a key role in determining preferences, behaviours and outcomes, and predicts a third of an individual’s ‘wellbeing level’ and a quarter of their ‘life satisfaction’ score.
Introverts are likely to be most concerned about job security, and in the current conditions a third of them miss face-to-face contact with colleagues. This compares to just a quarter of extroverts.
In addition the research found that younger workers also need more tailored support with under-25s are most likely to feel some degree of anxiety and rank their mental health as poor.
Aviva says this research creates a strong argument against adopting a ‘one-size-fits-all’ approach to supporting, managing and motivating employees.
Aviva wellbeing lead, Debbie Bullock says: “Wherever they are working, people remain a business’ number one asset, and by providing them with the right tailored support, their contribution will be more valuable than ever before.”
She adds that a third of employee wellbeing and satisfaction levels are determined by personality types: “Personality is fixed but resilience can be developed in employees, and managers are in a great position to ensure their colleagues have the right skills and confidence to grow in their careers during this continued uncertainty. A little insight, the right conversations and skill-building can go a long way to help identify when people may need more support.”
Aviva says that while many employers segment their workforce along demographic lines, it’s critical to also include personality type as an additional dimension.
Bullock adds: “We believe that employers can play a major role in guiding their employees through ‘The Age of Ambiguity’. By promoting healthier habits and incremental shifts in attitudes and actions, we can empower people to make informed, balanced and positive career and lifestyle choices, whatever 2021 throws at us.”
Aviva’s research also showed only one in six employees (15 per cent) agreed their employer is trying really hard to understand what motivates them. However only a quarter of employees surveyed agreed that their employer is genuinely concerned about their wellbeing (26 per cent).
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