It can be confusing when choosing the goals for developing your team. Your goals will determine the models the trainer will use.
When it comes to boosting employee well-being and creating a positive workplace culture, there’s no one-size-fits-all approach. I usually use PERMA but wanted to explore other models to see which is best. I found that .. it depends.
Here’s a comparison of some of the most effective well-being models that can be used in workplace training to enhance employee satisfaction, resilience, and performance.
If you are short on time, here is the article summary.
The right model depends on your team’s unique needs:
- For purpose-driven cultures: PERMA or Self-Determination Theory.
- For quick wins: 5 Ways to Wellbeing.
- For stress management: JD-R Model or RAW Framework.
I wonder which one you think is best for you right now?
Now, I’ll flesh them out.
- PERMA Model (Dr. Martin Seligman)
Focus: Psychological well-being
- Positive Emotion: Cultivate positive experiences
- Engagement: Find flow in meaningful work
- Relationships: Build strong connections
- Meaning: Connect work to a greater purpose
- Achievement: Set and celebrate goals
Best For: Organisations looking to create a culture of positivity and purpose. This model is especially effective in industries where motivation and fulfilment are key drivers of performance. Like healthcare and community service organisations.
Implementation Tip: Use activities that help your team identify strengths and align them with their roles for higher engagement.
- 5 Ways to Wellbeing (New Economics Foundation)
Focus: Holistic well-being
- Connect: Build relationships with colleagues
- Be Active: Promote movement and physical health
- Take Notice: Encourage mindfulness and presence
- Keep Learning: Support continuous development
- Give: Foster a culture of helping and sharing
Best For: Organisation wanting a simple, practical framework to enhance well-being without intensive training. It’s ideal for creating quick wins by putting in small, actionable habits into the workday.
Integration tip: Encourage your team to take mindful breaks, engage in learning circles, and celebrate acts of kindness.
- The Job Demands-Resources (JD-R) Model
Focus: Balancing work stress and resources
- Job Demands: Manage workloads, role ambiguity, and deadlines
- Job Resources: Enhance support, feedback, autonomy, and growth opportunities
Best For: Organisations facing high levels of stress and burnout. This is not a feel good wellbeing model but practical model where the leaders need to roll up their sleeves and get objective data and then act on it. This model is useful for assessing workload pressures and improving resilience through better support structures.
Integration tip: Use surveys to find high job demands and align training to reduce stressors, like promoting boundary-setting and time management. If you do a survey, make sure you follow through with positive action, otherwise you will lose trust.
- Self-Determination Theory (Deci & Ryan)
Focus: Intrinsic motivation and psychological needs
- Autonomy: Empower employees to make decisions
- Competence: Build skills and mastery in roles
- Relatedness: Strengthen connections among teams
Best For: Organisations aiming to improve intrinsic motivation and employee engagement, particularly in knowledge-based industries where creativity and autonomy drive results. I use this model in leadership training and in the Leadership training part with Resilience training.
Integration tip: Create opportunities for your team to take ownership of projects, recognise their skills, and connect with colleagues through collaborative work. Make sure leaders have the necessary listening skills that are often missed.
- Resilience at Work (RAW) Framework
Focus: Building resilience in teams and leaders
- Self-care: Physical and mental well-being
- Purpose and Direction: Clarity in roles and goals
- Adaptability: Coping with change and uncertainty
- Sustainable Workload: Managing energy and preventing burnout
Best For: Organisations undergoing significant change or high-stress environments, like healthcare or tech. This model is perfect for teams looking to build resilience and reduce turnover. I would also add that the SCARF framework by Dr David Rock works well with this model.
Integration tip: Incorporate strategies like stress management workshops, energy audits, and mental health check-ins.
Which Model Should You Choose?
The right model depends on your team’s unique needs:
- For purpose-driven cultures: PERMA or Self-Determination Theory.
- For quick wins: 5 Ways to Wellbeing.
- For stress management: JD-R Model or RAW Framework.
Investing in well-being training tailored to your organisation not only boosts employee satisfaction but also drives productivity, innovation, and overall success.
The key is to choose a model that aligns with your workplace culture and goals.
Warmly,
Michelle
Useful Links
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