{"id":68461,"date":"2022-12-14T18:58:44","date_gmt":"2022-12-14T16:58:44","guid":{"rendered":"https:\/\/www.vgen.it\/?p=68461"},"modified":"2022-12-20T11:41:14","modified_gmt":"2022-12-20T09:41:14","slug":"well-being-washing","status":"publish","type":"post","link":"https:\/\/www.vgen.it\/en\/well-being-washing\/","title":{"rendered":"Well-being washing: Company welfare only in facade"},"content":{"rendered":"<p><span style=\"font-family: ubuntu; font-size: 13pt;\">The <i>woke<\/i> or <i>colour washing<\/i>, presa di posizione e sostegno da parte dei <i>brand<\/i> a una causa aderente ai propri scopi a cui si \u00e8 soliti associare un colore che la rappresenti, ha una nuova frontiera: il <i>well-being washing<\/i>, ovvero \u00ab<em>quell\u2019insieme di attivit\u00e0 volte a dipingere, internamente e spesso esternamente, una realt\u00e0 come attenta al benessere delle sue persone, sebbene le cose vadano in maniera totalmente diversa<\/em>\u00bb.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><!--more--><br \/>\n<span style=\"font-family: ubuntu; font-size: 13pt;\">Considerato uno tra i principali <i>driver<\/i> di scelta di un\u2019organizzazione dai giovani talenti, specialmente se appartenenti alla Generazione Z, il <i>well-being<\/i> viene ormai considerato elemento imprescindibile quando si fa <i>application<\/i> per una posizione lavorativa, ma spesso finisce per diventare una mera leva strategica invece che parte integrante della cultura aziendale di un\u2019organizzazione. \u00c8 qui che subentra un \u2018benessere di facciata\u2019 costruito a tavolino in cui le imprese si mostrano intente ad organizzare attivit\u00e0 e promuovere servizi che beneficiano al personale soltanto in apparenza.<\/span><br \/>\n<span style=\"font-family: ubuntu; font-size: 13pt;\">What are, however, the reasons that push companies to do <i>well-being washing<\/i>?<\/span><\/p>\n<p><!--more--><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\"><b>1\ufe0f\u20e3 <span style=\"color: #8c52ff;\">Lack of listening to the needs of employees:<\/span><\/b> not listening to staff risks fuelling the discontent of individuals or may lead to the adoption of a standardised approach that does not correspond to the real needs of employees;<\/span><br \/>\n<span style=\"font-family: ubuntu; font-size: 13pt;\"><!--more--><\/span><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\"><b>2\ufe0f\u20e3 <span style=\"color: #8c52ff;\">Lack of overview:<\/span><\/b> the well-being of the company is the<i>output<\/i> of a process at the basis of which is the understanding of the complexity of the individuals who make up a <i>team<\/i>. Not having an overview, leads to actions <i>one shot<\/i> and not a long-term sustainable strategy that will make employees not only happier, but also more productive;<\/span><br \/>\n<span style=\"font-family: ubuntu; font-size: 13pt;\"><!--more--><\/span><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\"><b>3\ufe0f\u20e3<span style=\"color: #8c52ff;\"> Stigmatizing mental health:<\/span><\/b> if it is true that \u00abThere is no health without mental health\u00bb, as the WHO states, it is equally true that mental health for individuals and companies is still something strongly stigmatized and underestimated despite the phenomenon of <i>burn out<\/i> has taken more and more foot in recent years.<\/span><\/p>\n<p><span style=\"font-family: ubuntu; font-size: 13pt;\"><!--more--><\/span><\/p>\n<p><span style=\"font-family: ubuntu; font-size: 13pt;\">Exactly as in the case of <i>greenwashing<\/i>, to position itself as companies attentive to the well-being of employees and not really be so, even if for a short period, involves several risks including:<\/span><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\">\u274c Loss of credibility and consumer confidence and <i>stakeholder<\/i><\/span><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\">\u274c Damage to the <i>brand reputation;<\/i><\/span><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\">\u274c Damage to the <i>brand image;<\/i><\/span><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\">\u274c Negative word of mouth <i>online<\/i> and <i>offline;<\/i><\/span><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\">\u274c Reputational crisis<\/span><\/p>\n<p style=\"padding-left: 40px;\"><span style=\"font-family: ubuntu; font-size: 13pt;\">\u274c Increase in employee <i>turnover <\/i>;<\/span><\/p>\n<p><span style=\"font-family: ubuntu; font-size: 13pt;\"><!--more--><\/span><br \/>\n<span style=\"font-family: ubuntu; font-size: 13pt;\">So what can a company do to avoid slipping into these practices? First, the ideal would be to start from your own <i>vision<\/i> and try to bring the <i>focus<\/i> in un\u2019altra direzione: da \u2018questo \u00e8 ci\u00f2 che facciamo oggi per le nostre persone\u2019 a \u2018questo \u00e8 <strong><span style=\"color: #8c52ff;\">ci\u00f2 che<\/span> <\/strong><b><span style=\"color: #8c52ff;\">vogliamo<\/span> <span style=\"color: #8c52ff;\">fare<\/span><\/b> per le nostre persone\u2019, provando a comprendere le esigenze reali dei dipendenti, ascoltandoli e capendo come l\u2019azienda pu\u00f2 rispondervi e contribuirvi.<\/span><\/p>\n<p><!--more--><br \/>\n<span style=\"font-family: ubuntu; font-size: 13pt;\">Moreover, <span style=\"color: #8c52ff;\"><b>abbracciare un impegno a lungo termine <\/b><\/span>for corporate well-being, with the right KPIs, the training of <i>leader<\/i> and the repetition of behaviors throughout the company organization chart, can encourage the transition and positive change to a corporate culture in which well-being is not only <em>marketing<\/em> but a value to convey to potential interested talents.<\/span><\/p>\n<p><!--more--><\/p>\n<p><span style=\"font-family: ubuntu; font-size: 13pt;\">Once you understand how to create an organizational environment that really puts the needs of the workforce at the center, you have to implement a <em>employer branding strategy<\/em> useful to communicate the commitments made and to demonstrate how the company takes care of its employees and its consumers.<\/span><\/p>\n<p><!--more--><!--more--><\/p>","protected":false},"excerpt":{"rendered":"<p>Perch\u00e9 le aziende fanno well-being washing e quali sono i rischi che comporta incorrere in tali pratiche? Scopri le motivazioni dietro la costruzione di un benessere di facciata e i nostri consigli utili per un impegno a lungo termine per una cultura aziendale che metta realmente al centro le persone.<\/p>","protected":false},"author":217,"featured_media":68516,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2870,2635,2790],"tags":[937,1515,2664,2893,2894],"class_list":["post-68461","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-per-aziende","category-approfondimenti","category-blog","tag-hr","tag-employer-branding","tag-risorse-umane","tag-well-being-washing","tag-benessere-aziendale"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Well-being washing: benessere aziendale di facciata - VGen Blog<\/title>\n<meta name=\"description\" content=\"Perch\u00e9 le aziende fanno well-being washing? 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