Workplace wellness refers to initiatives, policies, and programs that support the physical, mental, and emotional health of employees. This can include fitness programs, counselling services, mental health days, ergonomic support, and more.

A healthy workforce is a productive workforce. Investing in wellness:

• Reduces absenteeism and presenteeism

• Increases engagement and morale

• Improves retention and job satisfaction

• Enhances overall organisational performance

• On-site or virtual fitness sessions

• Mental health workshops

• Stress management activities or training

• Nutritional advice / coaching or wellness canteens

• Wellness challenges and team activities

• Employee Assistance Programmes (EAPs)

• Health screening and biometric assessments

An EAP is a confidential support service offering counselling and referral services for employees dealing with personal or work-related issues such as stress, grief, addiction, or family matters

Common metrics include:

• Employee participation rates

• Feedback and satisfaction surveys

• Reduced absenteeism and turnover

• Improved productivity and engagement scores

• Health risk assessment outcomes

• Create psychologically safe environments

• Train managers on mental health literacy

• Offer mental health days or flexible time

• Promote open conversations and destigmatise mental illness

• Provide access to counselling or therapy

• Implement workload balancing

• Foster regular breaks and reasonable deadlines

• Encourage the use of leave

• Promote healthy boundaries and flexible work

• Educate employees on signs of burnout and stress

• Lead from the top: Leadership must model wellness behaviour

• Make wellness part of company values and strategy

• Integrate wellness into daily work life, not just special events

• Recognise and reward healthy behaviours

• Involve employees in co-creating wellness initiatives

Strategic HR aligns people practices with business goals. This includes talent development, workforce planning, succession planning, and building a strong culture aligned with company values.

Psychometric assessments are standardised tools used to measure a person’s cognitive abilities, personality traits, behavioural preferences, and emotional intelligence. They provide objective data to support talent decisions

Yes, reputable psychometric tools are based on extensive psychological research and statistical validation. They are designed to be reliable, valid, and free from bias when used appropriately.

In South Africa (and many other regions), assessments must comply with laws such as:

• Employment Equity Act: Ensuring assessments are scientifically validated, non-discriminatory, and culturally fair.
  Always use assessments that are registered with the Health Professions Council of South Africa (HPCSA) or local regulatory bodies

Not typically. Personality and behaviour assessments don’t have pass/fail outcomes. Instead, they indicate fit for a specific role, culture, or competency framework. Ability tests, however, are sometimes scored competitively.

• Cognitive/Ability Tests: Assess numerical, verbal, abstract, or logical reasoning.

• Personality Questionnaires: Explore traits, motivations, and behavioural styles.

• Emotional Intelligence (EQ) assessments

• Situational Judgment Tests (SJT)

• Skills-based assessments / In-Basket Assessments

Yes. Ethical best practice is to provide candidates with constructive feedback, especially for developmental purposes. Feedback sessions are often facilitated by certified practitioners.