Challenging Workplace Well-being Initiatives Through the PERMA Model

Investing in an organization’s workplace well-being has been increasingly recognized as integral to achieving organizational success. While there are numerous approaches to understanding and supporting well-being, The PERMA model, developed by Dr. Martin Seligman, offers a valuable framework for framing how we can promote psychological well-being in the workplace. The model focuses on five core elements: Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment. By integrating these elements into workplace well-being initiatives, organizations can move beyond simply mitigating problems to fostering a thriving work environment.

Each of the core elements can guide us in strategizing the next set of interventions of support we’d like to focus on.

Positive Emotions

Starting with Positive Emotions, this element explores how we can prioritize initiatives or practices that encourage emotions such as gratitude, optimism, and joy through practices such as celebrating small wins, checking in with one another, and fostering a culture of acknowledgment.

A question we can ask ourselves: What can we prioritize to encourage celebration, gratitude, and optimism in the team?

Engagement

The second element of the PERMA framework is Engagement. It focuses on understanding how creating opportunities for employees to experience a sense of “flow” can be beneficial to their sense of well-being. Rather than having a sole focus on promoting work-life balance, this component of the model highlights initiatives that allow employees to experience deep engagement in their work can be beneficial for them. This can be achieved by providing opportunities for skill development and offering challenging yet achievable goals. Through a healthy level of engagement, they are more likely to find fulfillment in their work.

A question we can ask ourselves: What opportunities can we provide to help employees find deeper engagement and flow in their tasks and roles?

Relationships

Relationships are well-known as a key factor in promoting well-being. The PERMA model further highlights this by emphasizing the significance of developing quality relationships and environments that cultures that support open communication & collaboration. Organizations that invest in team-building activities, mentoring sessions, and social events can build a sense of community where employees feel they belong.

A question we can ask ourselves: How can we foster stronger, more meaningful connections and support systems among employees to enhance their sense of belonging?

Meaning

While external motivators such as financial incentives are important, the PERMA model asks the question of how Meaning can be included in the workplace. Research has shown that employees who feel a sense of connectedness to their purpose at work are more likely to experience lasting positive levels of well-being. Leaders can support employees create this connectedness through clear communication of the impact of their work, aligning their contributions to the employee’s values, and lastly, offering ad-hoc opportunities for more meaningful work.

A question we can ask ourselves: In what ways can we align employees’ individual roles with a greater sense of purpose and meaning within the organization?

Accomplishment

Finally, the PERMA model challenges the traditional emphasis on avoiding failure by promoting a focus on Accomplishment. Encouraging a growth mindset, where employees are recognized for their efforts and progress rather than just their outcomes, can foster a culture of continuous improvement. Organizations can support this by setting clear, achievable goals, providing regular feedback, and celebrating milestones. When employees feel a sense of accomplishment, their confidence and motivation increase, contributing to overall psychological well-being.

A question we can ask ourselves: How can we better recognize and celebrate employees’ achievements to promote a sense of accomplishment and continuous growth?

Coaching as an Approach to Well-being

The application of the PERMA model can be daunting from the get-go. However, working with a coach is one concrete way to help promote reflection and turn ideas into action. The coaching methodology aligns with the PERMA model in empowering the individual to come up with solutions to designing interventions for each of the factors in the model. In Haraya, we use internal frameworks, such as our emotional dashboard, to prompt discussions amongst employees to check in with themselves on how they are doing. 

Overall, the PERMA model offers a comprehensive approach to promoting psychological well-being in the workplace. By focusing on Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment, organizations can create a work environment that fosters a thriving, positive culture where its employees feel a sense of belonging and meaning. Integrating the PERMA model into workplace well-being initiatives allows for a more holistic and effective strategy, ultimately leading to enhanced employee satisfaction, productivity, and organizational success.