Enhancing Employee Wellbeing and Performance through Talent Support and Development

Employee wellbeing has become more critical than ever, with both current and prospective employees placing greater emphasis on their health, satisfaction, and work-life balance. Our understanding of wellbeing has shifted significantly. It’s no longer just about physical health; it also includes mental, emotional, and social aspects, all of which are deeply influenced by how work is structured and managed.

Employers now recognise that workplace wellbeing is not just a moral obligation, but also a smart investment. Studies suggest that improving employee health and wellbeing on a global scale could create between $3.7 trillion and $11.7 trillion in economic value. As businesses strive to balance wellbeing and productivity, managing this challenge has become increasingly complex.

One model that helps navigate this complexity is the Job Demands-Resources (JD-R) model. Developed by Arnold Bakker and Evangelia Demerouti in 2006, it highlights the balance between job demands—such as responsibilities—and job resources, which include the support systems in place to help employees manage those demands. By applying this framework, organisations can better understand how to create an environment that supports both productivity and employee wellbeing.

What is Talent Support and Development?

Every role comes with specific responsibilities, and while these can drive motivation, they can also lead to stress if not properly managed. Talent support and development refers to the strategic practices and initiatives that companies put in place to help employees navigate their roles successfully and avoid burnout.

Effective talent support includes training, setting clear and achievable personal goals, offering regular feedback, providing mentoring opportunities, and recognising employees' efforts. By investing in these areas, organisations can align individual growth with broader business objectives. This ensures not only the development of employee skills and abilities but also long-term organisational success.

Striking the Right Balance

Managing responsibilities and maintaining motivation requires careful balance. The Yerkes-Dodson Law, a psychological principle, explains the link between stress levels and performance. It shows that an optimal level of stress can enhance performance, while too much or too little stress can have the opposite effect.

For organisations, this means providing employees with a manageable level of responsibility, while ensuring that enough support is available to help them meet challenges without feeling overwhelmed. When employees feel challenged but supported, they are more likely to perform at their best and avoid burnout.

Ultimately, achieving this balance benefits not only the individual employee but also the organisation as a whole. As employees thrive, their performance improves, driving the company toward greater success.

Ibec's KeepWell Framework Promoting Excellence in Talent Support & Development

The KeepWell Mark, Ibec’s workplace wellbeing accreditation, serves as Ireland’s national standard for workplace wellbeing, built around eight core pillars of health, wellbeing, and safety. The recently updated framework now features a dedicated pillar on Talent Support & Development, offering clear guidelines, practical resources, and best practices to help organisations successfully implement standards across all eight pillars. Explore the KeepWell Mark