top of page

Workplace Resilience and Well-being

Support Group

What is WRAW?

Wraw has been developed by The Wellbeing Project and is the worlds first psychometric measure of resilience and its impact on wellbeing for working people.

It stands for ‘Workplace resilience and well-being’, describing a subject that is of increasing importance in the workplace.

The WRAW report is designed to provide individuals, teams and whole organisations with a snapshot of how they are experiencing and responding to the challenges and pressures that they are currently facing.

By fostering greater self-awareness, Wraw highlights opportunities for individuals and teams to optimise areas of strength and find ways to develop and improve aspects of their wellbeing and resilience which may currently be compromised

Why Is Workplace Resilience and Well-being Important?

Our work environment is constantly evolving and many of us are experiencing an increased use of technology, more complex regulation and compliance, and fastmoving, highly competitive markets.

An accumulation of work-based pressures can spill over into our personal time, leaving little respite for busy lifestyles and a real risk that our resilience and wellbeing are compromised.

There is a growing need and expectation for employers to do more to ensure that the wellbeing of their people is safeguarded.

Many employers are already creating healthy, inclusive workplaces, but more needs to be done so that employers provide the support needed for employees with mental health conditions.

Resilience And Wellbeing And Healthy High Performance

The evidence in support of creating a climate of healthy high performance is mounting. Academic research points to three causal mechanisms through which higher levels of employee wellbeing can bring about higher job performance.

1. The first is by affecting employees’ cognitive abilities and processes, enabling them to think more creatively and to be more effective at problem-solving.

2. The second is by affecting employees' attitudes to work - raising their propensity to be co-operative and collaborative, thus supporting good working relationships.

3. The third is by improving employees’ physiology and general health - improving their cardiovascular health and immunity, enabling speedier recovery from illness, and securing greater levels of energy and potentially effort.

High performance Culture

Trusted Coaching Professional


When employees enjoy high levels of wellbeing, their thoughts and behaviours are conducive to supporting healthy high performance. Coupled with this, robust physical health ensures they are ‘firing on all cylinders’ and as a result are better able to successfully navigate challenge and bounce-back from set-back.

Resilience does not mean we are immune to what life throws at us - physical and mental health challenges may lead to outcomes that affect us regardless of our resilience. However, evidence suggests that developing our resilience leads to positive outcomes, such as experiencing a sense of challenge and achievement, which are important for high levels of psychological wellbeing.

bottom of page