Neftaly Encourage Resilience and Self-Care

Quarterly Employee Wellbeing and Development
June SCDR-2 Report
Led by: Neftaly Development Strategic Partnerships Office
In Collaboration With: Neftaly Development Royalty

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???? Introduction

In today’s dynamic, high-performance work environments—particularly within the development sector—resilience and self-care are no longer optional; they are essential. The June SCDR-2 focuses on encouraging resilience and cultivating sustainable self-care habits among Neftaly employees to ensure enduring wellbeing, job satisfaction, and long-term organizational impact.

Under the leadership of the Neftaly Development Strategic Partnerships Office, with guidance from the Neftaly Development Royalty, this initiative aims to build an emotionally strong, adaptable, and self-aware workforce that thrives through uncertainty and challenge.

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???? Vision for Psychological Sustainability at Neftaly

Neftaly defines resilience as the capacity to recover, adapt, and grow through stress and adversity, and self-care as the daily actions we take to protect and nurture our wellbeing. Together, these practices form the foundation for sustainable high performance, effective leadership, and personal fulfillment.

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???? Strategic Objectives – June SCDR-2

1. Equip Employees with Practical Resilience Tools
   Provide evidence-based frameworks and tools for managing stress and cultivating emotional flexibility.
2. Promote a Culture of Self-Care and Preventive Wellness
   Normalize rest, reflection, and recovery as integral parts of professional life.
3. Create Safe and Supportive Work Environments
   Encourage open dialogue about mental health, stress, and personal challenges without stigma.

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???? Key Programs and Interventions – June Highlights

1. ???? Resilience Training Series: “Bouncing Forward”

A 4-week masterclass series facilitated by trauma-informed psychologists and life coaches. Themes included:

• The Science of Stress: Understanding how stress affects the brain and body
• Cognitive Reframing: Turning setbacks into learning opportunities
• Emotional Regulation: Practical tools like journaling, box breathing, and mindfulness
• Resilient Mindset Building: Moving from fear-based to growth-oriented thinking

???? Outcome: 79% of participants reported improved ability to cope with workplace challenges.

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2. ???? Self-Care Lab: Personalized Wellbeing Plans

Employees were invited to participate in guided sessions to create their own Self-Care Plans, covering:

• Sleep hygiene
• Nutrition and hydration
• Digital boundaries
• Time management for recovery
• Identifying burnout triggers

Each plan was confidential and self-directed, encouraging autonomy in managing wellness routines.

???? Over 150 employees completed and submitted personal self-care commitments.

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3. ???? Compassion Circles and Safe Spaces

Facilitated by the Employee Wellness Team, these bi-weekly safe spaces were designed to:

• Normalize discussions around stress and fatigue
• Provide peer-led emotional support
• Share practical coping strategies in a non-judgmental setting

???? Feedback: “Knowing I’m not alone in feeling overwhelmed has made all the difference.”

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4. ???? Mind-Body Integration Practices

Integrated daily and weekly routines included:

• Morning Mindfulness Check-ins (15 min virtual guided sessions)
• Afternoon Movement Breaks (stretching, yoga, desk workouts)
• Digital Wellbeing Hour (encouraging reduced screen time after 4PM every Friday)

???? Engagement with wellness moments increased by 46% in June.

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???? Impact and Insights – June SCDR-2

• Employee Feedback (Pulse Survey):
  • 84% felt more capable of managing stress after participating
  • 71% reported implementing new self-care practices weekly
• Manager Observations:
  • Greater openness in team check-ins
  • Reduction in last-minute absences and stress-related leave
• Peer Referrals to Wellness Programs increased by 39%

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???? Strategic Alignment with Neftaly Development Royalty

These efforts are deeply aligned with the Neftaly Development Royalty’s People First Vision, which emphasizes psychological safety, emotional intelligence, and long-term capacity as key to sustainable impact in development work.

By embedding resilience and self-care practices into Neftaly’s culture, the initiative not only protects employee health but ensures they are equipped to lead and serve with clarity, strength, and compassion.

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???? Recommendations and Forward Planning

• Launch Quarterly Resilience Index to monitor stress and wellbeing trends.
• Develop a Digital Resilience Toolkit for remote and hybrid employees.
• Expand access to confidential mental health support and coaching.

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???? Conclusion

The June SCDR-2 confirms that resilience and self-care are not soft skills—they are strategic imperatives. With strong leadership from the Neftaly Development Strategic Partnerships Office and the transformative vision of the Neftaly Development Royalty, we are creating an organization where wellbeing is woven into our identity, and where employees are empowered to not just survive, but thrive.