Employee well-being is now a priority գրեթե յուրաքանչյուր the core, the long-distance work of almost every organization’s strategic plan has shown a greater understanding of how people want to have a greater goal that speaks to communication և support. As a result, the US corporate health market is now valued at $ 20.4 billion and is projected to reach $ 87.4 billion by 2026 (two statistics based on the February 2022 report by ReportLinker).
In responding to changes in the epidemic of work life, including changes in engagement և performance, companies need to incorporate health into all aspects of their people’s strategy. The 2021 Health ից Health Report from the established Institute for Human Resources Development’s showed a dramatic link between investment ման maintenance, productivity և overall satisfaction այդ in this area.
As the Big Resign continues to accelerate in the first quarter of this year, 55% of professionals expect employee turnover to increase by 2022, according to a Korn Ferry survey, վերջին Oracle’s latest report suggests it could be higher. salary or more benefits. it’s not possible. enough motivation. No less than 88% of employees surveyed by Oracle said that the meaning of “success” for them has changed. Today, people prioritize work և work-life balance, mental health ակը goals.
It is clear that when organizations invest in people, they invest in their success, but what are the preferred methods for doing so?
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1. Organize health discussions with staff
Regular checks with individuals և groups are a great start և should not be too complicated. Health ուսումնասիր A study of individual motivational needs to improve performance can form the basis of a roadmap for a healthy environment. Leaders can find ways to improve workplace well-being by asking staff members the following questions:
• “What really matters to you when it comes to health and lifestyle?”
• “What motivates you to act in this area?”
• “What principles would you adopt if you had to design a health plan?”
• “Can you identify strategies that address the interests and needs of different team members?”
• “What benefits or measures would you suggest to improve work well-being?”
• “How would I know that the key health points have been reached … do you have any suggestions on how to make progress?”
2. Put mental health first
Even as people’s lives become more interconnected, working from home can present its own unique stressors (including isolation) that require investment in physical and mental health. Managers can begin to debug mental health issues through executive-level discussions, strategic plans, and the goal of making services and tools accessible to all employees.
Leaders can also create environments where employees feel empowered to seek help; they are provided with resources to actively manage their mental health. There are a number of suggestions for research, from free counseling և stress reduction techniques to mental health training: seminars.
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3. Lead by example
Leaders set the tone for an intellectual well-being approach in the workplace. For example, if employees do not see that managers are taking breaks, or do not observe that they are working at a volatile pace, this may become an acceptable և (unfortunate) criterion.
Professional tennis player Naomi Osaka Olympic gymnast Simone Byles recently appeared in the headlines when they voluntarily refused to participate in sports events due to mental health problems. As a result, a global և useful discussion was stimulated, և the leaders of the organizations can learn lessons here, especially how much it is possible to give everyone a vacation to recharge.
Leading by example can also mean that you are learning, accepting the fact that you do not have all the answers, trying to work on yourself, making things better. Honest conversations create a psychologically safe environment.
4. Raise the bar for managers with mental health training
Leaders should strive to teach themselves (և others) how to understand when people are struggling with mental health issues and how to support them. Such training should pay special attention to how leaders invite people to raise mental health concerns and the ability to respond quickly. Managers require practical tools when faced with challenges, such as how to talk to team members, study health strategies with them, how to communicate with individual members in difficult situations, and / or crisis.
5. Accept psychological security
Creating a more open environment helps people take risks without feeling insecure. It also allows teams to perform at their best and encourages the exchange of experience. Moreover, psychologically safe environments promote both confidence in talking about mental health and honest discussions about how to improve the workplace. Leaders can foster this sense of psychological security by asking for feedback, being open about failures, and creating a culture where everyone has a voice.
Related: 7 ways to boost employee engagement and increase your end result
6. Focus on the whole person
The epidemic has opened the door to jobs to focus on a wider range of employee health, from physical to mental and financial. Good managers also support staff members who need to care for loved ones who may be ill or who need to be involved in extracurricular activities.
For some organizations, a new way to address this need is through Lifestyle Accounts (LSAs), a new hiring tool that provides incentives for current employees to offset physical, financial, and emotional well-being costs. Another option is to pay off student debt or provide short-term loans to those who have unexpected expenses (such as car repairs). Companies can organize և Withdrawal of compensation through payroll processes to alleviate employees’ credit concerns. Another option is to provide incentives, such as $ 50 per month, which can be used for any health expenses.
7. Staff training
Continuing education is an integral part of the professional development of employees և must be integrated into the company over time. Promoting a learning culture encourages all staff to improve; it is possible to set an example once. This can be as simple as leaders sharing the latest article they read, the YouTube training they watched, or the course they completed.
According to the 2021 PwC report, it is estimated that 40% of employees will need up to six months of training by 2025. Although digital skills are in high demand, soft skills such as emotional intelligence, communication, and team management are also important. . you will be more valuable in the workplace. To that end, PwC has invested $ 3 billion to upgrade all its employees over the next few years.
Related: How can an entrepreneur increase productivity through professional development and training?
8. Comprehensive health culture
Establishing meaningful relationships with employees խ Promoting open discussions with compassion և will greatly help build trust. Taking the time to spend time with people outside of work, such as team lunches or scheduling individual check-ups, sets the tone for everyone’s health, and the rewards are likely to be quickly demonstrated in the form of better work performance. .
Virgin has taken an innovative approach by involving employees through artificial intelligence. A virtual journey called the Great Adventure, which solves personal health և health needs. AskNicely, the global SaaS platform, has launched a Nice Days program where staff can relax for mental health. In addition to their standard licenses, this և “Work from Anywhere” is a travel incentive for staff to work together anywhere in the world.
The bottom line here is that creating a culture where people can take the time to be happy and healthy creates additional positive waves in both performance and profitability.