- Companies with a predisposition for protecting the well-being of their employees have considerably greater staff retention rates.
- logically implies that a natural consequence of fostering the well-being of personnel leads to greater engagement, exceptional performance, and a happier atmosphere too.
- Here are eight techniques to successfully manage employee well-being in the workplace.
Companies with a predisposition for protecting the well-being of their employees have considerably greater staff retention rates. Why? Because today more than ever, it counts.
Some roles may be a means to a goal, but there is a function required by the employer to the employee, and an expected rate of performance for both company and the worker.
Therefore, logically implies that a natural consequence of fostering the well-being of personnel leads to greater engagement, exceptional performance, and a happier atmosphere too. Here are eight techniques to successfully manage employee well-being in the workplace.
Table of Contents
Create a Solid HR Department
HR is the short abbreviation for Human Resources.
This department is responsible for the people, their well-being, their training,
their engagement, and all of the onboarding operations plus, typically, payroll.
The addition of a competent HR team means there is a lead person to manage
all the administrative responsibilities that are a natural result of running a firm.
The cognitive connotation of the collective workforce is that HR is
a location they are able to go to rest their concerns, get resolution,
seek counsel and have a personal relationship with those higher up in the firm.
Aside from the emotional benefits for personnel, there are also practical aspects to be considered.
Properly qualified HR personnel are masters in compiling training courses in line
with company demands, building a fine-tuned onboarding and hiring method,
and creating efficient incentive programs to improve general engagement amongst the staff.
Promote Open Communication
Open communication between the management side of operations and personnel on the floor is crucial.
Staff members that feel blocked out feel invalid within the greater corporation.
Real, effective communication is a basic necessity for an employee to feel as
though they count in the workplace, are valued members of the team, and create a friendly climate for productivity.
Regular meetings are a strong technique to keep the full organization
up to speed with projects, plus management maintains an
open-door policy during specific hours of the workday for inquiries and similar.
The staff instantly feel more at ease and engaged, and hence more resilient when
they have a connection with the people high up making decisions.
With only 32% of the US workforce feeling linked to the wider picture, this is something that demands major improvement.
Invest in Protective Measures
One element that many firms neglect to address before the occurrence
is the protective measures around accidents in the workplace.
For example, insurance for specialty businesses like retail stores, as shown here
this article breaks down the insurance costs, which is a popular policy taken out by thousands of retail firms around the country.
A key component of that, besides keeping the company from falling under,
is the provision of workers’ compensation, which protects staff if they become injured or sick for work-related causes.
It is a moral obligation for enterprises to make accommodations
for the individuals that work hard under their roof, should damage befall them.
Contracts with insurance companies provide a security blanket for paying salaries
and, thus, shielding the company from the loss and ensuring there is an action in place for the employee that will support them in their recovery journey.
Take an Active Approach to Misconduct
Misconduct happens and is a natural result of a large number of people (or a small group) interacting in the same place for extended hours.
People disagree, hold contrasting ideas or opinions, and sadly,
workplace bullying or harassment is a typical occurrence as it is just human nature.
Not everyone was taught how to be polite and being nasty is a self-learned
protective mechanism to feel superior and in charge. While this is not ideal,
it happens everywhere and needs fixing.
Should an issue occur, the organization has to have a clear line on its approach to resolution.
Let the employee know that their gripe has a voice, that it is valid, and that there will be a solution.
Set Clear Expectations Before, During, and After Onboarding
Onboarding is the process of setting a new employee up for their life at work. It may include:
Meeting the wider team
A tour of the workspace
Any training such as health and safety processes
A shadow shift or mentor arrangement
Paperwork for personal details and job administration (work email, login, etc) (work email, login, etc.)
It is argued firmly that the onboarding process is a significant component of the new hire’s experience,
as it is those early impressions that count towards the wider perception of the new company.
A person demotivated and unkempt at the end
of their initial shift is significantly less likely to want to return and engage on day two.
Whereas if they were made to feel welcome, an immediate part of the wider team,
and cherished by management, psychologically they will naturally be
finding their organic place within the other team members, and mentally synchronize with the bigger vision.
An element of this approach should be to define clear boundaries around what the role demands.
While this may have been touched on briefly as a topic during the interview process,
it always benefits both the employee and the company to commence a reminder when the role begins.
Define someone’s function explicitly, and they will have more autonomy over their identity.
Provide Workplace Etiquette Training
It is the responsibility of management to guarantee HR training programs take place when they are intended to.
There is a benefit to training courses that focus on workplace etiquette.
What may be intuitive to you, could be an alien concept to others.
Basic manners, how to address the opposing gender, not being racist:
These are all things that don’t come naturally to certain individuals and until it is expressly addressed,
they may not even recognize consciously that their language causes an issue.
Preventative approaches are always better at battling problems than dealing with an incident after the fact.
Nurture Mental Health
4.3 million American people resigned from their employment in December of last year alone.
That is a stunning amount of active labor. The reason?
A lack of communication, feeling underappreciated, and poor mental health because of a toxic work environment.
Taking time to teach about mental health and establishing widely
accessible materials and tools are good starting steps for any firm to engage upon.
Training programs are a tried and proven approach to developing positive language
surrounding mental health and encouraging communication while
reducing the sometimes damaging attitude many people tend to take toward these types of situations.
When a firm is considered to be taking frequent mental barriers under consideration,
and demonstrating to their personnel that there are actions in place to support them,
the natural effect of this is heightened general well-being in the workplace.
Engagement Incentive Programs
Employees need something to look forward to in their professional life just like in their personal lives.
Engagement incentive systems, generally powered by HR, do just that.
This could look like performance-related bonus programs such as reward vouchers or wage bonuses,
prize specials for individuals who go above and above their KPI objectives,
or company-wide leisure activities sponsored and paid for by the firm.
There is a reason company retreats are so popular.
Human individuals need acceptance, it is simple psychology, especially when
the person in question suffers from poor self-esteem or any other spectrum-type condition.
Rewarding staff for exceptional performance is a simple calculation that generates tremendous results for everyone involved.
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Conclusion
Making people feel important is an easy thing to accomplish.
Solid lines of communication are the ideal place to begin,
supported by supporting training plans, clear and honest expectations, and utter intolerance for misconduct.
Make them feel comfortable, make them feel heard, enabling them to see their importance,
and they are ten times more likely to continue around for longer as compared to departing after the first week.
