Workplace corporate social responsibility is more important today than ever before, and it comes in various forms, from product donations to employee volunteer days and eco-friendlier work practices.
It’s beneficial for companies to evaluate their initiatives to determine the ways they can have a positive impact on their community and as a result, attract and retain new talent to their organisation.
Here are some suggestions of how leadership can find new talent by boosting their workplace corporate social responsibility, take responsibility for their corporate actions and contribute to a more sustainable society.
Businesses should strive to keep waste to a minimum wherever possible, to reduce how much they’re sending to landfills. An effective way to achieve this is by encouraging members of your team (and the wider organisation) to recycle. “The more staff that are on board, the more this is adopted throughout the entire business”, explains waste recycling business Countrystyle Recycling, “rewards and recycling incentives are a great method to encourage employees to recycle. Not only does this enable you to reach recycling goals but gives a sense of competition throughout the business”.
Take advantage of your monthly/quarterly meetings and communicate the importance of improving your corporate sustainability credentials. Discuss in an open forum what would motivate them to recycle and experiment with a range of different schemes to help implement an effective sustainability model in the workplace.
By adopting and implementing ethical recycling processes into your team’s workflow, it will encourage everyone to only print where necessary, place recycling points around the site and donate office furniture or equipment when it’s no longer needed.
Regardless of the size of your team, it’s likely that a proportion will still look to commute to work each day (even after COVID-19). For larger businesses, in particular, this could result in a larger carbon footprint for the company as a whole.
Businesses that are keen to adopt a greener mindset can encourage both new and existing staff to choose alternative commuting methods where possible, whether that’s walking, cycling or car sharing.
Many companies have had great success improving company culture with bike-to-work schemes and incentives, whether it’s set up in-house or you use a third-party company to offer these benefits to your staff.
Appointing a few members of your team or even just an individual within the company to innovate new ideas on how the company can become more eco-friendly is a great way to empower your team and introduce new initiatives.
Where possible, you should appoint people from different teams to gain fresh perspectives and unique ideas, as these individuals will be able to see the sustainability problems the business faces from different angles, whether it’s marketing, packaging and logistics, or operations.
Not only will it help your company adopt eco-friendly practices but it contributes towards a positive brand image and shows that the business takes such issues seriously – which will encourage potential new talent to show an interest in working for your business if their ethics and values align.
All companies rely on energy to some degree, but how well your workplace uses that energy is important when it comes to sustainability. An energy efficiency audit can help you assess areas of your office where you can save on energy, reduce your carbon footprint and save on utility bills in the process.
As part of this process, you can see if there is equipment or technology that your environment is using that can be switched to an energy-efficient alternative if necessary, as well as potentially switching to a renewable energy provider.
Other (seemingly) small but effective changes could include:
Engage your team by giving them the freedom to come up with their own ideas and initiatives for improving the sustainability of the business. They will likely be more engaged and motivated to stick with the changes being implemented if they have an investment in the cause.
It makes sense that your business aligns with others in terms of the standards and policies you’ve adopted. After all, part of workplace corporate social responsibility is considering how your business can do better, so why shouldn’t that extend to your company’s business partners and suppliers?
Don’t be afraid to show initiative and ask the following questions to senior management:
Regardless of the industry you operate in or the size of the business you work for, the chances are someone in your company deals with third parties regularly, so assess with upper management how you can forge more sustainably-minded relationships to coincide with your sustainable efforts elsewhere in the business.
From gaining the loyalty and trust of your team and wider departments to reducing overhead costs and minimising your carbon footprint, there are many advantages to opting for eco-friendly practices. Attracting talent who values these aspects in an organisation is another key advantage that will hugely benefit your business.
Workplace corporate social responsibility encapsulates so many areas of a business’s operations and the organisations building true eco-credentials understand that long-term plans are far more effective than short-term fixes and temporary solutions.
Interested in other effective ways you can attract talent to your business? Book a demo and we can help.
Here we cover how to improve workflow in the office in 7 surprising ways.
Everybody says it’s better to “work smart” than to work hard. While we believe you should do both, let’s think about working smart for a second. What does that actually mean? For too many people, working smart entails cutting corners, lowering standards, and trying to slack off as much as possible while hoping your boss won’t notice. Basically doing as little work as possible. This, besides being unethical, is wrong (at least partly).
Working smart means achieving the results you want, accomplishing your goals, and finishing projects, while investing as little energy and as few resources as possible. You still get the job done, you do what you’re supposed to do, you just making it easier for yourself and others. This is almost synonymous with getting a better daily workflow.
Improving how stuff is done, whether your’s specifically or your team’s, is all about efficiency and working smart. Below we give you some tips, tricks, and examples of how you can do just that.
Small, daily habits can build up. The small things we do every single day for weeks, months, years, reflect upon a company’s productivity much more than some fantastic new system or hair-brained scheme.
For example, you can point out that people should go for a walk while on their breaks. Instead of staring at a phone, people will feel much better if they get some fresh air (according to this Business Journals article).
Encourage physically active breaks and healthy habits at the office. People should drink plenty of water and maybe opt for some healthy snacks. Fill up your rec room with fruits, nuts, and granola bars.
As far as actual assignments go, promote a distraction-free environment. Don’t ban smartphones, but encourage people to keep them in their pockets when work is being done.
Similar to our previous point, knowing how things are done, and what needs to be done first, is pretty important for your organisation. So, sit down with your team, and talk it out. Have a very clear idea of what are the most important tasks that need to be done, and who needs to do them.
While the actual workflow will vary from company to company, there are some general principles you can check out. We strongly suggest you try out Eisenhower’s Urgent/Important chart. You write down a list of tasks you need to do. Then, you figure out which one of them falls into which category. Tasks can be:
Many of you diehard entrepreneurs out there might balk at the idea, but breaks are actually good for you (and your employees). High-level motivation and a ride-or-die attitude are all well and good, but if you’re wondering how to improve workflow in the office, taking a break will improve efficiency and workflow significantly.
People need breaks, they need to rest. A solid lunch break, with a couple of short breaks throughout the day, can mean the world. People get the opportunity to recharge their batteries, stretch their legs, and can get back to work fresh and invigorated. Check out this Forbes report on scientific studies that deal with stress and breaks.
If you force your people, and yourself, to work for hours on end, your work will suffer. You may not notice it, but you will become less and less efficient as time goes on, and you might start making mistakes. The best workflow and organization setup won’t help if you are too tired to focus.
If you want to get a heads up on your workflow in the office, focus on training and educating people. Investing in seminars, courses, and proper instructors can yield amazing benefits. Studies show that it increases self-worth and motivation, not just their relevant skill. The best part is that you can pick and choose a seminar that fits your needs the best, allowing you to maximize workflow and efficiency.
For example, if you have noticed that productivity is lacking because people are procrastinating with their tasks and are losing motivation, getting a motivational speaker or investing in a seminar on goal setting might help.
You can also get an expert to come to your company and help everyone with becoming more efficient. An outsider might notice some issues, they might give you advice on problems and weak spots that you never noticed before.
Finally, helping your people improve their skills and get better at their jobs (through courses and seminars) means everything will run more smoothly. It will show them that you care about their careers and their skills, thus further improving efficiency by improving motivation.
Another way to improve workflow in the office is investing in the right tools. Now, these can seriously depend on your field of expertise and the actual industry your company is in. We do however have some suggestions.
First of all, things need to be efficient. We suggest you get a centralized messaging app for the entire company. Get some alternatives to Slack, and use it exclusively for communication. Communicating over email, an app, skype, Facebook, Whatsapp, and whatever else means you will most likely lose some important data and make mistakes.
Invest in good computers too. There is nothing more stressful than a slow work laptop. This goes for any type of equipment your people need to do their jobs.
No, you cannot multitask, according to science. Doing multiple things at once means you will do all of them worse than actually dedicated your full attention to one task at a time. Your brain will overload from all that extra data, and you will miss out on important aspects of work.
Try to have set “do not disturb” hours for especially difficult and important projects.
Proper communication improves every aspect of your business. The better you can communicate, the lower the chances of having misunderstandings and confusion arise at the workplace. You also become better at motivating your employees, as well as connecting with them.
This tip might be the hardest to figure out, but it’s not impossible. Check out some courses, read an article or two, buy some books, find specific google videos… Just take your time, and try to think outside of the box.
And there you have it folks, a couple of unexpected ways on how to improve workflow in the office. Think outside of the box, better efficiency isn’t that obvious. Getting the most difficult part of the job right away, learning how to communicate, investing in proper tools, and actually taking breaks will help you, and your team, do your jobs better.
It seems near impossible to imagine a life past the pandemic, but as more vaccines become available and widespread immunity increases, companies and employers need to prepare to safely and effectively bring employees back to the office. While the landscape of the workplace has drastically changed and some will continue to work remotely for the foreseeable future, many will choose to come back to the office partially or full time. There are a number of strategies that workplaces can implement to ensure that their employees feel supported if and when they return to the office.
The shift between home and office is going to be a slow one. As an employer, you’ll need to anticipate that it will take your employees at least a few weeks to ensure that their affairs are in order. Stay transparent with your employees about the timeframe in which they can expect to return to the office. Give them a projected date as soon as possible, even if it is subject to change. If they know that a return to the office is imminent, people can begin to make plans for things like childcare and pet sitting. These arrangements can sometimes take weeks to secure. Some may even need to figure out their method of transportation once again.
When deciding when and how to return, you might consider creating a hybrid schedule. This could mean that certain teams come in on two days out of the week, while other teams come in on the opposite two days, and you use a day in between as a completely virtual day. Or it could mean that everyone is in on Monday, Wednesday, and Friday, and Tuesday and Thursday are your virtual days. Whatever you choose to establish as your new schedule, make sure it is consistent and communicated to your employees in advance.
Employees will also need time to adjust the routines that they’ve developed while staying home. Some of the luxuries of working from home, like waking up late, midday workouts, and cooking every meal have become normal parts of the day. People will have to return to waking up with time for the commute and preparing meals in advance. It may be helpful to suggest to employees that they should get back into these habits prior to returning to the office, this way the change does not feel so drastic. It might even be helpful for employees to start using a habit tracker to make the transition easier and more successful.
The COVID-19 pandemic has brought the cleanliness of the office space to the forefront of everyone’s mind. One of the top priorities as an employer should be to make sure your employees are not only comfortable in their work environment, but to make sure they stay healthy. Keeping the physical office space disinfected shows your employees that their safety is a major concern.
Focus on keeping your high-touch surfaces clean to abate the spread of germs. High-touch surfaces are exactly what the term would imply; the surfaces that are touched by the most people multiple times a day. These can include doorknobs, light switches, hand scanners, faucets, kitchen and bathroom fixtures. Consider setting a reminder in the morning, midday, and evening to go around to each area to sanitize. You can also designate a specific one or two people to be in charge of turning on lights and locking and unlocking doors.
Consider creating task forces assigned to sanitizing certain areas. Having specific team assignments will safeguard any areas from being overlooked, and will assure the frequency with which each area is being cleaned. You can also assign someone, perhaps on a rotating schedule to make sure you have things like hand sanitizer, disinfectant wipes, and paper towels in stock. When it is time to restock, they can place an order to have the cleaning supplies delivered to your office. By keeping employees engaged in the process, they can feel better about their office space knowing that it is cleaned to their own standards.
Another way to keep the office cleaner and your employees safer is to eliminate the need for shared items. For example, each employee that requires a phone should have an individual phone or a business number that they can use on their own phone. You can also do things like giving every employee their own box of pens, and making sure that you have enough keyboards and mice that they won’t need to share. Your employees will feel better about coming into work if what they are using is their own and they don’t have to worry about the cleanliness of others.
A key component to supporting the well-being of your employees is to encourage them to take charge of their health. Attending work while feeling ill is no longer an option. Whether it be a mild cold or something more serious, it isn’t worth coming into the office and potentially spreading an illness to someone else. Not only do you want to try to create an environment where your employees feel confident that they won’t get sick at work, but healthy employees will ensure that you don’t lose any productivity due to multiple absences.
Let your staff know that it is acceptable and even encouraged to stay home while ill. As many have learned, viral illnesses can have a range of symptoms and severity. Consider creating a list of concerning symptoms for your employees to reference so that they can easily make the decision of whether or not to stay home. If you’ve been working remotely for a while, they might be able to complete their duties from home if they’re feeling up to it. If they are especially unwell, encourage your employees to take time to rest so that they might recover faster.
You should also be supportive of your employees making time to find and utilize healthcare. Simple communication to remind them to stay up-to-date on their medical treatments, checkups, vaccines, and general health can lead to an overall healthier and more productive staff. Visiting a doctor for a severe or continuing illness should be encouraged.
There is a chain reaction effect that comes from empowering employees to improve or maintain their mental wellbeing. If people are in a healthy headspace, they are more likely to put effort into taking care of other areas of their life, especially their careers. Employees want to feel excited about coming into work, and you can help them do so by letting them know that their mental health is a priority to the company. In fact, one study by TELUS International showed that 80% of the employees surveyed would quit their job if they found another position at a company that placed a higher value on their mental health.
First and foremost, being transparent about how the mental wellness of your staff is valued will let your employees know that this is a top concern to the company. You can also give your employees a boost by having your HR department, managers, or directors do personal check-ins to make sure that the work environment is not contributing to a decline in someone’s mental state. By having these personal conversations, you can create individual action plans to lower overall stress and relieve certain pain points.
You can also implement weekly or monthly activities that might improve personal wellness. Activities such as a virtual yoga class or sharing a healthy recipe can work to boost morale among employees and get them to take an active role in their health. Even encouraging something like scheduling a fifteen-minute coffee break with a coworker can improve the feelings of connectedness and interaction that working remotely has stripped away.
The transition between working from home and returning to the office will undoubtedly be tricky for companies to navigate. Employers have to consider the health and safety of employees, new in-office logistic plans, and the mental and physical adjustments that workers will need to make over time. People have changed their daily workflows and family situations to accommodate remote work, so employers will need to be understanding as workers readjust to life in the workplace. If managed correctly and with care, together we can secure a smooth return back to work.
Keeping workers healthy and happy with employee wellbeing initiatives has tremendous benefits for your business.
It is now recognized that wellbeing initiatives lead to a significant increase in your team’s productivity and engagement. Working in the best interest of everyone in your company contributes to building a strong and successful organisation.
Let’s take a look at how you can improve the health and wellbeing of your employees.
Flexible working is no new concept, with many workplaces offering it as an employee benefit even before the pandemic through working from home or working hours to suit employee lifestyle. Many businesses had little choice on whether to adopt this working style in 2020 and 2021, and studies have shown employees are keen for it to continue, with remote workers more likely to report being satisfied with their jobs.
A PwC survey has revealed many companies mirror this mindset, reporting that 78% of CEOs agree remote collaboration is here for the long term. Whether your business continues with this working style is of course dependent on your industry and how your business has fared during the pandemic.
With the return to the office imminent, your employees may be feeling anxious about re-entering a workplace environment. How your business manages the return to work is crucial, as immediately returning to ‘normality’ after a year of working at home will be challenging.
Flexible working looks to be the solution to this, but if flexible working is not suited to your business long-term, easing employees into work with an initial 2-3 days in the office a week, later increased to the standard 5 could be an appropriate alternative.
While our speakers did not suggest spending the whole working day slacking off, setting time aside to do a fun team activity can help boost employee mood. Research by the University of Oxford found that happy employees are actually 13% more productive than their dissatisfied counterparts, and increasing opportunities to bond and build relationships among your team is a great way to support employee happiness.
A simple 5-minute huddle at the start or end of each working day is an effective way to do this, with a different chair chosen for each huddle to put together a short team task to do (there are plenty available online to get inspiration from).
When you are constantly looking to build and improve your business, it can become habitual to focus on the weaknesses in your team. Of course, it is good to focus on areas for improvement, but our speakers suggest making sure you also focus on your team strengths, and leverage these strengths.
Using what Daryl Woodhouse refers to as ‘The Strengthener Trio’, you should identify each person’s strengths on your team, use these strengths more often, and discuss ways they can get even better at them. This not only benefits your business but also recognises your employees’ value in the organisation, which studies have shown to contribute to a 10 – 20% difference in productivity.
Many businesses may believe that equality in the workplace means treating everyone the same, but Chief Executive of Equality Council UK, Navrita Atwal, argues you should instead promote equality of opportunity. This means making changes according to your individual workers’ needs, whether that is providing enough space for wheelchairs, a larger computer screen for someone hard of sight, or allowing more time on reports for those with dyslexia.
Making changes like this that promote equal opportunity ultimately creates a more positive workplace for your employees, and contributes to overall wellbeing.
Any allowance for workplace bullying and harassment is obviously a big issue if it is taking place in your business. Ensuring that you maintain a zero-tolerance policy for this kind of behaviour is an important part of keeping your employees happy, and wellbeing high.
If you are a larger business, having various support groups available for those that need them is a positive contributor to employee wellness. These groups can range from those specifically for LGBTQ staff, to mental health aid. If you are a smaller business with perhaps fewer resources available for this, ensuring that your employees know exactly who to go to with any issues they may be having is vital.
Corporate burnout is becoming a more prominent issue in today’s working society, so much so that it has even been officially recognised by the World Health Organisation as an occupational phenomenon.
Businesses are looking for ways to support their employees’ health and wellbeing on a long-term basis, and corporate retreats and workshops designed to do just that are increasing in popularity. These retreats and workshops often aim to give your employees the tools to manage their own mental health and wellbeing, and are also a great way to reward your staff for their hard work.
Research has found that a key contributor to positive wellbeing in the workplace is working in a way that challenges you. This means allowing space for your employees to consistently learn and develop their skills, with one of our speakers, Jon Manning, identifying this as one of the 5 daily behaviours you should dedicate time and energy to for positive mental health.
A good way to encourage this could be an afternoon every week dedicated to employee self-development, or group meetings to solve challenges within the business as a team.
Exercise or general physical movement was a topic brought up by multiple speakers at the event as an employee wellbeing initiative. The benefits of exercise for mental health are long documented, with the NHS recommending regular exercise can boost your mood, and other studies showing it contributes to increased self-esteem and reduced stress and anxiety.
Businesses were encouraged to address employee physical health in a more hands-on manner; this could be done through corporate gym membership schemes, company running clubs, or even just taking 5 minutes out of the working day for a brisk walk.
Another topic which was frequently mentioned was ensuring your employees have a right work-life balance. A good work-life balance ultimately leads to increased productivity, happier employees, and better staff retention. A bad work-life balance can lead to burnout and chronic stress, which can then impact your business’ performance.
Ways you can do this is ensuring your employees are taking their breaks, and if they are frequently working overtime, try and identify why this is. Are there areas of your business that could be better optimised? Productivity apps like Trello and Asana are useful to identify where your employees are spending their time, and whether a process can be put in place to improve this.
While many of the employee wellbeing initiatives addressed here are great ways to tackle any issues, it is important to be proactive in your business’ approach to employee wellbeing. Do not wait for your employees to reach burnout before any measures are put in place, but instead take these initiatives and apply them now.
Make sure the cafeteria within your organization offers processed-free foods, as well as fresh and organic produce at a moderate cost. You can encourage your staff to eat a more balanced diet by providing discounts for healthy foods sold at work.
Taking a vegan or vegetarian challenge is a great way to promote healthy and mindful nutrition. Opting for nourishing meals, packed with micronutrients, is excellent both for employees’ health and their work performance.
Adding a variety to a healthy menu will get people more interested and feel less deprived when choosing more balanced meals.
A final takeaway from the event is simply to be human in your approach to employee wellbeing. Although it is best to be proactive with these initiatives, understand that some of your employees may still be struggling with their wellbeing, and try and help ease this with a solution.
If you’re still looking for more ways to improve wellbeing within your business, you can also download our webinar on how to create an intentional culture of wellbeing.
It’s a wrap! We had so much fun sponsoring Business Live’s Health & Wellbeing Event last week. Over 300 HR Managers, Wellbeing Experts and Hiring Managers signed up to share their experiences and learn some helpful wellbeing tips from our panel of expert speakers.
Couldn’t make it? We’ve put together some of the highlights for you here.
Our first speaker Emilie discussed her own experiences supporting mental health during lockdown. She described how setting time aside to purely focus on self-care is vital, whether that’s through fitness or just settling down with a good book.
Emilie works with Document Logistix to deliver centralised document management systems, which has proved hugely important to businesses during the lockdown period. You can find their website here.
Daryl works closely with businesses to improve their performance through the life-work effect. This is achieved by forming daily habits in 4 key areas: Smart Action, Productivity Mastery, Work-Life Balance (or Life-Work Balance!), and Wellbeing. Daryl even gave some top tips on how to manage the return to the office, with the main takeaway to have more fun. Have a 5-minute huddle at the start of every working day with a short, fun team exercise, to help boost your employees’ mood and thus their productivity.
If you want some extra action points on how to improve your productivity, you can sign up for Daryl’s next free event here.
With over 20 years in the industry, Navrita gave some excellent insights into Equality and Diversity in the workplace. Her top tips included ensuring your business is promoting equality of opportunity, so that all your employees’ needs are being met – for example, providing the right equipment for those who require extra support. Giving your employees the confidence to share their needs is also a must, through a supportive working environment with zero tolerance policies and staff support groups.
Talking through his own experiences, Michael gave us some deep insights into how burnout can unexpectedly happen to you. In a world where many employees put themselves under stress and pressure to succeed, self-care and wellbeing in a corporate environment is important. This drove Michael to launch Create Space, a global retreat and workshop service for businesses to support employee self-care, and equip them with tools for personal growth.
You can book yourself on one of Michael’s bespoke learning and development workshops here.
Jon operates one of the biggest mental health services in Milton Keynes, Arthur Ellis. Aptly using the imagery of bananas and donuts, Jon discussed how Banana Behaviours (Moving, Focusing Attention, Communicating, Learning, and Helping Others) all contribute positively towards health. When these behaviours are interrupted, or we indulge a bit too much in Donut Behaviours (wine, Netflix etc.), our overall health can decline. Making sure you have a good balance between these behaviours positively impacts your health.
You can find a wide range of useful mental health guides and support on the Arthur Ellis website here.
Our final speaker, Ravi, shared how physical health can help lead to better mental health, and employee wellbeing. After great success in the business world, in 2019 Ravi turned his sights to helping corporate workers transform their physical health, and launched his wellness brand Ravi Summan Wellness. Ravi recommends encouraging your workers to exercise throughout the week, setting aside time to keep their physical and mental health strong.
After a successful event, we are greatly looking forward to the next one and hope to see you there. More details to follow…
To watch the recording of the event, click here (passcode: F*1ZXkY#)
Smart Recruit Online are happy to share that we are once again sponsoring Business Live’s free Health & Wellbeing Event on the 25th of February. If you are a HR manager, Wellbeing Expert or Hiring Manager looking for extra ways to support your staff with their mental and physical health, this event is well worth signing up to.
Employee mental health and wellbeing are topics that have been gaining a lot of traction in businesses. This is now even more so the case, with many people working from home and looking for support from their employers as we continue to navigate a ‘new normal’.
Business Live’s Health and Wellbeing Event aims to give you the tools to help support your employees for years to come. With a fantastic virtual panel of expert speakers on the subject, you will gain insight into their own experiences and practical solutions that you can bring into your business to improve staff wellbeing.
Research has found that happier employees lead to higher productivity, staff retention and ultimately, a more successful business. Fostering a positive work culture around staff wellbeing will help this, and this event gives you the tools to do just that. Better yet, a good working culture will be attractive to any future talent looking to join your business.
Last year’s event hosted to over 90 HR managers, business owners, and hiring managers. There was extremely positive feedback, with many attendees stating they would come again.
3.00pm – Registration and entry to the zoom call
3.05pm – Welcome Victoria Beale, CEO Business Live UK
3.10pm – Emilie Barlow-Martin – Document Logistix
3.20pm – Q and A
3.25pm – Daryl Woodhouse – ABP/ DW/ Mental Fitness and Productivity
3.35pm – Q and A
3.40pm – Navrita Atwal – Equality Council UK
3.50pm – Q and A
4.00pm – Michael Stephens – Corpwell
4.10pm – Jon Manning – Arthur Ellis Mental Health
4.20pm – Q and A
4.30pm – Ravi Summan – Ravi Summan Wellness
4.40pm – Q and A
4.45pm – Mark Glenister – Black Dog/ Corpwell
4.50pm – Q and A
4.55pm – Arran Stewart – Job.com
5.05pm – Q and A
5.10pm – 10 sec delegate introductions
5.30pm – Close
You can sign up to attend the event for FREE here
What are the steps to designing a good employee wellness programme? Here, we give you all the tips you need to do this.
In response to growing workplace stress, employers are focusing more on methods that help keep their workforces happy and healthy. Wellbeing News reports that an increase in workplace stress management, associated with younger workers in the UK, has resulted in a rise in companies investing in wellness. Businesses have been increasingly featuring health-based activities into their company plans.
Other employers who haven’t done so should start considering implementing a well-thought-out wellness programme as well. Not only can it help solve the problem of ever-increasing health insurance costs. It also benefits both the employee’s health and the employer’s bottom line.
The first step is to take relevant feedback from the people who’ll actually be affected by the health plan — your employees. It’s important to listen to what employees have to say at this stage. Sheena Bergado writes on Pain Free Working that it’s very easy for upper management to fail in understanding what exactly workers need, and instead go for the knee-jerk reaction of investing in on-site gyms and expensive catering. Often, however, it’s the simpler things that make the most impact, like better air quality and lighting.
So, an employee wellness survey is a great way to collect employees’ opinions on what they want in their health care initiatives. It’s also a great way to make them feel in control over important corporate decisions that’ll affect their daily lives.
Every workplace is unique with its own set of health risks and problems. It’s important to know which health care problems your employees want to address first. Then, categorise them as physical or mental health care concerns (or even both) before coming up with objectives. After which, you try to identify the ideal short-term and long-term results as goals. Then you can move on to estimating the budget for your wellness programme.
Health risk assessments can identify problem areas that employees face, such as an unhealthy diet, sedentary lifestyle, and regular smoking. They come with health screening of vitals such as blood pressure, sugar levels, BMI, and cholesterol. The main aim is to make employees aware of the consequences of poor lifestyle choices. However, we can’t really expect employees to have an instant lifestyle change from simple health screenings.
Hosting health-oriented workplace challenges can tap into the competitive nature of employees and make them do tasks that’ll be ultimately beneficial for their health.
The popularity of workplace challenges is increasing because not only are they effective, they’re also enjoyable and exciting. Entrepreneur recommends at least 12 different fun challenges you can try in your company. A popular one is the ‘Biggest Loser,’ based on the rules of the famous TV show, where the one who loses the most weight wins.
Awarding incentives upon reaching a health goal is a good way to encourage employees to stick to their newfound healthy habits. Fitness contests with some form of reward, in the end, prove to be effective in boosting participation rates in the programme and see long-term results in promoting a fit work environment. In much simpler situations, like if an employee always takes the stairs instead of the elevator, or if someone makes phone calls while walking, giving some kind of recognition can also encourage more people to do the same.
Leadership support is integral to promoting the wellness plan in your workplace. It’s about setting a good example and showing that you consider health to be a priority in your company values.
One way a leader can show commitment to the overall wellbeing of the employees is through planning and organising support groups or teambuilding activities. Luke Smith points out how teambuilding exercises can provide an opportunity to socialise, unite the team, and maintain a positive, healthy company culture. It simply lets your team feel you’re with them on this health journey.
The coronavirus pandemic has caused widespread chaos across the globe, forcing millions upon millions of workers to rethink several areas of their life. Here we discuss key questions to ask before changing career during COVID-19.
From transitioning to a remote working model to dealing with the demands of home-schooling, workers have had no choice but to step back and reflect on the areas of their life they need to prioritise.
One of these areas, in particular, is the job they need to do day in, day out. Whether it be through a result of furlough, redundancy or simply a desire to have a fresh start, many people will have seen the pandemic as an opportunity to change their career or retrain in something else. Many training companies have seen a significant surge in interest, such as in electrician courses, as people look to try their hand at something new.
If this sounds like something you’ve recently been considering as well, then stop. Before you make any potentially life-changing decisions, it’s important to think carefully about whether it’s the right thing to do.
With this in mind, join us as we run through some of the key questions you should ask yourself when thinking about changing your career during the COVID-19 pandemic. Let’s start with a biggy…
The transition from working in an office around close friends and colleagues to suddenly working from a desk in your living room has been difficult for several people.
As a result of this, you may be feeling a lot more disengaged with your job than you were pre-pandemic which, in turn, could be contributing to your sudden desire to change career.
It’s, therefore, important to ask yourself whether it’s the job itself you don’t enjoy or the fact you’re having to work through a global pandemic. If it’s the latter, making a hasty career change while it’s still going on could leave you feeling regretful once it’s finally over.
While the pandemic may have intensified your dissatisfaction with work, ask yourself whether it’d be easier to address the key issues you’re having with it instead of jumping ship too soon.
Is there a real urgency to change career, or are you simply doing it because you’re bored with working at home and fancy a change? It can be all too easy to crave something new and exciting but, when it comes to your career, it’s not always that straightforward.
Instead, you need to think carefully about the timeframe of it and do your research beforehand. While it may be the right thing to do, getting the timing right and applying for the right kind of jobs can make all the difference when it comes to ensuring your decision is a successful one.
The coronavirus pandemic has played havoc on everyone’s mental health, so it’s important to consider whether your mind is in the best state to make potentially life-changing decisions right now.
Feeling burnt out has been a common side effect felt by workers during the pandemic, which many think will be displaced by changing career. That isn’t always true though – in fact, you could actually end up feeling even worse as a result.
Therefore, weigh up whether you are ready to make such a big decision and talk to your current friends, family and colleagues to discuss any issues you’re currently having. You never know, by being open and honest with your employer, you could help your mental health recover and ensure you’re properly ready for a fresh career once the pandemic is over.
After spending so long in self-isolation, desiring a change of scenery is perfectly natural.
However, it’s important to question where you want this change of scenery to come from – your hobbies, your living situation or your job.
Making a career change can be one of the best things you can do but only if you’re 100% certain. You shouldn’t go into one if you think you could end up regretting it, as your old job may not welcome you back with open arms.
Think carefully about it and discuss your plans with others. Also, work out whether it’s a financially viable option and, ultimately, determine whether you’ll feel happier as a result. That, at the end of the day, is the only thing that really matters.
This technique is essential for all human beings and should not be limited to one gender. However, the Mindful practice, in some circles, has been associated with a system that is not based on substantive results. It has been dubbed by some as a hippy idea that is a bit wishy-washy. This may be why some males do not engage well with it.
According to Dr Richard Davidson at the University of Wisconsin, men prefer to speak in the language of logic which tends to be fact-driven and results-based. That is why Dr Davidson’s research has done wonders to win hearts and minds as he has proven that even short-term meditation training (30 minutes a day for eight weeks) alters the brain activity leading to long-lasting changes.
Kozo Hattori wrote an article entitled how to make Mindfulness more manly which followed on from the above research. Kozo described ways this practice could be made more appealing to men.
He highlighted that even with current scientific evidence for using mindfulness two-thirds of classes are made up of females. The interesting approach taken by Zozo was to show that although group meditation sessions have connotations for men that push them away there are many practising mindfulness in other forms. A great example used is how in some sports athletes are taught to clear their mind by going through a routine of their sports like hitting a golf swing. This helps them get into the zone regularly so their performance is increased.
The Kozo article is helpful because it highlights how important positioning is when we are trying to engage with our audience. Mindfulness needs to be positioned in a way that it appeals to the male audience and it can be done by changing the terminology used. A great example of that was given by The Prison-Ashram project, started in 1975 by Bo and Sita Lozoff with Ram Dass. This project spoke to prisoners by using their language and removing the “fluffy” “emotional” language the prisoners did not want to hear. The result was that over fifty per cent of male prisoners were open to trying the intervention than a year previously.
Kozo also said that Mindfulness has to be adapted for the environment of the audience. For instance, Mindfulness-Based Stress Reduction has been used in the US military’s Marine Corps. This has massively helped the marines focus on their jobs, become more resilient in the line of fire and had helped manage anxiety and stress brought on by military duties. The courses have helped so much that Major Jeff Davis cannot think of an area that it hasn’t helped to improve and the effects have been dramatic.
Mindfulness is a mindset practice that can help a person develop resilience, focus and manage their stress. Now that it is being normalised in the school system more males will use it but for older men, it may have negative associations. For this group, it has been shown that focusing on the evidential outcomes, using the right language and meeting the men where they are is the best method to get them into this amazing practice.