There has perhaps never been a more important time to focus on wellness at work. No matter where we are in the world, we are all dealing with the after effects of the last two years post pandemic. So, we are living in a new normal that is very different from what we were used to. Companies, for one, have changed the way they manage their employees, and employees, for their part, have broadened their job outlook. It is not surprising, then, that due to the new demands, companies apply incentive programs or social benefits that motivate more than 60% of employees to stay in their jobs and not to leave the organization.
Did you know that incentive and benefit programs have a direct effect on a company’s talent retention and well-being at work?
Today, many employers recognize this and have implemented new initiatives and support mechanisms for employees who may be struggling with their mental health and individual well-being. There are small steps everyone can take to take care of themselves and ensure that we manage to work with motivation, focus and, above all, health… In the words of Jose L. Melendez SEO and Co – founder of ChVmpion Mind:
“Just because no one else can walk or do your inner work for you doesn’t mean you can, should or need to do it alone.” This shows that well-being at work requires the support of the whole team and it is not just an individual attitude of each person. Well, it will depend on both internal and external factors that influence people’s actions, thoughts and behaviors. That is why the help of professionals in the area is always favorable.
ChVmpion Mind is a clear example of this, because as a business coaching platform it delivers the tools we need as people and workers to reach our goals, achieve our objectives, increase productivity and change negative habits that prevent us from leading a healthy lifestyle.
Well-being at work depends on the work environment…
Your company may pride itself on being a good employer. But, even with the best of intentions, it could be harming the health and well-being of employees because of the way work is organized. The working conditions and demands of the work environment are a significant source of stress for many employees. And, research has shown that work design can have substantial effects (both positive and negative) on the well-being at work and health of employees.
The good news for managers is that there are feasible ways to redesign work to support well-being and generate long-term benefits for the organization. For example, ChVmpion Mind offers a 21-week plan in which employees will take small steps day by day until real change is achieved. Best of all, this coaching system is done without a coach. It is the employee himself who takes control of his own progress with the supervision of the best professionals in Spain. In addition, as a company at the end of the plan you will be able to measure the ROI or return on investment you have made for your employees.
Important…
Did you know that recent research suggests that strategically changing workplace conditions promotes worker well-being and improves worker health? That’s right, and it can also generate beneficial business outcomes, such as improved job performance (including increased productivity) and lower levels of burnout in individuals.
With ChVmpion Mind, it doesn’t have to be expensive to redesign work to improve employee well-being. In fact, it’s a good investment. For example, a job redesign initiative can generate a positive ROI for the company because it reduced turnover costs. In addition, such strategies have the potential to improve overall organizational resilience.
Here are five top tips for taking care of well-being at work…
Give workers more control over how they do their jobs.
Research indicates that having little discretion over how work is performed is associated not only with poorer mental health, but also with higher rates of heart disease. In addition, the combination of high job demands and low control significantly increases the risks of diabetes and death from cardiovascular causes. Even relatively small changes in worker autonomy can make a difference in employee well-being. One study in a customer service call center, for example, found that providing more training to its employees so that they could take on new tasks and resolve more customer complaints on their own improved both employee well-being and job performance.
Increases the stability and flexibility of work schedules.
Today, many retail and service companies use instant scheduling to try to match the workforce to fluctuating demand. But erratic and unpredictable schedules make it difficult for frontline workers to manage their personal lives and family responsibilities, which in the short and long term affects their well-being. This uncovers a variety of negative outcomes for workers who have some form of erratic work schedule. This, in turn, leads to poorer sleep quality and greater ongoing emotional distress.
In contrast, it was determined that greater stability and flexibility in scheduling can benefit both companies and employees. Increased stability in employee scheduling can spur a 7% increase in sales and a 5% increase in labor productivity. Additional flextime also improved sleep quality and reduced stress among employees with children.
Provide employees with opportunities to identify and solve workplace problems.
Providing employees with opportunities to participate in workplace improvements can be an effective approach to promoting their well-being. A study of physicians, physician assistants and nurse practitioners found that those who were invited to participate in a structured process to identify and address problems in their workplace exhibited lower rates of burnout and increases in job satisfaction. Employees who had had the opportunity to solve problems together were also less likely to say they wanted to leave their jobs, a key benefit for organizations trying to retain valuable employees.
Encourage managers in your organization to support employees’ personal needs for well-being at work.
Many employees are also caregivers of children or elderly parents and benefit from supervisors who are more supportive of the challenges they face in trying to balance their work and personal lives. Studies have examined training programs for managers to increase family support behaviors, with promising findings for work/life/health balance. Employers, too, benefited because workers whose managers received this training reported greater job satisfaction, improved well-being, better job performance, and less interest in leaving their jobs.
Allows employees greater flexibility over when and where they work
Several studies have found that giving workers more choice or control over their work schedules improves their mental health and well-being. This may simply involve allowing varied start and end times. Also, making it easier to swap shifts on jobs that need to be performed on site.
