3 business behaviors to improve well-being and performance at work
yvette cameron is the senior vice president of global product strategy at Oracle Cloud HCM. A known HCM product leader for more than 25 years, she has worked for Gartner, Constellation Research, and their technology startup, Velocity Career Labs.
Mental health at work has been a growing concern for years. But only recently have workers begun building stronger boundaries and their expectations about the impact of work on their well-being increased. It is affecting not only people’s professional lives, but also their personal lives. A worldwide study found that 70% of people feel stuck in their careers and say it adds more stress and anxiety outside of the workplace. It is a subject that cannot go unnoticed. But many organizations don’t know where to start, how to evolve their employee experience, or how to lead change.
As companies continue to settle into more permanent work schedules, whether in-office, remote, or hybrid, they have the perfect opportunity to prioritize the mental health and well-being of the workforce. no matter where your teams are. In addition, small, more personal changes can significantly affect how employees are treated as valuable people rather than disposable talent.
A primary focus should be ensuring managers check in and make their teams feel heard. These don’t have to be job or performance related checks, but rather points of contact with employees to ensure they feel heard, supported, understood and valued. Investing and dedicating specific time to connect with people will help build trust and open more lines of communication, whether in person or virtually.
3 Tactics to Create Connection and Control Employees
Wellness Wednesday or No Meeting Friday
Set aside regular days or hours for employees to focus on balance, wellness, and mental health. The delivery method can be flexed according to what the company can accommodate. For example, some may offer a full day off from meetings each week or month, while other companies may allow a few hours each week to take care of yourself mentally and physically. Whatever the format, make a recurring commitment to allow and encourage employees to invest time in themselves.
Walk and talk meetings
Break free from the computer or conference room and go for a walk. This strategy could be beneficial for remote teams where it’s all too easy to go an entire day without leaving or leaving your desk. Identify calls that don’t need to be in front of a computer or change your regular log to take a screen break. While video conferencing is great for meetings like collaborative brainstorming and workshops, there’s nothing wrong with a phone call logs while you get fresh air or take your dog for a walk. This is a great way to connect with your team and get some movement in without losing productivity.
Pulse surveys that put people first
Offer quick and easy ways for your teams to find their voice and be heard. Pulse surveys can be a great channel to check sentiment and quickly share what employees think. For these surveys to be effective, they must be short and focused on people, not the company. Remember to ensure that some rapid pulse surveys are not anonymous to encourage addressing issues directly.
Managers must initiate short and frequent touch points with your teams for meaningful day-to-day interactions that will help build stronger and more trusting employee-manager relationships outside of traditional performance management conversations. Managers and HR teams can act in the moment and track changes over time by taking a regular pulse (daily, weekly, bi-weekly, monthly) on sentiments, needs, or other topics. With data to highlight trends, leaders can take better action and implement change before it’s too late.
Ultimately, when organizations think about addressing mental health at work and prioritizing wellness, it all comes down to building a strong culture and personalizing employee experiences. Employees want to feel listened to, listened to, and connected to their company. If managers and business leaders start taking the time to do these small acts of concern for the well-being of employees, they can make a difference to those who feel alone or disconnected.