Employee Wellbeing: Managing People & Organizations PDF

Employee wellbeing MANAGING PEOPLE & ORGANIZATIONS What does wellbeing mean? Well-being is a positive state experienced by individuals and societies. Similar to health, it is a resource for daily life and is determined by social, economic and environmental conditions. Wellbeing is a holistic conc...

Employee wellbeing MANAGING PEOPLE & ORGANIZATIONS What does wellbeing mean? Well-being is a positive state experienced by individuals and societies. Similar to health, it is a resource for daily life and is determined by social, economic and environmental conditions. Wellbeing is a holistic concept that encompasses a state of being comfortable, healthy, or happy. It includes various dimensions such as physical, emotional, and social wellbeing. Defining Wellbeing and Mental Health 1. Physical Wellbeing: Involves maintaining a healthy body through regular exercise, proper nutrition, and adequate sleep. 2. Emotional Wellbeing: Refers to the ability to manage emotions, cope with stress, and maintain a positive outlook on life. 3. Social Wellbeing: Involves having strong, supportive relationships and a sense of belonging within a community. Impact of wellbeing and mental health in the workplace 1. Employee productivity: Employee wellbeing (job satisfaction) directly impacts productivity and performance. Healthy and happy employees are more engaged and efficient. 2. Organizational success: Organizations with a strong focus on employee wellbeing tend to have lower turnover rates, higher employee satisfaction, and better overall performance. 3. Legal and ethical responsibility: Employers have a legal and ethical responsibility to ensure a safe and healthy work environment. This includes addressing mental health and wellbeing. 4. Current trends: Growing recognition of mental health issues in the workplace, especially in the context of the COVID-19 pandemic and the shift towards remote work. “A company’s culture is the foundation for future innovation. An entrepreneur’s job is to build the foundation.” — Brian Chesky, Co-founder and CEO of Airbnb. Source: WorldManager Wellbeing in the context of management approaches and the work environment Management Approaches Work Environment Talent Attraction Strategies  ONBOARDING Employee onboarding is the process in which new hires get familiar with the organization, the people, and the culture of the company they’ve just joined. Two main purposes: 1) to get new hires operational as quickly as possible. 2) shape the critical first impressions new employees have of the company. It is a key component of the employee Source: https://www.aihr.com/blog/employee-onboarding/ experience. Strategies for managing diversity, equity, and inclusion Managing diversity, equity, and inclusion (DEI) in the workplace is essential for fostering a positive organizational culture and improving overall performance. Strategies: 1. Set Clear Goals and Accountability 2. Create a Comprehensive DEI Strategy & policies 3. Foster an Inclusive Culture 4. Implement Diverse Recruitment Practices (against bias) 5. Provide Ongoing Education and Training 6. Encourage Employee Resource Groups (ERGs) 7. Regularly Assess and Adapt DEI Initiatives Work Environment Physical Environment: 1. Importance of ergonomics: Proper workstation setup to prevent physical strain and injury. 2. Safety measures: Ensuring a safe workplace to prevent accidents and promote health. 3. Comfortable and aesthetically pleasing workspaces can enhance mood and productivity. Work Environment Organizational Culture: 1. A supportive and inclusive culture fosters a sense of belonging and respect. 2. Encouraging open communication and feedback helps address issues before they escalate. 3. Recognition and reward systems can boost morale and motivation. Work Environment Work-Life Balance Initiatives: 1. Flexible working hours and remote work options help employees manage their personal and professional lives. 2. Encouraging regular breaks and time off to prevent burnout. 3. Providing resources for stress management and mental health support. Exercise: What is psychological safety? What strategies can organizations implement to create psychological safety? https://www.bitesizelearning.co.uk/resources/what-is-psychological-safety Wellbeing Strategies 1. Time Management and Setting Boundaries Identify and focus on the most important tasks. Use tools like to-do lists and planners to stay organized. Set clear boundaries between work and personal life. Learn to say no when necessary and allocate time for relaxation and hobbies. 2. Flexible Working Arrangements Allow employees to work from home or other locations to reduce commuting stress and improve work-life balance. Implement flexible working hours to accommodate different personal schedules and responsibilities. 3. Health and Wellness Programs Provide access to mental health resources, workshops, and training to reduce stigma and encourage seeking help. Stress Stress is the body's response to any demand or challenge. It can be positive (eustress) or negative (distress). Types of Stress: Acute Stress: Short-term stress that arises from specific events or situations (e.g., deadlines, exams). Chronic Stress: Long-term stress resulting from ongoing situations (e.g., job insecurity, chronic illness). Burnout A state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. Causes of Stress Work-Related Causes Personal Causes Environmental Causes High Workload: Financial Problems: Noise and Crowding: Excessive work demands Debt, unexpected Living or working in noisy and tight deadlines can lead to stress. expenses, or insufficient or crowded environments. income. Pollution: Exposure to Role Ambiguity: Unclear job expectations or Health Issues: Chronic environmental pollutants. responsibilities. illness, injury, or mental Unsafe Lack of Control: Feeling health conditions. Neighborhoods: Living powerless over work-related Family in areas with high crime decisions. Responsibilities: Caring rates. Poor Work Relationships: Conflicts for children, elderly with colleagues or parents, or other supervisors. dependents. Job Insecurity: Fear of Life Changes: Major losing one's job or events such as moving, uncertainty about the future. divorce, or the death of a loved one. Symptoms of Stress Physical Symptoms Emotional Symptoms Behavioral Symptoms Headaches: Frequent or Anxiety: Feeling nervous, Changes in Appetite: severe headaches. restless, or tense. Eating more or less than Muscle Tension: Irritability: Becoming usual. Tightness or pain in easily frustrated or angry. Procrastination: muscles, especially in the Depression: Persistent Delaying or avoiding neck, shoulders, and back. sadness, hopelessness, or tasks. Fatigue: Persistent lack of interest in Increased Use of tiredness or lack of energy. activities. Substances: Turning to Sleep Disturbances: Mood Swings: Rapid alcohol, drugs, or tobacco Difficulty falling asleep, changes in mood or to cope. staying asleep, or emotional state. Social Withdrawal: experiencing restful sleep. Avoiding social Digestive Issues: interactions or activities. Stomachaches, nausea, or changes in appetite. Causes of Burnout in Organizations Excessive Workload: – High demands and unrealistic deadlines can overwhelm employees, leading to chronic stress and burnout. – Lack of resources or support to complete tasks effectively. Lack of Control: – Employees feeling they have little say in decisions that affect their work. – Micromanagement and rigid work processes that limit autonomy. Insufficient Rewards: – Lack of recognition or rewards for hard work and achievements. – Inadequate compensation and benefits. Poor Work Relationships: – Conflicts with colleagues or supervisors. – Lack of support from management and peers Causes of Burnout in Organizations Unclear Job Expectations: – Ambiguity in roles and responsibilities. – Constantly changing job requirements without clear communication. Work-Life Imbalance: – Long working hours and inability to disconnect from work. – Insufficient time for personal life and relaxation. Toxic Work Environment: – Negative organizational culture and lack of psychological safety. – Exposure to bullying, harassment, or discrimination. Effects of Burnout in Organizations Decreased Productivity: – Burnout leads to reduced efficiency and effectiveness in completing tasks. – Increased errors and mistakes due to lack of focus and concentration. Higher Absenteeism: – Employees experiencing burnout are more likely to take sick leave. – Chronic stress can lead to physical health issues, increasing absenteeism. Increased Turnover: – High levels of burnout contribute to higher employee turnover rates. – Organizations face increased costs related to recruiting and training new employees. Effects of Burnout in Organizations Lower Employee Engagement: – Burnout reduces motivation and commitment to the organization. – Employees become disengaged and less likely to contribute positively. Negative Impact on Team Dynamics: – Burnout can lead to conflicts and reduced collaboration within teams. – Decreased morale and trust among team members. Health Issues: – Burnout is associated with various physical and mental health problems, including depression, anxiety, and cardiovascular diseases. Reduced Innovation and Creativity: – Employees are less likely to take risks or think outside the box https://www.linkedin.com/in/aldapeko/ Contact: [email protected]