Ideas for rolling well-being at work

It's no secret that ensuring the well-being of your employees is not a trivial matter. Former aliens from all walks of life are put in the same place to spend most of their waking hours counting one on the other in an environment subject to regular pressures and stressors. Everyone is different, everyone is busy and there can be thousands of factors that contribute to their culture and have their own causes and effects.

Although the shift to well-being at work

The good news is that it is not necessary that work wellness initiatives be costly complex or tedious. The most important thing is to start. Some of the companies we work with say that small initiatives are the most enjoyable part of the process and that some "quick wins" help create momentum and move people forward.

These "quick wins" can be adapted to your organization and implemented at any time of your wellness trip. They will create opportunities for staff to spend more time together, which will help build better interpersonal relationships and improve morale.

Getting a Good Start
There is a good chance that actions to promote mental health in the workplace, but without having a name or structure to their program.

Some of these things will be obvious, such as providing a staff room that helps your employees connect informally and positively. These informal discussions can often lead to more open and honest discussions when people are dealing with a problem, including their mental health.

Other measures include flexible work schedules, sending flowers when staff are sick or experienced organizing hospitality meetings with staff members, offering them opportunities to work. 39, learning, walking meetings or celebrating the success of an employee through the intermediary of a newsletter, an email or a pat on the back during the day. 39, a morning tea.

Even more to improve the mental well-being of your staff, you can also go directly to the source. Ask your staff what they would like you to do. You may be surprised at how imaginative and excited they are to see these ideas come to fruition.

You can also give the example and let people know that you really want to create an atmosphere where all employees feel valued.

Team Stress Plan
Demanding Work, Changes in the Company, Lack of Control, Poor Working Conditions, or Termination of Labor Relations Here are some examples of stressors that may have a detrimental effect on employee performance.

Extended periods of workplace stress can result in various physiological and psychological effects, including cardiovascular disease, burnout, depression, and anxiety. the level of stress your team suffers might be as simple as asking:

1. On a scale of 1 to 10, (1 no / low stress and 10 extremely high stress), what is the preferred or optimal state of each member of the team?
2. On the same scale, what level of stress have they experienced in recent times (for example, the last – two months)?
3. On the same scale, what level of stress do they expect in the next month or two months?

It is important to discuss the causes of stress, the ways in which the employee can take care of his well-being and how to support each other. These conversations, if conducted in an open and generative manner, can lead to practical solutions to respond to stressors.

If you are able to assess the workload of the team, there will be more understanding and a shared commitment to the other. Sometimes people just need to feel heard and understood and this can help people feel more supported.

Creating a Safe and Responsible Workplace
The SuperFriend's Indicators Workplace Survey have 38 indicators that you can use to guide you easily – see what you're already doing well, and give you some ideas of what you can present.

The survey measures the current state of mental health and well-being in Australian workplaces against the ideal state of a mentally healthy work environment. All indicators are practical and if they are integrated into a company, they will have a positive effect on people and the organization.

The survey found that the most successful workplaces invest in the prevention of mental health through mental health and well-being. managerial training and alignment of best practices in mental health with people management practices.

Australian workers recognize the benefits for employers of investing in mental health and well-being. Nearly two-thirds of Australians believe that it would improve productivity, and more than half believe that it would reduce absenteeism.

Companies that already apply the best practices for their employees have 80% or more of the desired state indicators. Actively encourage employees to find ways to improve the workplace.

More importantly, these business leaders set the example and create a culture that allows workers to be happy, healthy and productive. They are leaders who really listen to the needs of their staff.

Margo Lydon is Chief Executive Officer and Secretary of SuperFriend