Workload Management: We have implemented a best practice of ensuring that workloads are reasonable and manageable for our employees. This includes assessing and distributing tasks effectively, considering individual capabilities and bandwidth. By avoiding excessive workloads, we prevent burnout and create an environment that supports employee wellbeing. We regularly communicate with our team to ensure they have a healthy work-life balance, providing resources and support when needed. This practice not only promotes employee wellbeing but also enhances productivity and job satisfaction.
As a small team of 12 working from a warehouse, we always enjoyed taking short, collective breaks to relax, have a free discussion, and rest a bit from work. Lately, we have introduced game breaks into our daily schedule, a short 15-20 min break where we can chat, relax, and play some games together. In our view, taking breaks is the key element of the modern workplace, and this is simply our way of taking breaks that also focus on building teamwork, relationships, and deeper connections through games and gaming.
At Parlun Building, we found that offering cross-functional training for our teams is a great way to boost employee skills and help them feel happy and fulfilled. Parlun Building has the advantage of being a large concern with multiple departments. This means we can offer employees training in areas outside their primary role or department. Learning new skills is a great way to make employees feel happy and fulfilled. It gives them more confidence and job satisfaction. Plus, employees who are more skilled can get their work done faster and with less stress. That means they'll have more time for the things they love outside of work. Upskilling can also open up new opportunities for growth and challenge, which can be really motivating. And let's remember that it can lead to higher salaries and better career prospects.
One best practice I implemented was to help employees with their career interests, outside of their current job. I was leading a customer service team of 5 people. I noticed that the job was not always stimulating for them, so I paid attention to their stories about hobbies they had outside of work. Once I knew what those were, I helped my staff by offering: -Business advice -Connecting them with people I knew -Offering trainings The CS staff I lead were also filmmakers, artists, and cooks. Since that time, one debuted a film at Cannes, one became a photographer, and the other opened a bakery. Over the course of 5 years, I had a very low turnover rate and employee satisfaction was very high.
We firmly believe that employee wellbeing goes beyond just the physical. That's why we've implemented an 'Employee Volunteer Initiative'. The program encourages our team members to engage with local communities and participate in causes they're passionate about. It's been truly amazing to witness the positive impact this has had on their overall happiness and job satisfaction. Just to share a personal instance, one of our engineers, Sarah, spent her volunteer hours helping a nearby school develop a miniature solar-powered system for their science fair. Not only did she find the experience deeply fulfilling, but she also brought back fresh insights that have since benefitted our team. This initiative, I believe, has created a more engaged, motivated, and balanced workforce.
Offering flexible work arrangements, such remote work possibilities and flexible timetables, is one instance. This gives our employees the freedom to manage their personal obligations while still carrying out their job duties. We've seen an increase in employee engagement, a decrease in burnout, and an overall rise in job satisfaction because we put our team members' needs first and trust them to find a balance that works for them. We also promote regular breaks and offer wellness programmes that emphasise both physical and emotional health. These programmes, which range from health challenges to yoga and meditation sessions, have produced a nurturing environment that promotes resilience and happiness among workers.
I have implemented regular "check-ins" with employees to discuss their physical, mental, and emotional well being. This allows us to catch any issues before they become a problem, and to provide support and resources when needed. We also offer free wellness classes and activities to help promote physical health, as well as mental health days off to encourage employees to take a break and recharge.
We have found that offering flexible work schedules is an excellent way to improve employee well-being. This covers alternatives like remote work and flexible hours, enabling our personnel to achieve a healthier balance between their professional and home life and thereby lowering stress. In addition, we place a high value on open communication and offer services that support both mental and physical health in an effort to foster a healthy work environment.
As there are many new programs, initiatives and benefits to offer employees around wellbeing, one of the most important is around supporting mental health. Whether that be learnings, support programs or ensuring that your People team has an understanding of how-to's and resources. For example, I have taken a course provided by SHRM called "Workplace Mental Health Ally" which provides me an understanding of certain mental health situations and how to support employees (and others) in the fight against our mental health crisis. There is much that can go into supporting employees mental health in the workplace and as a company this also shows efforts in the bigger picture of DEI and Belonging (employee engagement). You can uncover new ways of thinking and providing feedback to all levels of the organization in training and development that can fit for the needs of your team and who you support.
To promote employee wellbeing, we established Employee Resource Groups (ERGs). These groups provide a platform for employees to connect, share experiences, and seek support. ERGs cater to various dimensions of diversity, such as gender, ethnicity, and LGBTQ+ identities. They organize events, workshops, and discussions on topics that promote wellbeing, inclusivity, and personal growth. Through these communities, employees feel a sense of belonging and support, positively impacting their overall wellbeing and job satisfaction.
One unique practice I've implemented for promoting employee well-being is the concept of "Mandatory Offline Time". This is designed to counteract the burnout that often accompanies remote work and always-on digital culture. Companies enforce a block of time, typically two hours during the workday, where employees are required to step away from their computers and engage in non-work activities such as exercise, meditation, hobbies, or even napping. By carving out and institutionalizing this time, companies make it clear that they value balance and self-care, leading to more refreshed and productive employees.
One of the best practices to promote employee well-being is to foster a supportive and inclusive work environment. This includes providing clear communication channels for employees to express their needs and concerns, promoting work-life balance by encouraging reasonable working hours and flexible schedules when possible, and offering opportunities for personal and professional development. Additionally, implementing wellness programs, such as fitness initiatives (Work Olympics), and stress management resources (On site Yoga or Massages, Ping Pong, Team Games and activities), can contribute to creating a positive and healthy workplace culture that prioritizes employee well-being.
One highly effective practice we have implemented to promote the well-being of our employees is the cultivation of a culture that embraces open & transparent communication. We actively encourage the practice of proactively seeking & giving of feedback, creating an environment where every team member feels comfortable expressing their thoughts, observations, and ideas. This fosters a profound sense of psychological safety, empowering individuals to share their opinions without fear of judgement or reprisal. Moreover, we place great emphasis on providing our employees with the freedom and autonomy to make decisions and take ownership of their work. This level of trust and empowerment significantly enhances their overall well-being, contributing to a happier and more motivated workforce. Additionally, we prioritize the importance of ensuring our employees take regular breaks to rest and rejuvenate themselves for overall well-being.
Even on the busiest days, taking an afternoon nap refreshes you enough to continue working. It's common practice for forward-thinking businesses like Facebook to provide quiet spaces where employees can get some shut-eye after lunch. Since most of these workplaces allow for napping during the workday, employees can get back to their tasks feeling refreshed. It has been scientifically demonstrated that naps improve efficiency. It is important to inform staff about the wellness program. They should be aware of the plans' goals, the value of health, and the improvements to their life that this will bring.
To promote well-being is to stress that people matter. We think that as adults they don’t care much about the art of belonging but they do. I can be invited to the business retreat but when I get there it does not guarantee that I will feel a true sense of belonging. Maslow’s hierarchy of needs clearly shows that belonging creates physiological safety and deeply rooted trust. So, I have been expanding my HR skill set and learning more about safe language, inclusive language, cultural intelligence, DEI methods and so much more. First, we must self reflect on how we feel and our emotions and how these emotions or biases impact other and their sense of well-being . We must remove the veil of secrecy regarding mental health issues and deal with matters such as depression and anxiety. These are not bad words and we should not shame others at all. I believe true love and genuine care cures a lot of co-signing on someone individually or promoting their invisibility. #betterme #saveseats.
Checkr has implemented a comprehensive wellness program for all employees. This includes regular health checks, access to free counseling resources and mental health services, flexible work hours and the ability to work from home when needed. We also promote positive habits such as physical exercise, regular check-ins with peers and managers or taking time out for self-care activities. But the best practice is overcommunicating the availability of these services and making employees aware what is available for them and that it is okay to take a break or step away from work if they need to. Having tons of wellness programs is worthless if your employees won't take advantage of them.
At our fully remote company, we prioritize work-life balance by offering our employees the freedom to establish their own schedules. This means they can choose to work during the hours that best fit their personal lives and schedules, whether that's early in the morning, late at night, or any time in between. By giving employees this level of autonomy, we trust them to manage their time effectively and find a healthy balance between work and personal commitments. We believe that this approach not only promotes employee well-being, but also leads to higher levels of job satisfaction and productivity.
One of the best practices I've implemented is a flexible work schedule combined with a results-oriented work environment. Rather than adhering strictly to a 9-to-5 schedule, I encourage my team to focus on accomplishing their goals and meeting deadlines, regardless of when and where they work. For instance, if we have a project deadline coming up. Instead of pressuring my employees to stay late in the office, I empower them to manage their time effectively. If they want to take a break during the day to recharge or handle personal matters, they have the freedom to do so as long as their work gets done. By investing in their work-life balance, I'm showing my employees that I care about them as individuals, not just as workers. So, promoting a flexible work schedule and prioritizing results over rigid hours have transformed my agency into a place where employees feel supported. It's not just about optimizing websites; it's about optimizing the human experience within the workplace.
Unlike many other law firms, we prioritize instilling work-life balance in our employees because we do not want them to become burnt out. We do not have overtime, and we reduce our hours on Fridays. We want our employees to feel fulfilled and energetic to enjoy their jobs and perform well.
One best practice we have implemented to promote employee wellbeing is creating a pet-friendly office environment. Recognizing the positive impact that pets can have on mental health and work-life balance, we have introduced a policy that allows employees to bring their well-behaved pets to the office. Having a pet-friendly office has numerous benefits. It reduces stress and anxiety levels among employees, as interacting with pets has been shown to increase feelings of happiness and relaxation. Pets can also serve as social catalysts, fostering a sense of community and enhancing team bonding. By welcoming pets into the workplace, we demonstrate our commitment to employee wellbeing and create a positive, inclusive, and vibrant work environment that promotes happiness, reduces stress, and improves overall job satisfaction.