1. Build an environment of trust
There are many studies on trust in the workplace. It suffices to say that employees are more engaged and useful when they trust their boss. How can you introduce or affirm such a powerful human emotion? There are some ideas:
· Avoid micromanaging by using software to allocate tasks and monitor progress
· Be transparent by balancing constructive criticism with admitting vulnerability
· Value employees as people and not production units. Make time for social engagement outside the workplace
2. Flexible work arrangements
Flexibility is essential. When we are adaptable, we are in a good position to deal with unexpected, adverse events. Workplaces can be flexible; they can bend and change under pressure, not breaking, continuing to function. The wellbeing of employees will benefit from flexible work arrangements. In small businesses, a clear majority of employees consider flexible work arrangements more productive, more satisfying, and a significant criterion in their evaluation of future job opportunities[3]. There are several types of flexible work arrangements:
· Remote work, which the online world has made more possible
· Compressed work schedules[4]
· Giving employees the freedom to structure their workdays and weeks
3. A culture which values health
Businesses should signal and act on a belief that employee health is important. There are many examples:
· Promote bike-to-work days
· Incentivise preventive care, like flu-shots. It has been suggested to offer a small cash bonus, gift card, or giveaway to those who get the shot![5]
· Organise stretching, yoga, or exercise as on-site breaks
· Explore walking meetings and conversations
· Contribute to gym memberships
[1]Jessica Pryce-Jones in her book “Happiness at Work” argues that happy employees are “180% more energized, 108% more engaged, and 50% more motivated”
[2]https://www.ohsrep.org.au/presenteeism#:~:text='Presenteeism'%20is%20the%20term%20given,can%20be%20a%20bigger%20problem.
[3] https://www.zenefits.com/workest/7-big-statistics-about-the-state-of-flexible-work-arrangements/
[4] https://hr.duke.edu/benefits/family-friendly/flexible-work-options/compressed-work-schedules#:~:text=A%20compressed%20work%20schedule%20allows,of%20five%208%2Dhour%20days.
[5] https://snacknation.com/blog/employee-wellbeing/#14_Encourage_Bike_to_Work_Days
1. Build an environment of trust
There are many studies on trust in the workplace. It suffices to say that employees are more engaged and useful when they trust their boss. How can you introduce or affirm such a powerful human emotion? There are some ideas:
· Avoid micromanaging by using software to allocate tasks and monitor progress
· Be transparent by balancing constructive criticism with admitting vulnerability
· Value employees as people and not production units. Make time for social engagement outside the workplace
2. Flexible work arrangements
Flexibility is essential. When we are adaptable, we are in a good position to deal with unexpected, adverse events. Workplaces can be flexible; they can bend and change under pressure, not breaking, continuing to function. The wellbeing of employees will benefit from flexible work arrangements. In small businesses, a clear majority of employees consider flexible work arrangements more productive, more satisfying, and a significant criterion in their evaluation of future job opportunities[3]. There are several types of flexible work arrangements:
· Remote work, which the online world has made more possible
· Compressed work schedules[4]
· Giving employees the freedom to structure their workdays and weeks
3. A culture which values health
Businesses should signal and act on a belief that employee health is important. There are many examples:
· Promote bike-to-work days
· Incentivise preventive care, like flu-shots. It has been suggested to offer a small cash bonus, gift card, or giveaway to those who get the shot![5]
· Organise stretching, yoga, or exercise as on-site breaks
· Explore walking meetings and conversations
· Contribute to gym memberships
[1]Jessica Pryce-Jones in her book “Happiness at Work” argues that happy employees are “180% more energized, 108% more engaged, and 50% more motivated”
[2]https://www.ohsrep.org.au/presenteeism#:~:text='Presenteeism'%20is%20the%20term%20given,can%20be%20a%20bigger%20problem.
[3] https://www.zenefits.com/workest/7-big-statistics-about-the-state-of-flexible-work-arrangements/
[4] https://hr.duke.edu/benefits/family-friendly/flexible-work-options/compressed-work-schedules#:~:text=A%20compressed%20work%20schedule%20allows,of%20five%208%2Dhour%20days.
[5] https://snacknation.com/blog/employee-wellbeing/#14_Encourage_Bike_to_Work_Days