HRSAdmin
Employee and Organizational Well-being: A Burnout Prevention Strategist’s Guide
by HRSAdmin
Employee and Organizational Well-being: A Burnout Prevention Strategist’s Guide
Companies everywhere are looking for innovative ways to improve workplace health and wellness. An epidemic of burnout and quiet quitting have companies searching for solutions that support employee well-being and, ultimately, the organization’s health.
Here are 3 practical and efficient solutions to help you tackle burnout and promote employee and organizational well-being.
1. Create a psychologically safe environment to talk about stress and burnout
Fear is the primary reason employees do not talk to their manager about the stress and burnout they’re experiencing. Fear of losing their job. Fear of losing respect. Fear of losing the next big promotion.
Fear is a powerful motivator. Even though employees are stressed, worn out, and burnt out, they’re afraid to talk about it. Rather than finding long-term solutions to their health and productivity challenges, they give as little as possible as they work on fumes.
The first step toward building a sustainable workplace health and wellness plan is to develop a psychologically safe environment to discuss stress, challenges, and burnout.
So how do we do this? By modeling from the top. Leaders must demonstrate that it’s not only safe to talk about stress but encouraged. Here are a few ways leaders can model appropriately.
- Update your out-of-office reply and email signature to clearly state your working hours. Perhaps include a statement, such as, “I will respond to your email within my working hours. There is no expectation to reply until you are at work.”
- Send an email to employees at the end of the day, saying, “I’m heading home from work now to be with my family. I hope you enjoy your evening as well.”
- Post as much on your social media channels about your rest life as your work life. Make work-life balance something to celebrate.
2. Train managers to have emotionally intelligent conversations with direct reports
Most managers care for those they supervise and want to see them succeed. Part of doing so is having conversations about productivity, effectiveness, and stress management.
During a recent workshop I presented to leaders of a national, multi-site corporation, a leader mentioned having gone to counseling to help with her stress levels. I asked what made her feel safe to not only access her benefits package counseling resources but share having done so with colleagues. She said her manager shared a story of a time of great personal stress and the impact a counselor had on her well-being. When her manager admitted reaching out to a counselor, she felt it would be ok to do so herself, which was a life-changing decision.
Here are a few recommendations for how managers can authentically open the wellness conversation while prioritizing effective work practices and employee well-being.
- Help employees understand expectations, discuss which tasks are high, medium, and low priority, and train employees to manage their day and week based on importance. While workloads may be high, acknowledging them and helping employees prioritize their work can create a huge advantage.
- Ask those you manage how they are doing, and genuinely listen. Respond with empathy to show you truly care. Ask what you can do to help.
- Authentically share how you deal with stress, including the resources that have helped you most.
- You will build trust by seeking to understand your direct reports’ struggles and responding with empathy. When employees trust your intentions, they are more likely to engage with resources provided by the company.
3. Implement quarterly burnout assessment checks to improve employee wellness and productivity.
A challenge of workplace wellness programs is collecting data on the plan’s efficacy. For example, how do you know what is causing employees the most significant workplace stress and which initiatives are making a difference?
Research shows six factors create burnout in an organization:
- Overwhelming workload
- Lack of control
- Lack of reward
- Lack of community
- Lack of fairness
- Conflicting values
These factors speak to company culture and cannot be fixed with a simple day off. Organizations often do not see a significant return on investment with their workplace wellness plans because initiatives do not address the root causes of employee stress.
By identifying and understanding the six factors affecting employees, organizations can manage workplace stress with short-term resource solutions and long-term culture design.

I have created the most comprehensive Burnout Assessment available and offer it free to companies worldwide. The assessment provides both a Professional Profile based on the six factors noted above and a Personal Profile, evaluating the effects of burnout on a person’s health.
Companies across sectors use the Burnout Assessment, including corporate, non-profit, healthcare, and educational institutions. It provides a free, people-focused, data-driven assessment to evaluate critical cultural factors causing workplace stress.
Start with leadership
Download the free Burnout Assessment.
- Engage the leadership team, which, depending on your organization, may mean the C-Suite, Directors, or senior management team. Explain that the company is looking to strengthen its workplace health and wellness plan and will use the Burnout Assessment to evaluate employee stressors and risks. The leadership team will be the first to complete the assessment to create an authentic and psychologically safe process for all.
- Ask leaders to complete the assessment, and be prepared to share their results during the next leadership team meeting.
- During a leadership meeting, ask questions about what it felt like to complete the assessment, what the outcomes represent, and how to have psychologically safe and emotionally intelligent conversations with direct reports once the Burnout Assessment is implemented company-wide.
Implement the Burnout Assessment company-wide
- Have managers send the Burnout Assessment to those they oversee, explaining the company’s vision to strengthen workplace health and wellness.
- Invite direct reports to complete the assessment and prepare to discuss the results in a one-on-one meeting. I recommend asking employees to disclose their Professional Profile only, which will give you the data you’re looking for, as the Personal Profile may feel too personal and private.
- Ask employees thoughtful questions, such as, “What did you notice?”, Do you have any concerns?” and “What changes would help you?”
- Offer support and resources to address the challenges exposed by the assessment. Point to company workflows and automation, benefits packages, and employee assistance programs.
- Re-evaluate quarterly and compare results to see where improvements have been made and what cultural shifts need to happen.
Over time, you will notice themes and patterns emerging as you implement the Burnout Assessment across your organization. You may find that certain factors arise in specific departments within the company, allowing you to address issues specifically and accurately. Because ultimately, happy, healthy employees create healthy organizations that thrive.

About Bonita Eby
Bonita Eby is a Burnout Prevention Strategist and CEO of Breakthrough Personal & Professional Development Inc., specializing in burnout prevention and wellness for organizations and individuals at the intersection of health and leadership development.
Download your free Burnout Assessment today.
Like Bonita, do you have a resource, insight, or story to share with our readers?
Write to us at connect@HRSpotlight.com, and our team will help you share your insights.
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Read MoreSimple and Efficient Wellness Initiatives: The Biz Latin Hub Story
by HRSAdmin
Simple and Efficient Wellness Initiatives: The Biz Latin Hub Story
We asked HR and business leaders around the world the all-important question of how their workplace wellness initiatives are impacting their workforce. Among our responses, we received this wonderful piece of insight from Craig Dempsey, and we just had to share all that Craig had to say about their simple and efficient wellness initiatives at Biz Latin Hub!
At Biz Latin Hub, we make every effort in order to ensure our employees feel comfortable whilst working in the office. For the past few years, we have constantly been implementing and improving these processes for the benefit of all our staff.
Clean, tidy and well-decorated offices
Firstly, we believe it is essential to maintain a high level of cleanliness at all times. We have someone in charge of that mission throughout the working day.
We also keep the office bright and colorful, which has an important impact on morale. There are paintings spread around the office and plants for additional color. As well as being decorative, plants improve air quality, are a source of well-being, and also improve the productivity of employees.
In addition to our efforts to boost morale, we provide our employees with high-quality technology and working materials so they can provide a top-class service to our clients.
Balanced and healthy diets
Regarding nutrition, I believe a healthy and balanced diet is essential in order to be proactive and energetic.
The majority of employees start working by 9 am, so they should have time to get up a little early and have a good breakfast (the most important meal of the day?)
At the workplace, we then provide fruit baskets daily to keep everybody in good spirits and full of energy (citrus fruits, bananas, apples).
We also provide several types of tea and coffee (as any good office should) to stay alert throughout the day and a water cooler, so everyone stays hydrated. In addition to the pleasure that hot drinks provide, they can also boost intellectual and physical capacity.
Like most companies, we have a small lunch room with cutlery, plates, cups, microwave and many other things that could be useful for our employees and their well-being.
Everyone is free to have snacks or eat outside in the sunshine. Our employees have the freedom to take their breaks when they so desire and are therefore not forced to have a heavy lunch to keep them going through the day.
A united team goes the extra mile
In relation to corporate culture, our devoted HR team is constantly adding more and more events to the staff calendar.
We organize team-building events to strengthen bonds and improve team cohesion so all employees can get to know their co-workers more deeply.
In addition to this, we celebrate milestones with enthusiasm and with the whole team. For example, we recently celebrated the company’s 8th anniversary, and the atmosphere was amazing. These events allow the team to spend lots of pleasant time together whilst at work.
Sometimes, after certain events or by the request of an employee, we will organize team meals that everyone is invited to after a day at the office.
We also provide access to workshops such as language classes, photography classes, and sports events.
Our employees have access to training throughout the year and the possibility to progress to more important positions within the company, especially management positions.
Thanks to all of this, everybody’s sense of belonging becomes stronger and our offices at Biz Latin Hub offer a great social climate.
Hybrid work to satisfy everyone
This highlights a very topical subject that, since the Covid-19 pandemic, has affected many workplaces.
I think it is important for everyone to be able to balance their family and professional life. Remote working or hybrid work allows for more flexibility and suits many people.
According to a recent study, about 80% of employees worldwide have found a better balance between these two important parts of their lives since starting hybrid/remote work agreements.
This can also generate better productivity in some cases and even reduce levels of stress.
As it often is in big cities, a significant part of our team lives a fair distance from the office. Travel time is greatly reduced by working remotely, and it allows them to save money on top of that. This time and money can then be used for other parts of their lives, further improving their work/life balance. This is an excellent compromise and many of the team have expressed positive opinions on our recently developed hybrid work strategy.
This being said, some people prefer to work from the office, which is fully understandable, whether it is for social reasons, communication, or something else. In our case, most of the employees come in 3 days a week to the office and then work from home for the rest of the week. Obviously, there are some exceptions depending on the needs of the employee. On Fridays, we usually ask everybody to come into the office as we often hold important meetings and/or celebrations at the end of the working week.
I personally prefer to be working in the field with my collaborators. It saves me from being on my computer all day. At the office, our computers are programmed to change color after 5:30 pm, so our employees don’t work overtime and it prevents eye strain.
To Sum It Up
In conclusion, we understand that there is a strong correlation between productivity, motivation, and well-being at work. Therefore, we do our best to repeatedly improve our health and well-being initiatives and enact them to form a workforce that consistently improves their state of mind and their ability to thrive at work.

About Craig Dempsey
Craig Dempsey is the co-founder and chief executive officer of Biz Latin Hub Group, an organization dedicated to assisting investors in Latin America and the Caribbean via the likes of company formation and tax advisory, as well as through recruitment and payroll outsourcing.
Craig holds a degree in mechanical engineering, a master’s degree in project management, and other certifications covering logistics, personal management, and government administration. Craig is an Australian military veteran and has been deployed overseas on numerous occasions. He is also a former mining executive with experience in Australia, Canada, Colombia, and Peru.
Craig is based at the BLH head office in Bogota, Colombia.
Do you have some valuable insights or stories you wish to share with our readers? It could be a few lines or even a full-fledged guest post!
Write to us at connect@HRSpotlight.com, and our team will help you share your insights.
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Read More6 Tools and Platforms to Make an HR Team’s Life Easier
by HRSAdmin






6 Tools and Platforms to Make an HR Team’s Life Easier
An HR team has a lot to do even on a day that does not have them lining up and conducting interviews, meeting with hiring managers to understand their requirements, or putting to work retention strategies that keep their workforce engaged. And without the right list of tools and platforms backing them up, it would indeed be difficult for any HR team to get any work done, let alone create impact.
6 Tools and Platforms Recommended by Leaders
Here are six tools and platforms these leaders set up to make things easier for their HR teams
- Reveal
- A Good Communication Tool
- Workday
- Human Resources Management System
- Google Drive
- BambooHR
Reveal
In order to improve hiring, HR teams should be making use of reliable pre-hire assessment tools that can give their companies a definitive edge when it comes to employment recruiting. So, in my opinion, an HR team that isn’t taking advantage of the best pre-employment testing software, like Reveal, is truly missing out.

Reveal is a dependable, accurate assessment platform that puts companies in the best position to identify high-potential employees and fill open positions with them.
Reveal is a dependable, accurate assessment platform that puts companies in the best position to identify high-potential employees and fill open positions with them. What’s more, pre-employment testing can help HR teams improve employee retention rates. The benefits of pre-hire assessment tools speak for themselves!
Linda Scorzo, CEO, Hiring Indicators
A Good Communication Tool
The right mix of tools and platforms can make a big difference for an HR team. Having the right tool or platform the team can always depend on can be extremely helpful. One tool or platform that an HR team can always depend on is a good communication tool. Communication is essential for HR teams, as they need to be able to communicate with employees and managers.

Communication tools can help the team stay organized and efficient and make better decisions about HR-related matters.
Hilary Kozak, VP of Marketing, LivSmooth
A good communication tool will allow the team to stay organized and efficient. The communication tool is one essential tool that the team can always depend on. These tools can help the team stay organized and efficient and make better decisions about HR-related matters.
Hilary Kozak, VP of Marketing, LivSmooth
Workday
It is a cloud-based platform that can help organize, simplify and ease the tasks of HR personnel. It is a provider of enterprise cloud applications for finance, HR, and planning. It has many features and functionalities. With the right tools, it can help save unnecessary costs, time, and effort.

Workday can help change the HR staff’s daily experience. It will help them focus on tasks that need more urgent attention. It simplifies work processes and policies.
Laura Martinez, Consultant and Content Writer, PersonalityMax
Workday can help change the HR staff’s daily experience. It will help them focus on tasks that need more urgent attention. It simplifies work processes and policies. It can enhance performance and help the organization in achieving its set goals.
Laura Martinez, Consultant and Content Writer, PersonalityMax
Human Resources Management System
The HRMS is a one-stop shop for human resource management to store, retrieve and manage human resource data and processes while still remaining compliant to changing tax laws and labor regulations. Rather than having to organize data in physical files, HRMS allows the human resource department to access employee profiles, schedules and attendance lists.

The HRMS is a one-stop shop for human resource management to store, retrieve and manage human resource data and processes while still remaining compliant to changing tax laws and labor regulations.
The HR team can always depend on a HRMS to save time when accessing employee data, generating payrolls and planning workforce. HRMS is the HR team’s best friend because it makes it easier to manage employee benefits, efficiently manage overtime and arrange employee training and development.
Yongming Song, CEO, Live Poll for Slides
Google Drive
For me, it’s Google Drive. I’ve used it for everything from creating a new document to uploading files to sharing them with my team members. The best part about Google Drive is that you can access it from anywhere – and it’s totally free!

Google Drive is great for sharing files because it’s so easy to use. You can access your files from any device and they’ll be there when you need them. You can also share those files with anyone you like.
Amer Hasovic, Content Writer, Love & Lavender
Google Drive is great for sharing files because it’s so easy to use. You can access your files from any device and they’ll be there when you need them. You can also share those files with anyone you like. It’s perfect for distributing documents or newsletters, as well as collaborating on projects with colleagues and clients. Another thing I like about Google Drive is how much space you get for free 15 GB! That’s more than enough room to store all of your documents and photos (or even videos) in one place.
Amer Hasovic, Content Writer, Love & Lavender
BambooHR
Having worked at a few different startups, the technology stacks always change from company to company, but one platform that I find tremendous value in everywhere I go is BambooHR.

It may not be a perfect system for larger, more complex companies, but at the smaller startups I’ve worked in, BambooHR provides a lot of user-friendly functionality at a great price point and backs it up with great support.
Brett Ungashick, CEO & CHRO, OutSail
It may not be a perfect system for larger, more complex companies, but at the smaller startups I’ve worked in, BambooHR provides a lot of user-friendly functionality at a great price point and backs it up with great support.
Brett Ungashick, CEO & CHRO, OutSail
The right tools and platforms can make all the difference to an HR team’s performance
While this lineup is a favorite with these leaders, there are plenty of other tools and platforms out there that help an HR team increase efficiency, save time, enhance resource mileage, and provide more value to their functions.
Does your HR team have a favorite tool or platform that makes their work easier? Let us know if you have one that you think should absolutely make this list!
Write to us at connect@HRSpotlight.com, and our team will help you share your insights.
The Stay Interview Landscape: Implementation and Alternatives
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Read More5 Effective Ways to Motivate Your HR Team
by HRSAdmin





5 Effective Ways to Motivate Your HR Team
Here are 5 ways to motivate your HR team:
- Spotlight the Impact of Your Team’s Work
- Increase Interaction With Employees to Put a Human Face to Your Work
- Create Opportunities for HR Team Members to Get Together Outside of Work
- Give Your Team a Sense of Purpose by Recognizing Their Impact on the Company Culture
- Encourage Teamwork as Well as Having Fun Together as a Team
Spotlight the Impact of Your Team’s Work
It’s easy to feel overwhelmed when your department’s to-do list reads like a copy of War and Peace. That is why it’s important to pause and appreciate the breadth and depth of the impact their work has on the company.

As an HR pro, what you do saves money, reduces risks, and propels the organization to increase both top-line value and bottom-line results. Want to motivate your HR team? Hand them a mirror.”
Tim Toterhi, CHRO, Plotline Leadership
Let’s face it. HR isn’t just HR anymore. It’s also marketing and communications and digital strategy with elements of IT, Legal, Finance, and Big Data-management sprinkled in. As an HR pro, what you do saves money, reduces risks, and propels the organization to increase both top-line value and bottom-line results. Want to motivate your HR team? Hand them a mirror.
Tim Toterhi, CHRO, Plotline Leadership
Increase Interaction With Employees to Put a Human Face to Your Work
HR teams deal with people. While their work involves analyzing multiple processes and reporting HR data, the human resource department experiences an unfair reputation as the majority of employees do not trust their HR. Putting a human face on the data they report daily through improved internal employee communication gives the HR team the motivation to keep going. Rather than spending time analyzing complex data, HR can spend more time interacting with employees and putting a human face into the work that they do.

I motivate my HR team to keep delivering its best by involving them in strategic plans. I ensure that the HR team plays an integral part in strategic workforce planning and recognizing their efforts when there is a good performance.
I motivate my HR team to keep delivering its best by involving them in strategic plans. I ensure that the HR team plays an integral part in strategic workforce planning and recognizing their efforts when there is a good performance. I also encourage them to communicate with the workforce and have healthy professional relationships.
Yongming Song, CEO, Live Poll for Slides
Create Opportunities for HR Team Members to Get Together Outside of Work
How does an HR team find the motivation to keep going? One of our biggest challenges is staying motivated as a team. We work hard and long hours, but we also want to make sure we’re not taking advantage of our employees’ goodwill, and that means finding ways to stay focused on building our relationships with them.

We work hard and long hours, but we also want to make sure we’re not taking advantage of our employees’ goodwill, and that means finding ways to stay focused on building our relationships with them.
Amer Hasovic, Content Writer, Love & Lavender
One way we do this is by creating opportunities for our team members to get together outside of work. For example, every year, we host a holiday party in which employees bring food from their home countries and share stories about what makes them feel most at home. It’s a great way for us all to get out of the office and into a space where we can relax – and bond over shared experiences. Another way we stay motivated is through training sessions on topics like communication skills and conflict resolution. These are important topics because they help everyone feel like they have an equal voice in the company – which can be especially challenging when you’re working remotely.
Amer Hasovic, Content Writer, Love & Lavender
Give Your Team a Sense of Purpose by Recognizing Their Impact on the Company Culture
There is no better feeling than when you’ve been involved in a project that you’re proud of and when you lead a team that’s been able to deliver and make a difference.
It’s the reason that a lot of people end up in HR, and it’s what keeps them going.
HR professionals want to have that impact, and they want to be able to feel that they’re making a difference. That’s an important thing to keep in mind when you’re building your HR team and when you’re building your company culture.

HR professionals want to have that impact, and they want to be able to feel that they’re making a difference. That’s an important thing to keep in mind when you’re building your HR team and when you’re building your company culture.
Luciano Colos, Founder & CEO, PitchGrade
You need to give people that sense of purpose and sense of impact. It’s going to drive their performance, and it’s going to drive their feelings of fulfillment and satisfaction. If you can’t do that, then you may not be able to get the best out of your workforce. To get the best out of your workforce, you need to give them a sense of purpose, a sense of impact, and a sense of meaning. I think that HR is the most important group within a company because they influence the company culture.
Luciano Colos, Founder & CEO, PitchGrade
Encourage Teamwork as Well as Having Fun Together as a Team
Our HR Team finds the motivation to keep going by having a good team that works well together and has fun at work. We take our work seriously, but we also find the time to have fun every once in a while.

Our HR Team finds the motivation to keep going by having a good team that works well together and has fun at work. We take our work seriously, but we also find the time to have fun every once in a while.
Lindsey Hight, HR Professional, Sporting Smiles
This could be as simple as decorating our office and dressing up for Halloween or getting employees together to do a tour of our company while learning the history around it.
Lindsey Hight, HR Professional, Sporting Smiles
A Motivated HR Team Equals Overall Performance and Productivity
When your HR team is motivated and working at optimal levels, this energy helps them bring to the floor various resources and solutions that drive the overall performance and productivity of the company. The positive and go-getter attitude of the HR team is where it all begins, and it is this energy that trickles down to the rest of the workforce too. All this makes a motivated HR team one of the most essential components in an organization that aims for growth and success.
As lone rangers driving entire organizations, how does your HR team find the motivation to keep its own clan going? What is one thing that motivates (or how do you motivate) your HR team to keep delivering its best?
Write to us at connect@HRSpotlight.com, and our team will help you share your insights.
The Stay Interview Landscape: Implementation and Alternatives
On-the-Job Training Strategies: What Works and Why How are leading...
Read MoreCreating a Mindful Workplace: Perspectives from HR and Business Leaders
On-the-Job Training Strategies: What Works and Why How are leading...
Read MoreOn-the-Job Training Strategies: What Works and Why
On-the-Job Training Strategies: What Works and Why How are leading...
Read MoreBeyond the Breaking Point: Sharing Strategies to Combat Employee Burnout
Beyond the Breaking Point: Sharing Strategies to Combat Employee Burnout...
Read More3 Incredible Stories: How Your Health and Wellness Initiatives Impact Employees
by HRSAdmin



3 Incredible Stories: How Your Health and Wellness Initiatives Impact Employees
Not every employee has the time, luxury, or courage they need to address their health and wellness challenges. The reasons could be many, from the lack of support at home to no means of access to the right kind of attention they need.
At the workplace, though, it may be easier for employees to seek help, especially when help is readily available through professionals, and there is a set process in place that revolves around the health of the employee at all times.
So how does this effort shown by an employer affect the lives of employees? Does this effort have an effect on performance and productivity too? Is this effect positive or negative? After all, every initiative, no matter how small, requires employees to spend time away from their work desks!
To bring to you a well-rounded opinion that is not just based on our team’s insights alone, we bring to you a post that addresses this all-important topic of how your health and wellness initiatives are impacting employees through three beautiful workplace stories that help us drive home our point.
The SynergyIQ Story: When an Hour of Fun does a Lot More than You Think!

Michelle Holland, Executive Director at SynergyIQ, shares quite a unique solution that may seem like only a fun one but evidently has far-reaching positive consequences. “Each and every week, we make time to have some fun together at SynergyIQ. It’s called our hour of silly, and it’s a non-negotiable for us. Even on our busiest days!” So doesn’t this have an impact on productivity? An hour sure sounds like a lot when you are pursuing targets that only seem to be further away every time you look up. “Sure, we lose a bit of productivity during the hour of silly, but we make up for that in the hours that follow,” shares Michelle. So what does this hour (which is beginning to sound even more interesting with each passing minute) include for employees?

In terms of some of the things we’ve done during that hour of silly, we’ve had dogs visit the office (no explanation needed!), we play games which help us understand each other’s HBDI thinking styles, team quizzes and more. Some activities are more light-hearted, others are more about getting to know each other.
Michelle Holland
Executive Director at SynergyIQ
“In terms of some of the things we’ve done during that hour of silly, we’ve had dogs visit the office (no explanation needed!), we play games which help us understand each other’s HBDI thinking styles, team quizzes and more. Some activities are more light-hearted, others are more about getting to know each other,” she says.
And has there been any notable impact on employees? Well, of course participating in such a fun-filled hour sounds like a great experience but does it have any real impact on the ground? “Attendance in the office increases on these days, as does output afterwards. Happier employees are healthier and more engaged,” reveals Michelle, and we have to agree.
“So if you’re not having any fun at work, we suggest you start an hour of silly of your own,” advises Michelle, and going by the experience she shares, there’s every reason for you to carve out your own ‘hour of silly’ at the workplace too. Hey, don’t you forget that health and wellness is also about being playful!
The mtime Story: Where Moncierge Well-being Surpasses Client and Business

At mtime, the employee is at the top of every pyramid, and that’s how this unique business operates. Rebecca Kraut reveals how they go one step ahead to protect the interests of their employees and show them they care for their own.
“We run what we call ‘culture of care’ at our business. This is specifically designed to support our employees (moncierges, our name for our in-home carers) and one of the most controversial initiatives we have is taking feedback from our employees on our clients; and letting them rate the experience of working with the family!” reveals Rebecca.
But why would this be controversial? After all, although not prevalent, employers seeking employee feedback on clients isn’t a practice that’s unheard of. What Rebecca reveals next throws some light on this.
“The feedback our employees provide can, at times, lead to us firing the clients because we don’t compromise on the rules of culture of care for our employees and the customer is not always right!”
Does that sound like something your business would do? If it does, take a bow! Because we all know that very few businesses out there would go as far as firing clients only to protect their employees. But that’s Rebecca and the rest of the mtimes team manage to do, and the outcome of this commitment towards employee well-being is evident.
While this take was all things fun, there is another angle to paying attention to the mental health of employees. For, at times, these interactions can help peers or leaders uncover tragic personal lows some of your employees may be experiencing in their lives.
Marty Spargo, owner of Reize Club, has one such highly impactful story to share.
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