Menu

People

20 Leaders Tell You Why Organizations Cannot Ignore the DEI Shift – Part 1

by

Ashley T. Brundage HR Spotlight
Rebecca Minor - HR Spotlight
Ruth Rathblott HR Spotlight
Brian Greenberg - HR Spotlight
Thanh Nguyen HR Spotlight
Robert H. Johnson Jr. - Founder, Principal, RHJ Consulting Group
Audrey Taylor HR Spotlight
Benjamin Okyere HR Spotlight

20 Leaders Tell You Why Organizations Cannot Ignore the DEI Shift – Part 1

The DEI Shift: 20 Leaders Speak Their Mind

The evolution of the global workforce may be a strong reason behind the increased adoption of DEI programs but what’s even more significant is that this is no longer just the prerogative of the workforce — it is the need of the organization too. Organizations can no longer afford to ignore the DEI shift, and these 20 leaders tell you why.

Need for Empowerment

The one reason you can’t ignore the shift in DEI is that all people want more Empowerment. In all my travels around the world to DEI events and non-DEI events this is the common thread that binds us as the 8 billion different people on the planet.

Ashley T. Brundage HR Spotlight

Every organization will reach a point in the future where the talent will all leave due to them not feeling empowered, therefore you need to make sure you have a DEI program and it has a strong connection to empowerment of all people.

Ashley T. Brundage,
Empowering Differences

People want to seize control of more authority to feel safer and in charge of their life but also at the same time we are bound by our need to also gain more power which are monetary items and usually time bound deliverables. Even people not typically seen as diverse are longing to be a part of a system that includes them where they can acquire more empowered resources.

Every organization will reach a point in the future where the talent will all leave due to them not feeling empowered, therefore you need to make sure you have a DEI program and it has a strong connection to empowerment of all people.

Ashley T. Brundage, Empowering Differences

High Cost of Ignorance

Despite many companies and organizations attempts to improve their support of LGBTQ employees and clients, there is still has a long way to go to foster a truly inclusive workplace, especially for trans folks.

First and foremost, this cannot be ignored because it is unacceptable for anyone to be discriminated against at work and studies show 47% of trans participants experienced at least some discriminatory behavior on a daily basis at work, such as being the target of transphobic remarks, being ignored, or being pressured to act in “traditionally gendered” ways (Thoroughgood et al, 2020). Participants reported increased hyper-vigilance and rumination at work which is not only dangerous for people’s mental health but also can cost a business.

The costs that are overlooked are decreased productivity, increased workplace dissatisfaction, higher turnover, and potential litigation. Meanwhile, organizations with trans-supportive policies saw positive increases in participants’ openness about their identities and their decreased experiences of discrimination at work (Ruggs et al, 2015) .

As people are increasingly out in the workplace, business cannot ignore the importance of DEI training. One in four LGBTQ+ members of Gen Z are nonbinary and they are the future of the workforce.

Rebecca Minor, DEI consultant, Gender Specialist

An Influential Factor

Companies can no longer avoid the shift to DEI as it is a major factor in recruiting and retaining talent. Secondly, it has been proven that diverse and inclusive companies perform better. However, the problem lies in the fact that most DEI initiatives are not addressing the real problems in the workplace and are not creating meaningful change.

Ruth Rathblott HR Spotlight

The C.U.R.E starts with understanding (U) our differences so that collectively the company can be more empathetic (E) in connecting (C ) with employees and demonstrating that they feel represented (R).

Ruth Rathblott,
Founder, Ruth Rathblott

As the author of Singlehandedly: Learning to Unhide and Embrace Connection, I have developed a unique approach, the C.U.R.E (connection, understanding, representation and empathy) framework, that is more authentic. It starts with understanding (U) our differences so that collectively the company can be more empathetic (E) in connecting (C ) with employees and demonstrating that they feel represented (R).

Ruth Rathblott, Founder, Ruth Rathblott

Business Benefits

One reason that I can’t afford to ignore the shift in diversity, inclusivity, and everything that goes with it is because of the immense benefits it has for businesses. The more diverse your team is, the more inclusive you are, and the more you’re able to understand other cultures and viewpoints, the better your business will be. All of this builds trust with customers, which means they’ll be more likely to buy from you.

I have seen this firsthand in my own company where the diversity of our employees has led to a much higher level of innovation. We have people from different backgrounds working together on projects who bring different perspectives and ideas to each task. This leads us to be able to innovate faster than if we were all working alone within our own bubbles.

Brian Greenberg, CEO, Insurist

Impact on Funding

VCs and boards will demand progress toward pay parity among their portfolio companies. While we’re seeing states like California mandate that companies report their pay data by sex, race and ethnicity to encourage more equitable pay, VCs and board members will outright require that portfolio companies set time-based targets and report progress on pay parity.

Thanh Nguyen HR Spotlight

Investors know that equitable companies perform better: they are more likely to beat competitors, win new markets and retain employees.

Thanh Nguyen,
CEO and Co-Founder, OpenComp

Investors know that equitable companies perform better: they are more likely to beat competitors, win new markets and retain employees. With VCs needing to be choosier about who they fund in the midst of economic uncertainty, startups will need to not only report their pay data to VCs/board members, but also rectify any gaps in order to land funding.

Thanh Nguyen, CEO and Co-Founder, OpenComp

A Foundational Necessity

Diversity, Equity & Inclusion is the glue that connects people and creates community. Now more than ever, prospective employees are asking about DEI during the interview process. Companies and leaders who want to succeed in the war for dynamic talent embrace DEI as foundational.

Data shows that organizations with an intentional and sustained commitment to DEI:

  • Deliver stronger performance and shareholder value
  • Have higher employee retention and lower turnover
  • Achieve greater employee satisfaction scores and higher engagement

Diversity, Equity & Inclusion is key to creating a psychologically safe environment where all people feel safe, seen valued and heard.

Robert H. Johnson Jr., Founder, Principal Consultant, RHJ Consulting Group

Behavioral Impact

Nearly all business problems (e.g., retention, poor representation of minorized employees in leadership positions) can be traced to organizational culture problems (beliefs, values, and behavioral norms). And organizational culture problems almost always come down to unconscious (and observable) biases that impact behaviors.

For example, I recently guided an organization that was losing talented female employees due to underlying bias (and behaviors) that females “be seen but not heard.” Females in the organization were discouraged from sharing opinions, speaking in meetings.

Amy Bonomi, Ph.D., MPH, Founder, Social Justice Associates

The Talent War

One reason why I’m convinced we can’t afford to ignore Diversity and Inclusion? I could quickly make a pretty long list, but to me, the most compelling reason is that a commitment to D&I has become table stakes for successfully competing in the war for talent.

Audrey Taylor HR Spotlight

Unlocking the power and performance of an increasingly diverse workforce is critical for any organization to drive innovation and better decision making, as well as to mitigate business risk.

Audrey Taylor,
Managing Director & America’s Lead, DEI Practice, Kincentric

Multiple recent studies show a majority of the US workforce believes a company’s commitment to D&I is important when choosing an employer but also feel that their company’s commitment is not genuine and that the organization should do more to drive diversity and inclusion.

Unlocking the power and performance of an increasingly diverse workforce is critical for any organization to drive innovation and better decision making, as well as to mitigate business risk. The business case is clear – now is the time for companies to live up to the commitment and actually embed D&I to drive employee engagement and company performance.

Audrey Taylor, Managing Director & America’s Lead, DEI Practice, Kincentric

New Perspectives

You cannot ignore the diversity and inclusion shift because having a diverse team makes people feel included and welcomed. You want your team to feel a sense of belonging. Also, by having a diverse team, there are more ideas brought to the table and new perspectives that can offer a lot of value from a business perspective. Diversity brings more creativity that takes into consideration many different angles to reach a broader audience.

Kristen Fowler, VP & Practice Lead, Clarke Caniff Strategic Search

Right to Respect

We live in a world where the importance of diversity, inclusivity, and related values are being more and more realized. While this shift has been long overdue, we must continue to build upon it if we are to adequately ensure that everyone can walk through life with a sense of belonging.

One powerful reason why this shift cannot be ignored is that everyone has the right to feel safe, respected, and appreciated within their communities. As such, it is incumbent on all of us to do our part in making sure no one feels excluded or disadvantaged because of identity-based characteristics such as race, gender identity, religion, or ethnicity just to name a few.

Benjamin Okyere HR Spotlight

One powerful reason why this shift cannot be ignored is that everyone has the right to feel safe, respected, and appreciated within their communities.

Benjamin Okyere,
Founder, Stress Reliever

We must continually strive towards providing a level playing field so that others may realize their true potential regardless of whom they are and what they look like.

Benjamin Okyere, Founder, Stress Reliever

Hang On, There’s More!

The response to this question we posed to leaders was so overwhelming that we just couldn’t fit all of them in a single article! 

So head out to 20 Leaders Tell You Why Organizations Cannot Ignore the DEI Shift – Part 2 for 10 more valuable insights!

Do you have a take on why an HR team is important, even if it’s a one-person team? Or is there another insight you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Employee and Organizational Well-being: A Burnout Prevention Strategist’s Guide

by

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.

Why burnout is relevant now

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.

Linkedin Facebook Twitter

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.

5 Effective Ways to Motivate Your HR Team

by

Tim Toterhi, CHRO, Plotline Leadership
Yongming Song, CEO, Live Poll for Slides
Amer Hasovic, Content Writer, Love & Lavender
Luciano Colos, Founder & CEO, PitchGrade
Lindsey Hight - Terkel for HR Spotlight

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.

Tim Toterhi, CHRO, Plotline Leadership

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.

Yongming Song, CEO, Live Poll for Slides

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.

Yongming Song, CEO, Live Poll for Slides

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.

Amer Hasovic, Content Writer, Love & Lavender

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.

Luciano Colos, Founder & CEO, PitchGrade

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.

Lindsey Hight - Terkel for HR Spotlight

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.

3 Incredible Stories: How Your Health and Wellness Initiatives Impact Employees

by

Michelle Holland Executive Director at SynergyIQ
Rebecca Kraut Mtime
Marty Spargo Owner, Reize Club

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?

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.

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

mtime

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.

Rebecca Kraut Mtime

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!

Rebecca Kraut
Mtime

“The result is that the women in these blue collar roles are finally feeling supported, growing in confidence, building independence (financially & otherwise) and we’re retaining them for longer! Our business is nothing without our staff & so everyday & every action is centered around a culture of care – rather than maybe a more fickle ‘wellness initiative’!”

Now there’s a twist to the term wellness that we sure would like to witness in more and more workplaces. Hey, we don’t even mind the ‘fickle’ jab because we know Rebecca isn’t wrong here.

Plenty of workplaces out there have everything in line, but only on paper. When it comes to actionable steps, though, there is always a permanent lag. And if you were to ask even the bigger brands if they’d go as far as to fire a client over feedback provided by employees, we’re sure you’d only get raised eyebrows or smirks in reply. 

Kudos, team mtime! There’s a lot we can all learn from you here.

The Reize Club Story: When You Know Your Employees, You can Help Them Better

Reize

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. 

Marty Spargo Owner, Reize Club

I worked with an employee to create a wellness plan that would help her manage her symptoms and keep them under control while still allowing enough flexibility so that she could continue working at full capacity

Marty Spargo
Owner, Reize Club

“I have seen firsthand how much of an impact my programs can have on the mental health of our employees. One of my employees was in a very dark place when she came to me for help. She had recently been diagnosed with multiple sclerosis, and she was terrified that her condition would prevent her from doing her job effectively or even being able to work at all. She was also struggling with depression and anxiety, which made it difficult for her to get out of bed in the morning,” shares Marty. 

When you consider a modern workplace, it almost seems providential that a leader was even able to notice something wrong with an employee. But this is one of the perks of increasing close interactions among your workforce. It brings to the surface problems that are otherwise hidden. 

So how was Marty able to help his employee? 

“I worked with this employee to create a wellness plan that would help her manage her symptoms and keep them under control while still allowing enough flexibility so that she could continue working at full capacity,” he says. 

Now, there’s a boss we wouldn’t mind going to work for in a heartbeat!

The HR Spotlight Quick Five List: How Health and Wellness Initiatives Impact Your Employees

12-Insightful-Leaders-on-Why-an-HR-Team-is-Important-1.jpg

We’ve decided to leave the usual conversations that revolve around employee engagement, retention, and brand impact out of this list. Instead, we’re only going to approach this list from how it affects employees on a personal level. And as the varying stories we mentioned above reveal, how this impact has far-reaching positive consequences. 

So here’s our list that tells you how your health and wellness initiatives impact your employees.

You show employees you care

The initiatives your organizations carry out to promote the well-being of your employees speak volumes of the commitment you have towards your workforce. And this emotion isn’t wasted on your workers. Every initiative and gesture that is taken to protect and promote the mental and physical health of employees tell them how they work for a brand that goes beyond what’s required of them to show they care. To employees who are struggling in their lives, this means more than you’ll possibly ever know.

You protect your employees

Yes, your employees may be spending more time outside the office in a typical work week, but there’s enough reason for you to believe that they spend the most conscious hours at the workplace you’ve designed for them. So when you protect their well-being through proactive steps, this feeling of being in a safe place isn’t lost on them. And when you know you can count on the people or programs at your workplace, employees even look forward to returning to the workplace for relative peace and calm.

You add positivity to the workplace

A healthy workforce that is able to work with a healthy body and a positive mind is a happy one. This positivity that individuals add to their lives reflects in the workplace too. So when you introduce health and wellness initiatives, you are also adding positivity to your workplace. This enables the work environment to perform at high levels without the physical or mental challenges of the workforce adversely impacting it in any way.

You remove roadblocks

Seeking help or embracing positive change isn’t always easy. Even when every reason is right there in front of you, it is difficult to take that most important step forward and make a change. In promoting the right initiatives at your workplace, you help your employees tackle and overcome these common roadblocks by offering strength in numbers and infusing trust. To someone who has been struggling alone, this means a lot more than we would ever know.

You educate

Not every employee in your workforce may be aware of how important their physical and mental wellness is to their personal and professional lives. There are times when even the most unhealthy people remain unaware of the problems and challenges they face and realize them only when they receive some education about them. Your workplace’s health and wellness initiatives may very well be the first awareness experiences for these employees.

A healthy and well workforce makes for a high-performance workplace

A commitment shown by a business is never lost on an employee. Firstly, the elements of health and wellness that employees are now able to add to their lives positively affect their way of work and help them do more at work. Secondly, the extra mile their employers have gone for them encourages them to give back in any way they can to the workplace too.

3 Incredible Stories: How Your Health and Wellness Initiatives Impact Employees

This dual benefit brought on by your initiatives — apart from the extremely crucial element of improving the individual lives of your employees — results in a healthy workforce that is always mindful of their responsibilities at work and contributes to building and maintaining a high-performance environment. 

Do you have a take on why an HR team is important, even if it’s a one-person team? Or is there another insight you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

5 Easy Health and Wellness Solutions for Your Remote Team

by

Natalia Brzezinska, Marketing & Outreach Manager, PhotoAiD
Laura Martinez, Consultant, PersonalityMax
Shauna Moran, Founder, Operate Remote
Louise Ogilvy, Recruitment Director, Propeller-Tech
Krishna Vakharia, Clinical Director, Patient.info

5 Easy Health and Wellness Solutions for Your Remote Team

Health and wellness is no longer an optional component at the workplace of today, and whether your team is working in the office or remotely, your organization’s commitment to their well-being remains constant. While relaying this commitment and following up on it is a challenge even in an office setting, actionable pursuit becomes even more difficult in a remote work environment.

But when leaders put their minds to something, they find solutions that work no matter what! And that’s what this article is all about.

Here are five easy and innovative health and wellness solutions these leaders provide for their remote teams:

  • Invest in Gym Membership Cards as a Benefit
  • Provide an Easily Accessible Hotline
  • Have a Clear and Realistic Plan for Tasks and Expected Output
  • Encourage Team Members to Participate in Wellness Challenges
  • Vary Meeting Formats and Schedule Meetings With Breaks

Invest in Gym Membership Cards as a Benefit

Remote employees spend a lot of time in one place, often lacking in any real physical exercise. Because they’re right at home all the time, they’re often also more inclined to just lie down and rest after work. That leaves the issue of no physical exercise unresolved.

Natalia Brzezinska, Marketing & Outreach Manager, PhotoAiD

Offer employees access to gym facilities as a benefit. Gym memberships aren’t cheap, and if the employees get the ability to work out to relieve some stress or just to keep their body and mind healthy, chances are they will take full advantage of it.

Natalia Brzezinska, Marketing & Outreach Manager, PhotoAiD

Thus, the best solution, I think, is to offer employees access to gym facilities as a benefit. Gym memberships aren’t cheap, and if the employees get the ability to work out to relieve some stress or just to keep their body and mind healthy, chances are they will take full advantage of it.

Natalia Brzezinska, Marketing & Outreach Manager, PhotoAiD

Provide an Easily Accessible Hotline

It must be a number that they can call for their health and wellness concerns. This is very important, especially for mental wellness. In these challenging days, employees must have someone to reach. It will be in case of despair, exhaustion, and anxiety. These cases are sensitive and must be dealt with by a professional. Having someone to listen to their woes and worries can be very important.

Laura Martinez, Consultant, PersonalityMax

Mental issues are a reality. These woes and dilemmas can happen to anyone, even to the best people that we know. If there is a venue for them to vent their concerns, it will be the best move that an organization can take.

Laura Martinez, Consultant, PersonalityMax

Mental issues are a reality. These woes and dilemmas can happen to anyone, even to the best people that we know. If there is a venue for them to vent their concerns, it will be the best move that an organization can take. It will prove the sense of belongingness that must offer.

Laura Martinez, Consultant, PersonalityMax

Have a Clear and Realistic Plan for Tasks and Expected Output

I would argue that remote work increases an organization’s responsibility for employee wellbeing and wellness. After all, remote workers are more likely to feel isolated than their office counterpoints, and it’s easier for red flags to be missed when we don’t work together in person.

Shauna Moran, Founder, Operate Remote

Having 30% fewer meetings each week, a high-quality coaching conversation from a leader, and a clear and realistic plan for tasks and expected output would make all of the difference to wellbeing and productivity.

Shauna Moran, Founder, Operate Remote

When organizations approach me with innovative wellness solutions because their team is burnt-out, I always look at the basic foundations that are backed by research as the most frequent contributors to burnout. For example, too many back-to-back meetings, unrealistic timelines, workloads, lack of support for managers, and so many more. Often it’s these foundations that are missing, but these foundations can really be the key to making a shift within cultures and employee wellbeing. For example, having 30% fewer meetings each week, a high-quality coaching conversation from a leader, and a clear and realistic plan for tasks and expected output would make all of the difference to wellbeing and productivity.

Shauna Moran, Founder, Operate Remote

Encourage Team Members to Participate in Wellness Challenges

There are a few easy and innovative health & wellness solutions for a remote team. One solution is to create a wellness library for the team. This can be a collection of books, articles, or even websites that team members can access when they need some inspiration or motivation.

Louise Ogilvy, Recruitment Director, Propeller-Tech

One solution is to create a wellness library for the team. This can be a collection of books, articles, or even websites that team members can access when they need some inspiration or motivation.

Louise Ogilvy, Recruitment Director, Propeller-Tech

In addition, you can also encourage team members to participate in wellness challenges. These can be fun and competitive, and they help to promote healthy habits within the team. By implementing these easy and innovative solutions, you can help your remote team stay healthy and well.

Louise Ogilvy, Recruitment Director, Propeller-Tech

Vary Meeting Formats and Schedule Meetings With Breaks

My tip would be to have no meeting before 10 am on a Monday or after 3 pm on a Friday. Also, meetings are often back to back, so it helps to schedule them to start at 5 past the hour and end 10 minutes to the hour to allow time for a stretch or comfort break.

Krishna Vakharia, Clinical Director, Patient.info

My tip would be to have no meeting before 10 am on a Monday or after 3 pm on a Friday. Also, meetings are often back to back, so it helps to schedule them to start at 5 past the hour and end 10 minutes to the hour to allow time for a stretch or comfort break.

Krishna Vakharia, Clinical Director, Patient.info

Beyond that, you could mix up the meeting styles – try walking meetings for variety or meetings with videos off to alleviate feelings of anxiety or pressure.

Krishna Vakharia, Clinical Director, Patient.info

Innovative Health and Wellness Solutions Results in Healthy and Productive Remote Teams

Managing a remote team is not an easy task, and even more difficult is engaging them and including them in programs and events that would otherwise be a breeze in an office environment. Thanks to these solutions shared by leaders, as well as an entire list of others that are out there to help organizations create a health-focused and wellness-oriented work environment, engaging even remote employees and contributing to their well-being is a possibility.

Remote work does not tone down an organization’s responsibility for employee well-being. What is your go-to easy and innovative health & wellness solution for a remote team? Do you have a solution you think should absolutely make this list?

 

Recent Posts

Topics