HR tips
6 HR Best Practices to Cater to the Global Workforce
by HRSAdmin






6 HR Best Practices to Cater to the Global Workforce
Connecting Workforce Development to Leverage Empowerment in 2023
by HRSAdmin
Connecting Workforce Development to Leverage Empowerment in 2023
13 Tips to Create a Happy Work Environment
13 Tips to Create a Happy Work Environment
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.
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 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.
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 More- « Go to Previous Page
- Page 1
- Interim pages omitted …
- Page 8
- Page 9
- Page 10
- Page 11
- Go to Next Page »