Como você apoia o bem-estar mental e físico de seus funcionários?

Respect everyone's boundaries. When people take PTO, celebrate it. Always encourage people when they take breaks and be supportive when they prioritize their personal lives. This is how organizations win. Many organizations do the opposite. The outcome? Productivity, loyalty and momentum plummets. It's not rocket science, but it is behavioral science. Do the former to win.

Taking care of your employees' well-being is your responsibility as a leader. When you show you care, you help them find a better balance between work and life. This leads to a more energized and productive team. By supporting your employees' happiness, you create a positive work environment that benefits everyone.

Cuando estás en la cama con fiebre no eres la persona más productiva del mundo. Y sí entendemos que esta enfermedad no nos permite trabajar. Sin embargo, aún no somos capaces de ver como el estrés, la ansiedad y otros trastornos no nos permiten desarrollar nuestro trabajo de forma eficiente. Promover un entorno saludable a nivel físico y mental no solo tiene beneficios para los empleados, también para las empresas y corporaciones.

Listen to them. Fulfilling the needs of the people that create and manage your product is the job of the leader, especially if they are creating your dream as the visionary.

Supporting your employees' mental and physical well-being is like being a good coach—guiding and cheering them on! Start by fostering an open environment where employees feel comfortable discussing their challenges. Offer flexible work arrangements to help balance personal and professional lives, and encourage regular breaks to recharge. Implement wellness programs, like fitness challenges or mindfulness sessions, to promote healthy habits. Provide access to mental health resources, such as counseling services or workshops, and ensure employees know how to utilize them. By prioritizing their well-being and creating a supportive culture, you’ll help your team thrive both at work and beyond!

Well-being is at an all time low. It's so bad that the U.S. Surgeon General (the same administration that puts cancer warnings on cigarette packs) is warning us about an "epidemic of loneliness". The result is disengaged team members that struggle at work. Not only is their work bad, but they impact the team members around them negatively too. To say nothing of the negative impact outside of work as well...

Employee well-being is crucial for organizational success. Research shows that companies with high employee well-being experience 21% higher profitability. Well-being encompasses both mental and physical health, directly impacting productivity, engagement, and retention. When employees feel supported in their well-being, they are more likely to be motivated, creative, and loyal. Investing in well-being initiatives also reduces absenteeism and healthcare costs, creating a healthier and more productive workforce. Understanding the importance of well-being is the first step in creating a supportive work environment that fosters employee satisfaction and performance.

Employee wellbeing can be negavitely affected by several factors such as poor work culture, toxic management, lack of job security, lack of communication between management and employees etc.

Several barriers can hinder employee well-being, including high stress levels, poor work-life balance, and lack of resources. According to the American Institute of Stress, 80% of workers feel stress on the job, with nearly half needing help in managing it. Long working hours, unrealistic expectations, and insufficient support can lead to burnout and mental health issues. Additionally, a lack of access to wellness programs or stigma around mental health can prevent employees from seeking help. Identifying and addressing these barriers is essential for creating a supportive environment that promotes overall well-being.

Assessing your current well-being situation involves gathering data and feedback from employees to understand their needs and challenges. Start with anonymous surveys, focus groups, and one-on-one meetings to collect insights on stress levels, work-life balance, and mental health. Utilize existing data, such as absenteeism rates and healthcare claims, to identify trends. Tools like the WHO-5 Well-Being Index can provide a standardized measure of employee well-being. Analyzing this information helps identify areas for improvement and tailor interventions that effectively address the unique needs of your workforce.

Diseñar un plan no debe ser algo que se tome a la ligera. Ha de realizarse un diagnóstico previo y contar con un sistema que realice un seguimiento de los resultados. El reconocimiento, promover la igualdad de oportunidades, la salud mental y el descanso suelen ser temas comunes en todos los planes estratégicos pero no son los únicos puntos a tener en cuenta.

Well-being can be addressed in many ways (as alluded to with the PERMA model), but I love the impact of relationships. Connection is such an important part of well-being because when people feel connected, they have resources available to work through their problems. A person to turn to in difficult times (including at work) can give you the support that you need to push through. When companies create connected cultures where people are empowered to support one another, it immediately solves SOME of the issues associated with employee well-being.

PERMA is nice, but it is not meaty enough. A fully effective well-being plan is more direct, gets to the core and impacts every area of health and well-being. Physical, mental, social and spiritual. If you want a full well-being plan, you have to address all of these components, and do so head on. Gone be the days that mental health support, for example, means 5 free therapy sessions. That’s not a plan. It’s time for a proactive approach that uses science and teaches habits in each area so employees can experience sustainable, effective behavior change that truly transforms both their performance and actual well-being.

Designing a well-being plan involves creating comprehensive strategies that address both mental and physical health. Start by setting clear goals and objectives based on the assessment of your current situation. Incorporate a variety of initiatives, such as flexible work schedules, access to mental health resources, fitness programs, and healthy eating options. Engage employees in the planning process to ensure the plan meets their needs and preferences. Providing training for managers on recognizing and supporting well-being can also enhance the plan's effectiveness. A well-rounded approach ensures that all aspects of well-being are considered and addressed.

No matter how exceptional the design of a well-being plan, its effectiveness and true impact hinges on a robust execution strategy. And for that to succeed, leadership buy-in and participation are critical. When leaders actively engage in the well-being plans, it -Sends a resounding message: self-care is valued here -Breaks down barriers and stigmas -Normalizes well-being practices, and -Sets a precedent for broader participation Going beyond active leadership, -Accessibility makes participation easy -Regular communication keeps engagement high, and -Feedback ensures the program stays relevant This holistic approach fosters a culture that supports and celebrates self-care, leading to a healthier, happier, and more productive workforce.

Implementing your well-being plan requires a structured and inclusive approach. Begin with clear communication to all employees about the plan’s goals, benefits, and available resources. Use multiple channels, such as emails, meetings, and intranet posts, to reach everyone. Encourage participation through incentives and regular updates. Appoint well-being champions or committees to lead and support initiatives. Monitor progress by collecting feedback and tracking participation rates. Adjust the plan as needed based on ongoing feedback and outcomes. A well-executed implementation ensures that employees are aware, engaged, and benefiting from the well-being initiatives.

Sustaining a well-being culture requires continuous effort and commitment from all levels of the organization. Integrate well-being into your company’s values and everyday practices. Regularly evaluate and update well-being initiatives based on feedback and changing needs. Encourage leaders to model healthy behaviors and support well-being efforts. Recognize and celebrate successes to maintain momentum and motivation. Provide ongoing training and resources to keep well-being a priority. Fostering a supportive environment where well-being is embedded in the company culture ensures long-term benefits for both employees and the organization.

Our company offers every employee an "essentialism day" every quarter. (We actually encourage...not just offer). It's a paid day where employees leave the office, turn off their phones and email and go spend some time alone. They might go for a hike or hang out at a park, but the goal is the same: to disconnect from work, to think about what's really important or essential in their life. It gives them a day to day-dream about work, personal, emotional, spiritual, etc. It's a nice way to support the well being of our team members.

When someone talks to you about mental health. Avoid saying these words (if you want to retain talent): ↳ You'll get over it ↳ Just snap out of it. ↳ It's all in your head. ↳ That's for HR. Call them. ↳ You're being too sensitive. ↳ Let’s focus on work, please. ↳ Why can't you be more positive? ↳ We don't talk about that stuff here. ↳ You’ll feel better in the morning, get rest. This adds to the stigma of mental health at work. Instead, say: ↳ I believe you. ↳ I'm here for you. ↳ You're never alone. ↳ Your feelings are valid. ↳ Thank you for trusting me. And then show you care by asking: ↳ "How can I support you?" ↳ "What do you need from me?" Nobody expects you to be a therapist or expert. And silence is ok, too.

Being mindful of labels and a one size fits all well-being package. Mental health is a very personal condition and whilst two people may have the same label or anxiety they will most likely not have anxiety around the same triggers. Having a flexible attitude to reasonable adjustments should enable mangers to cater to individuals. You don’t and won’t understand or align with an individuals mental health struggles but you can listen, have empathy and attempt to help relieve stresses or triggers. Ask yourself is that request really unreasonable, it may not align with current business policy but it is really damaging to the business to look outside the box of ‘rules’ and make this individuals work life a less stressful one