HR, Leadership, Training & Performance

This Workplace Issue Should Be Your Greatest Concern

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Employees’ emotional and mental wellness is just as important as their physical health when considering workplace productivity, engagement, retention and growth.

When employees are distracted at work due to personal, family, financial, or relationship issues, the impact far outweighs their work productivity.  It also impacts the employee’s engagement, and their desire and ability to come to or stay at work.  And, when they are at work, they are easily distracted by phone calls, texts, and social media regarding the problem(s) in their personal lives.

How do you, the employer, handle this? Do you know what is going on? Do you care? Well, maybe you should!

Your employees are your most vital asset, without your employees, your brand, your product, your work would not make it to your consumers. We expect more and more every day from the workforce, yet we do not always pour into our employees to replenish them. A lack of wellness nurturing eventually leads to burn out, lost production and even employees leaving.

In a recent article titled: What My Mental Health Struggle Taught Me About Well-being at Work by Anabela Figueiredo (a mental health advocate), this statement regarding an employer’s responsibility really hit home:

“So why aren’t we willing to give more to our employees? They expect something from us too. They expect their employers to care about them as individuals, humans, and treat them with respect and honor. Providing employees with resources that will help them ensure a good level of well-being is one way employers can repay that extra effort. Employing leadership styles that foster respect, humanity and promote well-being is an employer’s obligation in what should be a mutually beneficial two-way relationship. But if we truly care about our people, it is also just the right thing to do”.

Caring about your employees’ emotional, mental and physical wellbeing doesn’t have to cost you a lot of money. There are free, simple things you can do daily. Such as talk and listen to your employees, actually hear what they have to say; seek understanding as to why there is an issue rather than jump to a conclusion or action; take into consideration your employees’ ideas and recognize them for their contributions.

Of course, there are also solutions that cost money. One of which is having an Employee Assistance Program (EAP). For just a few dollars a month you can provide your employees with a resource that empowers them to take care of themselves, seek out help without fear of retribution, talk through their problems, and find a healthy solution.  All of which allows your employees to come to work and feel safe, respected and comfortable – which in turn, leads to a more engaged, empowered, loyal and proud workforce.