business clique
business clique
AN INCLUSIVE APPROACH The figures indicate the majority of the workforce is in need of help . What can be done ? In order to be able to change the culture of an organisation , not only do you need leadership and management buyin , you need to be able to foster engagement so that employees feel the organisation has their best interests at heart . Management needs to show by example , then adopt a way of communicating that on every level , via language , newsletters , posters and the instigation of “ entire organisation programs ”. These that not only motivate and inspire employees , but are easy to implement .
THE CULTURE NEEDS TO BE INCLUSIVE : HOW CAN WE ALL ADOPT AND IMPLEMENT THESE CHANGES TOGETHER ?
Mental health issues within an organisation indicate a serious energy management problem , as well as a management disconnect ( a them v . us mentality ), which leads to an employee engagement issue . Loss of engagement leads to an overall cultural issue of “ lack ” being an acceptable mode of operation . Disengaged employees feel management do not care about their wellbeing or value their contribution . These issues all revolve around energy depletion management .
Research indicates the new approach is to help employees repair the body first and by implication this will flow onto an improved mindset . This means helping them increase their energy . Increased energy will help change an employees ’ mindset by default . Simple energy management programs can change the individual ’ s baseline resilience to stress issues .
SUCCESSFUL PEOPLE AND ORGANISATIONS INSTIGATE CHANGE ONE-STEP-AT- A-TIME AND OBTAIN BUY-IN ON EACH LEVEL FROM LEADERS DOWN .
In this way they will subtly change the culture of the organisation from a position of “ lack ” to one of becoming a preferred employer of choice .
Sustainable employee engagement comes from being consistent , taking action , one step at a time , despite the current circumstances . This requires an agent of change , someone who will fight to improve the environment and the rights of employees to not only feel safe and free from harassment , but also to be fully engaged in work they enjoy doing and which will benefit themselves and the organisation .
Capturing a culture of Workplace Wellbeing and having employees engaged more meaningfully and sustainably because they now have the energy to alter their position of feelings of “ lack ” to those of “ abundance ”, requires that special someone in the organisation to step up , and be , that agent of change
AUTHOR
CELINE HEALY Stress to Success www . stresstosuccess . com . au
The impact on an organisation of depleted energy , fatigue , or exhaustion , feeling overwhelmed , depressed or feeling anxious , can be significant and can create low productivity , efficiency and have bottom line effects on profits . Tired staff means a tired organisation ! This position of “ lack ” pervades the culture . The language used will indicate this , e . g . ‘ we are all exhausted here and that is the way it is and that is acceptable behaviour and an acceptable way of being in this workplace !’
SO , WHAT CAN YOU DO ABOUT THIS ? When a person comes from a position of lack : lack of energy , resources skills , social or emotional intelligence and so on , the ripple effect throughout an organisation can be devastating .
Employee wellness not only increases productivity and overall profit to an organisation ; the widespread benefits have ripple effects that can create cultural change !
( Laura Putnam )
Women ’ s Network Magazine
27