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
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 buy-
in, 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,
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