Wellbeing Focused Approach Towards Employees
Times like now have required organizations to relook at their HR policies and people practices with an additional lens of employee wellbeing. This is a necessity and a step forward in creating empowering workspaces. Here’s an outline of the scope of work that can be incorporated by an organization to support its employees better with their mental health and wellbeing while restructuring your HR practices to align with the new times.
Awareness & Sensitization:
1. Mental health & wellbeing awareness workshops could be conducted for all staff members which can be focused on normalizing mental health & related challenges during current times. The sessions usually provide them with tools that they can practice on a daily basis to maintain a lifestyle that facilitates wellbeing.
2. Initiate internal sensitization programs for creating safe spaces, such as communicating nonviolently (without judgments/labels), how to come from a space of empathy, how to hold space.
Capacity Building:
3. Capacity building sessions could be done with employees either virtually or by sharing readable content on how to manage time & energy while working from home, equip them with communication/technology related skills, and other modules that can address the current challenges that they are facing. The idea is to identify the stressors and build capacity (both skills and mindsets) accordingly so that they feel empowered to manage themselves and their work better.
Engagement & Support
4. Certain employee engagement sessions can be focused on wellbeing facilitating activities such as exploring mindfulness, journaling, bodywork, etc.
5. Having daily check-ins within the team on how everyone is feeling would be a good platform to get a pulse of how each person is doing and with time it would make individuals comfortable to share authentically about their challenges (if any). This could be combined with gratitude shares so that there is space for peer appreciation and it is a great way to start a day (on a positive note).
6. Creating listening space with a necessary call to action if required by having a list of organization vetted therapists & physiatrists that the employees can reach out to as and when necessary; these therapists would need to be specifically for employee support/care.
7. A sync up with team managers and HR Team on a weekly basis to bring to notice any of the employees who might need support (sudden changes in motivation, performance, interaction). The HR team can approach the employee and identify the challenges they are going through, they can also be referred to a coach who can recommend a way forward.
8. If there are existing severe cases, again the best way would be to refer them to professional help or provide access to helpline numbers. There is a lot of apprehensions around seeking help for mental & emotional wellbeing, the sensitization & awareness workshops should help address it.
Policies & Practices
9. Specifying that sick leaves also include mental health days or providing employees with a few additional days for mental wellbeing can be incorporated.
10. Partial reimbursement for therapy-related costs or tie-ups with mental health care providers for reduced rates could be explored.
11. Incorporating a zero-tolerance policy towards unsafe/intimidating behaviors, interactions and language would be beneficial.
12. Having appraisals and performance reviews that are growth-focused as well as accounting for the current situation when conducting it.
I believe some of these pieces must already be in place for most organizations and the aspects that have to be incorporated can be prioritized based on the current requirements and organization’s priority.
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