Since the start of the pandemic, organizations have been paying more attention than ever to the well-being of their employees. In this regard, the implementation of prevention and support measures in terms of physical and mental health is proving to be a winning strategy, both for individuals and for businesses.
1 – Manage with empathyBenevolent and authentic management, a management style that is more relevant than ever, puts the physical and mental health of individuals at the heart of business strategy. This holistic approach creates a climate of security and trust that promotes fulfillment, personal development and innovation. In concrete terms, this means that each project and each decision must be evaluated taking into account the well-being of all. In this regard, we must not hesitate to engage in conversation, to take news, to ask questions and to allow everyone to actively participate in the decision-making processes of the company.
2 – Talk openly about mental healthMental health issues are a very present phenomenon. According to a study by the Canadian Mental Health Association (CMHA), one in five Canadians faces a mental health disorder each year, and major depression and anxiety disorders affect 5.4% and 4.6% of the population. Talking about it at work opens the door to important and rewarding conversations. The objective: to inform employees of the mental health resources and services offered by the group insurance plan, to show empathy and to offer the right support and the right tools. Above all, it is important to break the taboos concerning mental health and destigmatize it, without minimizing it. One recommendation: organize information workshops on stress management, anxiety and work-family balance, especially for managers. Finally, it is important to indicate to employees that they can speak confidentially to a member of human resources or to a trusted person (who is not necessarily the manager). They can also be invited to use the consultation services offered by most group insurance plans.
3 – Put health on the agendaA growing number of companies are putting in place incentives to help their employees adopt healthy habits, to move, to do physical activity, to eat better, and even to meditate to reduce their stress level. A few ideas: launch team challenges, inform using videos or newsletters, reward those who practice active transportation, launch a volunteer initiative, offer free or discounted subscriptions to fitness classes (face-to-face or online). Another good idea: encourage employees to go out for lunch to breathe fresh air and clear their minds. In this regard, walking clubs give excellent results!
4 – Be flexibleA survey conducted by KPMG in 2021 reveals that three out of four Canadians are attracted to a hybrid working model, which gives them the flexibility to be able to carry out their tasks remotely and in the office. If this new way of working seems to be here for good, you still have to know how to decline it. Thus, many employers are still trying to decide on the frequency of attendance at the office – when sanitary measures allow it, of course. The solution ? Consult workers, listen to their needs and show flexibility. Because while some thrive at a distance by taking advantage, for example, of the time saved in transport to take care of their family, others feel isolated and suffer from the lack of human contact. Finally, we must not neglect employees who cannot work remotely, and to whom we can, for example, offer leave. A fair, clear and well-thought-out flexibility policy makes it possible to stay focused on business objectives while respecting everyone’s expectations and needs.
5 – Create a sense of belongingWorking as a team, being an integral part of a community, forging authentic and rewarding ties, giving meaning to each person’s role, all of this contributes to creating a positive climate in which employees can express themselves and flourish. Communicate regularly with employees by means of videoconferences or emails highlighting everyone’s successes, organize educational or fun virtual events, set up informal meetings to discuss and get to know each other (to replace impromptu conversations), these are all ways to do that fosters a sense of belonging. Another strategy: assign specific tasks to employees who don’t usually work together to allow them to forge new bonds.
6 – Properly assess workloadsPiling up of overtime (even paid), unrealistic deadlines and last-minute projects generate stress and can lead to distress. In addition, excessive overtime can have a negative effect on productivity. Managers therefore benefit from communicating regularly with their employees to discuss their workload and, if necessary, to encourage them to suggest new deadlines or ask for help.
7 – Promote autonomyWhen the roles are well defined and the objectives are clear and realistic – essential conditions for well-being in the workplace – the fact of giving more autonomy to individuals establishes a climate of trust in the company. Providing training and tools to help them develop new skills and progress in their careers also contributes to their personal development. Finally, giving people or groups the opportunity to identify and meet challenges allows them to contribute in a rewarding way to the success of the company for which they work.
8 – Respect the right to disconnectTo be happy at work, employees must be able to unwind in order to recharge their batteries, which is not always easy with electronic communications. Like France and Portugal, Ontario now requires companies with 25 or more employees to put in place a written policy on disconnection to encourage them to respect the privacy of individuals outside of working hours. No such law is in effect in Quebec; however, such a policy takes on its full meaning in a context of teleworking, which tends to blur the boundaries between personal and professional life. Companies that choose this avenue can recommend or even require the disconnection of telephone and electronic communications according to a determined schedule, and clearly communicate to employees that they encourage them to work only during the prescribed hours, without lower risk of negative consequences.
9 – Encourage employees to take full advantage of their group insurance planGroup insurance represents a major asset for the employer in terms of retaining and attracting talent, but many employees do not necessarily know all the advantages. However, access to services such as mental health consultations, massages or physiotherapy can contribute directly to their well-being. Hence the importance of communicating the program well to everyone, especially when changes, even minor ones, are made.
Sources: Return to the office; the hybrid model appeals to CanadiansKPMG; Highlights/Who is affectedCanadian Mental Health Association (CMHA).
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This content was produced by Le Devoir’s special publications team in collaboration with the advertiser. Le Devoir’s editorial team had no role in the production of this content.
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