There has never been so much talk about quality of life at work as now. Considering the exceptional benefits of this care, such as enhancing results and retaining talent, managing worker well-being is one of the main priorities of the largest companies in the world. The tendency is for the subject to be discussed more and more, so your company should also pay attention.
To efficiently manage worker well-being, your company must:
- know the needs and preferences of the workforce;
- create a plan to introduce such changes;
- inform changes to the organization;
- listening to feedbacks to measure your satisfaction;
- carry out integration activities;
- reinforce new habits;
- redefine the organizational culture;
In addition, investing in digital tools that bring extra facilities is another essential factor for retaining talent. One tip is to consider more interesting payment options for the employee, such as salary on demand.
If you want to know more how this smart tool helps to optimize employee well-being, we recommend reading this special material.
Now, to learn how to monitor the levels of stress and manage the well-being of the worker, we prepared this post with all the more information. Check and revolutionize the potential of your workforce.
What does quality of life at work mean?
Quality of life at work goes far beyond offering a new decoration, a pool table or video games, it is about changing habits. In other words, to create conventions that promote an improvement in the organizational climate, and make them part of your culture.
These new practices must be planned both physically and mentally, as they it is essential that the employee works with comfort and well-being it is essential that he feels respected, confident and secure.
A professional environment with quality of life has a genuine empathic concern, as there is a general awareness that everyone works towards the same organizational objective and that everyone has personal lives. Therefore, employees are happy to help each other, they don't mind staying extra time if they are going to help someone, and so on. The relationship takes on another profile.
In addition, team management is also impacted. A leadership with empathic concern, when managing the employee's well-being, becomes more susceptible to seeing error as a learning opportunity, bringing challenges that help to improve specific areas, among others.
Why is investing in quality of life at work important?
The market scenario has never been more competitive, either by customers or by talents. And to conquer due space, organizations need to innovate. Since business ideas, technologies and strategies can be easily copied, the real difference is in your workforce.
Managing worker well-being is a tactic that optimizes the company's competitive potential, as it has motivated, committed, happy and capable of delivering even more promising results.
Some of the main benefits of investing in quality of life at work are:
- the optimization of interpersonal communication;
- the increase in productivity at work;
- the improvement of the organizational climate;
- the increase in the attraction of talents;
- the growth of corporate profit;
- the valorization of the workforce.
How to manage the well-being of the worker?
Managing workers' well-being implies prioritizing their satisfaction and quality of life at work in shaping the company's organizational culture. This initiative allows the employee to balance professional and personal life, promoting more tranquility, dignity and pleasure to the integrate a professional team.
The entire company needs to be committed to this change, regardless of their position or position. It is important that the Human Resources (HR) sector make a climate research and satisfaction to know the reality of the company, the demands, needs and preferences of employees.
Having knowledge of this information, HR must create a plan with a realistic schedule for implementing these new practices. It is important that planning has KPIS (Key Performance Indicator or Clear Key Performance Indicators) to facilitate the direction of activities.
As it is a long-term job, it is interesting that educational actions that reinforce these new habits are carried out periodically.
What should the HR team do?
Check out some tips on what the HR team can do to manage worker well-being:
Provide a suitable environment
First of all, HR must check if the company offers the necessary resources and equipment so that the worker can perform his professional functions well. Be the ergonomics, safety, comfort, among others. The environment should favor the execution of activities, so it is important to check the conditions of the company and know the needs of employees.
Stimulate or offer the practice of physical activities
Health is an essential requirement to manage worker well-being efficiently. Whether through the provision of medical insurance, discounts at gyms, promotion of collective activities within the company itself, such as walking, yoga, stretching, cycling, among others, or even through campaigns to encourage the practice of physical activities , the company must position itself.
Taking care of the organizational climate
Behavioral issues must also be taken into account to manage the employee's well-being. It is necessary to work on emotional intelligence, identifying how the employee feels, what bothers him, what makes him happy, what are his fears, challenges, expectations, and so on. Thus, the new habits can be planned considering what is better and healthier for the whole team.
Another important factor is to consider the flexibility to manage the employee's well-being. The routine often brings unforeseen events in the employee's personal life, so adopting a more flexible posture as an employer is important so that the workforce values the benefit, respects the organization and is even more committed to the collective results. Each case is a case, so the leadership must evaluate without haste and listening carefully.
Set good examples
More important than saying it is to show how it is done, so leaders must dedicate themselves to demonstrating what they expect from employees, practicing the attitudes that they themselves propose. Considering a change in the attitude of their main references, employees will adopt new and more appropriate attitudes in the professional environment due to new consequences.
Another tip is to offer dynamic training, in which the main changes are disseminated in a fun way, integrating employees and arousing interest in living organizational values. Thus, the new habits can be introduced in a more subtle way and without strangeness. It is also interesting that the courses have definite purposes and that all departments benefit.
This is perhaps the main challenge for managing worker well-being, as discursive ability is not a universal feature. Interpersonal dialogue should be encouraged among employees and also with leaders. A respectful conversation is the secret to controlling uneasiness and creating a more pleasant environment. In addition, the employee must feel safe to contribute his / her opinion and the leaders must feel an integral part of the collective.
Did you see? Managing employee well-being should be an organizational priority. The job is long-term, but the benefits are certain. In addition to enhancing the company's performance, the team becomes more committed, satisfied and loyal. More than decorating, employees start to live the organizational values. Did you like it? So, take the time to read this related material, which brings the best corporate benefits for the well-being of the team!