Pioneering Health in Business: How Entrepreneurs Drive Workplace Well-being

, , , , ,

Shaping Healthy Workplaces – Entrpreneurs Drive Workplace Well-being

Learn from top entrepreneurs how to integrate well-being into your business strategy, enhancing employee satisfaction and performance. 

The conversation around workplace well-being is strongly focused on tangible perks: free lunches, nap pods, and in-office gyms. While these benefits are definitely appealing, it might be prudent to consider a deeper truth that emerged from the Hawthorne Experiments. This series of groundbreaking experiments were conducted in the 1920s and 30s at the Hawthorne Works factory in Illinois, Chicago.

These studies, initially designed to explore the impact of lighting on worker productivity, revealed a surprising twist. Regardless of whether the lighting increased or decreased, productivity went up. The key takeaway wasn’t about the lighting itself, but rather the psychological effect of being observed and having their well-being considered by management.

This discovery, now known as the Hawthorne effect, highlights a crucial aspect of workplace well-being: employees respond positively to the knowledge that management cares. It’s not just about the specific initiatives, but the perception of being valued that fuels motivation and engagement.

This blog delves into this concept, exploring how entrepreneurs can cultivate a thriving work environment that prioritises not just physical comfort, but also the mental and emotional well-being of their employees. We’ll explore strategies that go beyond beanbags and ping pong tables, fostering a culture where employees feel genuinely supported and valued.

By prioritising well-being, entrepreneurs cultivate a powerful force for innovation and success.

 

The importance of well-being in the workplace

While a healthy workplace offers numerous advantages, it’s no longer a ‘nice-to-have’. It’s a fundamental requirement for businesses, especially those seeking long-term success. A growing body of research consistently demonstrates a clear link between both physical and mental health and a company’s overall performance.

Prioritising employee well-being is a win-win. Studies consistently show that healthier employees are demonstrably more productive, missing fewer workdays. For example, research by Medibank Private found a stark difference: the most unhealthy workers logged only 49 effective hours per month compared to a staggering 143 for the healthiest. 

Mental health is equally crucial. According to Beyond Blue, mental health issues cost Australian workplaces an estimated AUD 17.9 billion per year due to absenteeism, reduced productivity, and compensation claims.

These figures highlight the importance of prioritising employee well-being – not just for ethical reasons, but also for the bottom line.

 

The well-being equation

Solid evidence links employee well-being, including both physical and mental health, to superior business performance. Here’s how:

Physical health and productivity

Research consistently shows a clear correlation.  For example, Safe Work Australia found that healthy employees miss far fewer workdays – averaging 5.2 sick days per year compared to 9.3 for those in poor health.

Mental health matters

The World Health Organisation defines health not merely as the absence of disease but as a state of complete physical, mental, and social well-being. Mental health issues, which are a significant concern impacting millions of Australians each year, can lead to decreased employee engagement, higher turnover rates, and increased absenteeism within a company.

 

Entrepreneurs: Champions of well-being 

Entrepreneurs hold a unique position to influence both employee well-being and business success. Investing in health and wellness programs can significantly enhance team well-being and productivity. 

Programs that pay off

Companies implementing comprehensive health and wellness programs often see positive returns. Take Canva, for instance, whose holistic wellness programme incorporates on-site yoga, mental health resources and flexible work arrangements, fostering a positive and productive work environment.

Leadership by example

Entrepreneurs who prioritise their own health and actively promote wellness initiatives inspire employees to adopt similar habits. This leadership style not only improves the company’s overall health profile but also boosts morale and loyalty.

 

Why mental health matters 

Investing in employee well-being isn’t simply a feel-good initiative; it’s a strategic investment that boosts profits and organisational health. A focus on well-being translates directly to a healthier bottom line. 

 

Empowering well-being: Entrepreneurial strategies

Forget relying solely on perks like ping-pong tables and nap pods. True workplace well-being requires a strategic approach. Here’s how entrepreneurs can cultivate a thriving environment that prioritises employee health and happiness:

Lead the change

The influence of an entrepreneur’s health habits on their team is undeniable. Prioritising their personal well-being sets the tone for a healthy team. As Vishen Lakhiani, a company culture thought leader, emphasises, “Health magnifies wealth.”

Cultivate a ‘Well work-life’

Promote work-life balance and well-being by offering flexible work arrangements, subsidising gym memberships, and hosting wellness programs.

Destigmatise mental health

Encourage mental health days and open conversations about well-being. Sherry Walling of Zenfounder suggests the same: “Education and conversation around mental health need to happen in every place where entrepreneurs are gathering.”

Embrace innovative wellness

Offer innovative wellness options to keep your team engaged. Provide ergonomic solutions like standing desks, and organise health-focused activities like workshops or team hikes.

By adopting these strategies, entrepreneurs can foster a workplace culture where well-being isn’t just an added benefit, but a fundamental pillar. This proactive approach, combined with creative perks that cater to employee needs, not only enhances employee satisfaction and retention but also contributes significantly to the business’s overall success and sustainability.

 

Case studies of entrepreneurial success in employee well-being

These case studies illustrate how entrepreneur-led businesses have successfully integrated employee well-being into their operational ethos, setting a benchmark for company culture and employee engagement.

Build-A-Bear workshop

Known for creating a uniquely engaging work environment, the company offers its employees an array of unique perks that contribute to a fun and motivating atmosphere.

Founded by: Maxine Clark 

Key initiatives:

  • On-site nap pods: Encouraging rest and relaxation to boost productivity and creativity.
  • Employee discounts: Enhancing employee satisfaction and loyalty through discounts on merchandise.
  • Employee recognition programs: Regularly acknowledging employee efforts to maintain high morale and motivation.

Warby Parker

As an eyewear company, Warby Parker stands out not only for its products but also for its quirky and caring company culture.

Founded by: Four Wharton graduates

Key initiatives:

  • Unlimited paid time off: Empowering employees with the flexibility to balance work and personal life.
  • Extended parental leave: Offering comprehensive support to new parents, well beyond standard policies.
  • Work-life balance: Focusing on employee happiness, translates to high satisfaction and low turnover rates.

Patagonia

More than a clothing brand, Patagonia is a pioneer in environmental and social responsibility, integrating these core values into every aspect of its operations.

Founded by: Yvon Chouinard

Key Initiatives:

  • Onsite childcare: Providing support for working parents with top-tier childcare services.
  • Environmental activism: Encouraging employees to engage with environmental causes, reinforcing the company’s mission.
  • Development programmes: Offering extensive training and development opportunities that promote personal and professional growth.

Culture Amp

As a people analytics platform, this company practices what it preaches by maintaining a transparent and supportive company culture.

Founded by: Robert Reichek and Didier Elzinga 

Key Initiatives:

  • Flexible work arrangements: Allowing employees to work in ways that suit their personal needs and life circumstances.
  • Generous parental leave: Providing substantial support to parents in the company.
  • Emphasis on professional development: Committing to the continuous growth and well-being of every team member.

These case studies across various industries and different parts of the world illustrate the significant impact that entrepreneurial leadership can have on enhancing workplace well-being and setting a high standard for company culture. These examples can inspire other entrepreneurs to prioritise and innovate in employee well-being.

 

Overcoming challenges in enhancing workplace well-being 

The benefits of prioritising health and well-being in the workplace are clear. But the path to implementing these initiatives can be challenging. Entrepreneurs face unique hurdles not only in their personal lives but also in fostering a culture that supports these values within their companies. Here are some less obvious but significant obstacles and innovative strategies to overcome them.

Common Obstacles 

Personal time constraints

Entrepreneurs often struggle with balancing the demands of their business with personal health due to time constraints. This can lead to neglecting their own well-being, which paradoxically can impair their ability to lead effectively.

Cultural misalignment

In some cases, the existing company culture may not align with health-centric values. This misalignment can show up as scepticism or resistance from employees, particularly if they perceive these initiatives as superficial or unrelated to their core work.

Inconsistent engagement

Even with the best-laid plans, initial enthusiasm for health programs can wane over time. Sustaining engagement is a common challenge, particularly in diverse teams with varying health needs and interests.

Strategies for overcoming these challenges 

Integrating health into business goals

One effective strategy is to integrate personal and employee health goals with broader business objectives. For instance, linking team wellness metrics to productivity targets can help embed these initiatives into the company’s core operations, making them feel more relevant and essential.

Building on small successes

Instead of rolling out large-scale health programs from the start, entrepreneurs can focus on smaller, manageable changes that gradually build momentum. Simple steps like organising regular health discussions, short group exercises during breaks, or healthy snacks in the office can set the groundwork for more extensive programs later.

Personalising wellness approaches

Acknowledging that one size does not fit all is crucial in sustaining engagement. Offering customisable wellness plans or allowing employees to choose their preferred wellness activities can increase personal relevance and commitment. Surveys and feedback sessions can help tailor initiatives to better meet the diverse needs of the team.

Leading by authentic example

Entrepreneurs must go beyond token gestures and genuinely embody the wellness practices they promote. This involves openly discussing their own challenges and successes in maintaining health, to encourage an open and supportive culture. Sharing personal stories or struggles with work-life balance, for example, can make leaders more relatable and encourage others to share and engage with wellness programs more openly.

Leveraging technology and partnerships

Utilising technology to track and share health metrics can make wellness efforts more tangible and data-driven. Additionally, partnerships with local gyms, health experts, or wellness start-ups can provide resources and external motivation for maintaining the momentum of health initiatives.

By implementing thoughtful, tailored strategies, entrepreneurs can effectively foster a health-centric culture, boosting productivity and engagement. These approaches emphasise the need for adaptability and commitment in integrating well-being into business strategy.

 

Beyond beanbags: building a culture of well-being and innovation 

Entrepreneurial success goes beyond just ping-pong tables and gym memberships. It’s about prioritising employee well-being and fundamentally transforming how we view work’s impact on our lives. Entrepreneurs have a unique opportunity – and responsibility – to champion a healthier, more innovative future for business culture globally.

While implementing wellness initiatives requires effort, the rewards are transformative. Entrepreneurs can weave well-being into the DNA of their companies, fostering environments where creativity thrives, ideas flourish, and employees feel genuinely excited to come to work. This sets new standards for what it means to be a successful, modern business.

 

Key takeaways 

The strength of your business lies not only in profits but in the well-being of your people. As the saying goes, “A healthy mind resides in a healthy body.” This wisdom holds true for organisations, empowering innovation and excellence.

By leading with empathy, demonstrating commitment to well-being, and overcoming obstacles, entrepreneurs can inspire a shift towards holistic business practices. This is essential in today’s blurred work-life environment. Businesses that champion employee health pave the way for a brighter future.

Embrace this challenge. Let your thriving business exemplify the transformative power of prioritising employee well-being. Because as that singular entrepreneur, Richard Branson, so beautifully stated,

“If you look after your people, they will look after your customers. It’s that simple”.

If you would like to chat further about how to shape a healthy workplace, book in a free 30-minute consultation here.

/by

Reversing the Trend – How Better People Management Can Boost Productivity

, , , , ,

Productivity strategies for businesses

Explore how strategic strategic people management and technology can boost productivity and ensure sustainable growth for businesses.

If you heard that Australia had a record surge in employment, you’d automatically expect increased productivity. Right? 

Well, shockingly, this isn’t the state of our economy. Despite an unprecedented 6.9% increase in hours worked in the financial year 2022-23, productivity across the board actually fell by 3.7%. This counterintuitive scenario, detailed in the Productivity Commission’s latest report, underscores a troubling disconnect: more Australians are working longer hours than ever, yet the nation’s overall output isn’t keeping up.

This alarming trend raises critical questions and this blog addresses how businesses and policymakers can shift from merely increasing workforce numbers to improving the efficiency and productivity of our work processes. This change sets the stage for a stronger and more sustainable economy, the nature of work and efficiency in Australia. Alex Robson, the Commission’s Deputy Chair, while assessing the statistics and trends explains, “Australians’ incomes grew in 2022-23, mostly because they worked more hours. But productivity growth is about working smarter, not working harder or longer.” This revelation is a wake-up call that challenges us to rethink our approach to workforce management and economic growth. 

The key issue here is not just the increase in labour but the effectiveness of that labour. With the labour market participation near record highs and minimal growth in wages relative to inflation, the real concern becomes evident: without genuine productivity improvements, we can’t sustain long-term wage growth or control inflation effectively. 

The disconnect between increased labour and productivity

The recent insights from the Productivity Commission are indeed troubling. The discrepancy between the increased hours worked and decreased productivity underscores a critical challenge: simply increasing labour hours does not necessarily equate to improved output or efficiency. 

The impact of insufficient investment:

A significant contributor to this productivity shortfall is the inadequate investment in capital resources necessary to support a growing workforce. The capital-to-labour ratio, a key indicator of how much is being invested in tools and equipment per worker, experienced a sharp decrease of 4.9% over the last year. This decline shows that although more people are employed, companies haven’t invested proportionately in the tools, technology and training needed to enhance productivity.  

The consequences of overlooked efficiency:

The urgency to fill job vacancies has often resulted in hiring practices that favour quantity over quality. Many of these positions are in sectors like retail and hospitality, which are typically associated with lower productivity levels. In addition, incorporating less experienced or less productive labour into the workforce without adequate support or training dilutes the overall effectiveness of the workforce.

Refocusing on quality and efficiency:

To counteract these trends, businesses must shift their focus. Rather than merely increasing headcount, they should aim to enhance the productivity of each work hour. This requires a strategic revision of resource allocation, technology integration, and employee engagement.

Investing in people and technology:

For sustainable growth, it is essential that companies increase their investments in both human capital and technological resources. Equipping employees with the appropriate tools and ensuring they have the skills and training to use these resources effectively are crucial steps. Emphasising continuous learning and adaptability is crucial to keep pace with technological advancements and evolving market demands.

Creating a culture of efficiency:

Leadership plays a crucial role in creating a workplace culture that values and actively pursues efficiency. This involves setting clear expectations, offering consistent feedback, and promoting innovation and problem-solving across all levels of the business. A culture that prioritises process and workflow optimisation can significantly boost overall productivity. 

 

The crucial role of effective people management

Understanding the disconnect between lower productivity despite an increased workforce sets the basis towards understanding the inefficiencies within Australia’s workforce. Let’s examine how strategic people management can turn these challenges into opportunities for growth. 

Effective management is a crucial factor in maximising our workforce’s potential and reversing the trend of declining productivity. Let’s look at how focused human resource strategies can transform productivity outcomes and have a positive impact on long-term economic growth. 

Identifying and addressing skill gaps:

Skill gaps in the workforce can significantly hamper productivity. Identifying these gaps through regular assessments and feedback allows businesses to pinpoint specific areas where training is needed. Implementing targeted training programs to close these gaps, both boosts individual employee performance and enhances overall business efficiency.

Strategic recruitment practices:

Recruitment practices have a big influence on productivity. By adopting a more strategic approach to hiring, businesses can ensure they attract candidates who closely fit the job requirements and the culture and ethos of the company. This involves a thorough understanding of the role’s demands and a careful evaluation of how candidates’ skills and experiences align with those needs.

Enhancing employee engagement:

Engaged employees are more likely to be productive. Strategies to increase engagement can include clear and transparent communication, recognition programs, and opportunities for career development. Ensuring that employees feel valued and understood can lead to increased satisfaction and motivation, which are crucial for maintaining productivity.

Optimising workforce management:

Effective people management isn’t just about overseeing employees; it requires a dynamic approach to managing their workloads, providing support, and encouraging a positive work environment. Techniques such as flexible working conditions, better resource allocation, and supportive leadership can help maintain high levels of productivity by creating an environment where employees can thrive.

Measuring and enhancing performance:

Regular performance reviews are essential to provide feedback and also to set future goals. Utilising performance metrics aligned with business objectives can help managers understand individual contributions to the company’s productivity. This also allows for the adjustment of strategies in real-time to address any emerging challenges.

By focusing on these areas, businesses can develop a more capable, engaged, and efficiently managed workforce, which is key to reversing the trend of declining productivity. Strategic people management not only addresses immediate productivity concerns but also builds a foundation for sustained growth and competitiveness.

Innovative work practices and technologies 

As important as effective people management is the need for businesses to embrace innovative work practices and technologies. This approach complements the strategic management of human resources and also moves businesses towards operation excellence. Here are a few examples of how companies can boost productivity and remain competitive. 

Adopting flexible work arrangements:

Offering flexible work arrangements to employees can enhance employee satisfaction and reduce burnout, thus increasing productivity. Businesses can implement various forms of flexibility such as remote working, flexible hours and condensed workweeks. 

For example, allowing employees to choose their working hours or work from home for part of the week could improve employees’ work-life balance, decrease absenteeism and turnover rates. 

Implementing collaborative technologies: 

When considering or managing hybrid or fully remote settings, effective collaboration technologies are crucial for enhanced communication and project management within the various teams. 

For example, companies can significantly reduce time wasted on miscommunication and inefficient processes by asking their teams to use tools like Slack for communication, Asana for task management and Google Workspace for document management and collaboration.

Harnessing the power of AI and ML:

Artificial Intelligence (AI) and Machine Learning (ML) offer powerful opportunities for automating routine tasks and optimising business processes. 

For example, businesses can make use of AI-driven chatbots to handle routine inquiries and frequently asked questions (FAQs). This allows their human staff to focus on more complex customer issues or other value-added services. 

Emphasising sustainable practices:

Incorporating sustainable practices into business operations can lead to significant efficiency improvements. 

For example, transitioning to digital documentation reduces paper use, speeds up information retrieval and cuts costs. 

Utilising analytics for better decision making: 

Data analytics help businesses to better understand their operations, customer satisfaction and overall performance. Simple, user-friendly analytics tools can help businesses measure and understand performance across various aspects of their business, from sales and marketing to customer engagement and operational efficiency.

For example, service companies can use data analytics to identify bottlenecks, thus helping them to reorganise their teams and improve customer service response times.  

These innovative work practices and technologies help businesses enhance their productivity and also align themselves with modern business standards. These strategies help create a proactive, efficient, and sustainable business environment.

 

Evaluating and adapting business strategies

To maintain productivity and drive growth, businesses must not only implement but also continuously evaluate and adapt their strategies. This approach ensures that operations meet internal objectives and are also aligned with market conditions. 

Here’s how businesses can integrate continuous strategy evaluation into their operations for sustained success.

Continuous evaluation of performance:

Regularly monitoring and assessing business strategies is essential to confirm their effectiveness and identify areas for improvement. Using real-time data analysis and performance metrics allows businesses to make informed decisions quickly. For example, using analytics to track customer engagement and sales performance can help businesses understand the impact of a new marketing strategy or product launch.

Incorporating feedback loops:

Feedback is a critical component of strategy adaptation. Establishing effective feedback mechanisms from all stakeholders – employees, customers and suppliers – helps businesses remain responsive to needs and expectations. This could be as simple as regular customer satisfaction surveys or as involved as a monthly review meeting with key clients or a digital platform for employee suggestions. These feedback loops help companies to stay connected to their community and to iterate on their services or products effectively.

The role of leadership in strategic adaption: 

Leadership is vital in navigating through strategic changes. Leaders must help create an environment where flexibility and adaptability are part of the business culture. This requires clear communication about the reasons for changes, expected outcomes, and how these adjustments align with the broader business goals. Leaders should encourage a mindset among employees that views feedback and change positively, as opportunities for personal and business growth.

Learning from real-world applications:

Drawing on real-world examples from businesses that have successfully adapted their strategies can provide valuable insights. Companies like Toyota have long been recognised for their continuous improvement processes, where constant incremental changes are made to processes and production techniques to enhance quality and efficiency. Similarly, many tech companies continuously update their software products based on user feedback to enhance functionality and user experience.

 

A call to action for a more productive future 

The data is out there, the signs are clear. Even with a bigger workforce, despite more people being hired, our productivity isn’t keeping pace. The findings from the Productivity Commission are clear – simply adding more hours or people isn’t the answer. Instead, we need to make every hour count by enhancing how we manage our teams and integrate technology.

As we’ve seen, boosting productivity involves much more than just increasing labour. It’s about smarter management, leveraging the right technology, and cultivating a workplace culture that values continual improvement and efficiency. From flexible work arrangements to adopting new tech tools, these aren’t just ideas but practical steps that any business, big or small, can start implementing to see real results.

In today’s economy, staying static isn’t an option. We need to be proactive, not just in responding to changes but in anticipating them. This means continually re-evaluating and refining our strategies to ensure they align with both our team’s needs and market dynamics.

It’s time for business leaders and policymakers to take these insights and turn them into action. The roadmap to reversing our productivity slump is clear – invest in our people, embrace technology, and keep adapting. By committing to these strategies, we can transform these challenges into opportunities for innovation and growth, ensuring a resilient and thriving future for Australian businesses.

 

Let’s not just aim to meet the standards but set new ones. Here’s to building a more efficient, dynamic, and competitive Australian economy.

If you would like to chat further about how you can increase productivity and review technology, book in a free 30-minute consultation here.

/by

Accepting Compliments: Empowering Through Gratitude

, , , , ,

Gratitude as a strength: the magic of accepting compliments

Discover how embracing praise can make a positive impact on your mental health. Learn to accept compliments and boost your self-esteem. 

Let’s play a quick game

  1. You’re out at a party and the host says “You look stunning!”

You respond with:

       A. “Oh! You must be going blind”

       B. Stop it…”

       C. “Thank you.”

 

       2. You meet your first boss and she says “You’re doing brilliantly! You’ve come a long way.”

You say:

      A. “Everyone says I’m born under a lucky star”

      B. “I have still so much to do”

      C. “I’m so glad to hear you say that. Thank you.”

 

      3. You wow everyone with a presentation at work and a colleague comments, “That was incredibly insightful! You really know your stuff.” 

You reply with:

A. “Oh, I just threw some slides together last minute.”

B. “I guess I got lucky this time.”

C. “Thanks so much! I’m glad you found it helpful.”

 

If you’ve chosen option c in all three scenarios above, congratulations! You are doing brilliantly! But most often, we women are so self-critical that accepting a compliment with grace can be surprisingly challenging. 

This seemingly small act, saying those two simple words “thank you” holds immense power, capable of transforming our mental health and boosting our self-esteem. Yet, so many of us struggle to get those words out. Instead, we opt to deflect or downplay the praise we receive. 

It’s time to explore why embracing compliments is essential for our well-being and how it can help build stronger self-acceptance and mental resilience. 

 

Why compliments feel good but can be hard to accept

Receiving a compliment can make us feel great for the whole day.

Mark Twain once said, “I can live for two months on a good compliment.”

Yet, acknowledging that compliment, accepting it with a simple “thank you’? That often feels as tough as solving a maths problem. And that’s because a lot is going on behind the scenes when someone says nice about you. 

Hearing good things about yourself should make you feel amazing. The warm, fuzzy feeling is partly due to your brain releasing a happy chemical called dopamine. This not only makes you feel great but also nudges you to keep doing whatever you do to earn that praise. 

But here’s the twist: Even though compliments are like mini cheerleaders for your self-esteem, you probably deflect them for the most part. Why? A lot has to do with how you’re raised and the mixed messages you get from all around. Societal norms dictate the need to be modest, not too proud, and always strive for more. So, when someone sends a compliment your way, it can feel like you’re suddenly put in the spotlight, and your first instinct is to step out of it.

But here’s a helpful tip – think of compliments as tiny gifts of words. They’re meant to be opened and enjoyed, not pushed away. They give you a peek at how others see you, shining a light on the good stuff you might not even notice about yourself. And isn’t it a joy to discover something positive you didn’t realise you had?

But, getting to the point where you can happily accept these word gifts takes a bit of practice. It’s about retraining your brain to understand that it’s okay to feel good about yourself and to see your own worth through others’ eyes.

You need to get comfortable with letting those positive vibes in and letting them lift you up. It’s simpler than it sounds, and with a little bit of practice, you can definitely get there.

 

Learning to accept the applause

In the words of author, Steve Goodier, “Sincere compliments cost nothing and can accomplish so much. In ANY relationship they are the applause that refreshes.” 

It’s one thing to understand that compliments are like secret boosts for your self-esteem. It’s also easy to acknowledge that accepting them can sometimes feel like trying to hug a cactus. But how do you get from awkwardly sidestepping praise to fully embracing it? It boils down to changing your mindset and practising until it feels natural.

It’s not bragging, it’s believing:

First up, let’s tackle the big myth: Accepting a compliment doesn’t mean you’re full of yourself. It means you’re starting to believe in your own worth, and that’s always a good thing. When someone says you did a great job, they’re not expecting you to disagree. They’re giving you a verbal high-five. Would you leave a high-five hanging? Probably not. So, why leave a compliment hanging in the air?

Practice makes perfect:

Like any skill, accepting compliments takes practice. Start by resisting the natural urge to downplay or deflect. The next time someone compliments you, try responding with a simple “Thank you.” That’s it. No “but” or “it was nothing” attached. Just “Thank you.” It might feel weird at first, but keep at it. Over time, it’ll start feeling more natural, and you’ll begin to see yourself in the positive light others see you.

Turn the compliment into a conversation:

If “Thank you” feels too short or inadequate, and you’re itching to say more, use the compliment as a springboard for a conversation. For example, if someone praises your presentation skills, you could say, “Thank you! I’ve been really working on them. Is there anything you think I could do even better next time?” This way, you’re accepting the compliment while staying engaged and open to growth.

Reflect on the praise:

After receiving a compliment, take a moment to reflect on it. Instead of brushing it off, think about what was said and how it makes you feel. This reflection can help reinforce your positive qualities in your own mind and gradually build your self-esteem.

Spread the love:

Getting comfortable with receiving compliments often makes you better at giving them too. When you start noticing the good in yourself, you’ll also start seeing it in others. Sharing genuine compliments can create a positive feedback loop, where everyone around you feels appreciated and valued.

Remember, you deserve it: 

The most important thing to keep in mind is that you deserve the compliments you receive. They’re not flukes or mistakes. They’re reflections of your hard work, talent, and the impact you have on others. Embracing them is not just about feeling good in the moment; it’s about building a foundation of self-worth that can carry you through challenges and successes alike.

 

Embracing compliments: a step towards loving yourself

Accepting compliments gracefully isn’t only about navigating social situations with elegance; it’s an act of self-love and affirmation. It’s a declaration that you see your worth and are ready to embrace the love and respect others offer you.

Beyond the ‘thank you’:

Understanding and practising the art of accepting compliments lays the groundwork for a healthier, more positive relationship with yourself. Each “thank you” you utter is a step away from self-doubt and toward self-assurance. But the journey doesn’t stop at simply accepting kind words; you need to internalise them – letting them take root in yourself, and allowing them to grow into a sturdy, unwavering self-esteem.

The mirror of reflection: 

Think of each compliment as a mirror, reflecting back at you the qualities and strengths you possess. This mirror doesn’t lie; it simply shows you what others see – the best parts of you. Allow yourself the grace to believe in this reflection, to accept it as your truth. It’s in this belief that the true transformation begins, transforming not just how you see yourself, but how you navigate the world around you.

A ripple effect:

When you start to accept compliments with grace and gratitude, you don’t just change yourself; you also change how others interact with you. Your acceptance encourages more open and positive interactions, creating a ripple effect of goodwill and appreciation. This isn’t just about making yourself feel good; it’s about encouraging an environment where kindness, appreciation, and positive reinforcement thrive.

Final words of envouragement:

Accepting a compliment, even with “thank you” is more than about being polite – it’s a powerful affirmation of your worth. Each compliment you receive is a gift, an offering of respect and admiration. Embrace it. Cherish it. Let it remind you of your value, especially in moments of doubt.

If you find yourself struggling to accept compliments, don’t be discouraged. Like any skill, it takes practice. Start small, remind yourself of your worth, and remember that it’s okay to feel proud of who you are and what you’ve accomplished. You are deserving of praise, not for perfection, but for the effort, the passion, and the uniqueness you bring into this world.

 

In closing 

Your journey through this exploration of compliments is much more than about learning to say “thank you.” It’s about recognising your value, allowing yourself to be seen, and, most importantly, seeing yourself through a lens of kindness and appreciation. 

As you step out into the world, carry with you the knowledge that you are worthy of every kind word, every note of praise, and every accolade that comes your way.

May you walk forward with your head held high, your heart open, and your ears ready to accept the beautiful truths others see in you. Remember, each step you take in accepting compliments is a step towards embracing your true self – flaws and all – with love and pride.

 

If you would like to chat further about how you can empower yourself and others through gratitude, book in a free 30-minute consultation here.

/by

Understanding Psychosocial Hazards: What Australian Businesses Need to Know

, , , , , ,

Beyond Physical Safety: Addressing Psychosocial Risks for a Thriving Workplace

The conversation around workplace safety has gone beyond tangible, physical risks to include mental and emotional health and well-being. We’ve recently been faced with the term ‘psychosocial hazards’ – a concept gaining ground, not just in occupational health discussions, but also in boardroom agendas across Australia. 

While traditional safety measures focus on preventing physical injuries, psychosocial hazards highlight the more subtle, yet equally detrimental, aspects of work life that can affect an individual’s health and wellbeing. 

They include a blend of both psychological and social elements in the workplace, extending from job design and work management to social interactions among colleagues. 

While these hazards might not always manifest as visible injuries, they can lead to significant stress, mental health issues and decreased productivity. And that’s crucial for businesses to understand. 

With a focus on this topic, we aim to shine a spotlight on these ‘silent stressors’, making a case for their recognition, understanding and proactive management in the workplace. 

Unpacking Psychosocial Hazards: The Categories Simplified

When we talk about workplace dangers, images of heavy machinery, electric risks, or physical strain might come to mind. However, psychosocial hazards, although less visible, can be just as harmful. 

They’re deeply intertwined with the way work is designed and managed and the interpersonal relationships within the workplace. 

To help businesses better understand these hazards, we’ve simplified them into three broader categories: 

1. Work Design and Management 

This category focuses on the tasks at hand, how they’re structured and the autonomy an employee has.

Job Demands: A balanced workload is essential for the well-being of employees. Extremes, whether too much work or too little of it, pose risks. For instance, an employee might face excessive demands during peak business seasons and then have minimal tasks during slower periods.

 An OECD study reported that on average about 13% of Australian employees work over 50 hours weekly, risking stress and fatigue. Conversely, too little work  can lead to disengagement or feelings of insignificance.

Low Job Control: Job satisfaction often depends on the control employees have over tasks. Low job control means workers can’t decide how or when they work. It’s different from having set tasks or structured job responsibilities; it’s about constantly feeling restricted.

The Australian Bureau of Statistics revealed that 38% of employees didn’t have authority over their work, which can reduce job satisfaction. Recognising and rectifying this hazard is crucial for maintaining a motivated and engaged workforce.

Lack of Role Clarity: The certainty and understanding of one’s role within an organisation are critical to effective job performance. When employees are unsure about their job description, their responsibilities, or the expectations set for them, it leads to a lack of role clarity. This isn’t just about occasionally facing complex tasks; the issue becomes hazardous when the ambiguity is extreme, consistent, or recurrent.

Inadequate Reward and Recognition: Job satisfaction is a fine balance between an employee’s efforts and the recognition they receive. This can range from awards to simple verbal praise. Overlooking recognition can become problematic if it’s a regular or long-standing issue.

Consistent employee recognition can lead to significant improvements in the workplace. Doubling the number of recognitions each week, can improve work quality by 24%, reduce absenteeism by 27%, and decrease staff turnover by 10%.

Poor Organisational Change Management: Change is inherent to organisational growth. But how that change is managed determines its success and the impact on the company’s workforce and productivity. 

A staggering 70% of change initiatives fail, often due to employee pushback and weak management. Poor organisational change management includes transitions that are haphazardly planned, communicated, supported, or executed. It isn’t about a decision that isn’t well-received. Poor change management becomes a significant psychosocial hazard when it’s notably flawed, sustained, or a regular occurrence.

 

2. Social and Organisational Context

This category focuses on the social fabric of a workplace, which plays a pivotal role in employee wellbeing.

Poor Support: Every individual relies on support systems within the workplace. These systems constitute the backbone of daily operations and overall job satisfaction. ‘Poor support’ goes beyond the inconvenience of waiting for a colleague to wrap up a meeting. It’s the persistent and profound lack of assistance from peers, supervisors, or even the deficiency of resources required for efficient job performance.

When the lack of support becomes regular, acute, or sustained, it goes from being a mere inconvenience to a notable psychosocial hazard. The consequences are many – from declining morale to reduced productivity and increased turnover.

Poor Organisational Justice: ‘Organisational justice’ really boils down to fairness at work. It’s about how employees feel they’re treated by the company, its rules, and the bosses. It’s not just about small problems, like not getting the work shift you wanted. It’s about bigger issues where workers often feel ignored, unvalued or mistreated.

Recognising and addressing these issues of organisational justice is about cultivating a culture where every employee feels integral to the success of the organisation.

Conflict or Poor Relationships: Having a good working relationship with colleagues is key to a positive workplace. But sometimes, behaviours that hurt others creep in. These can range from:

  • Violence and Aggression: Physical or verbal acts that intimidate or harm.
  • Bullying: Repeated actions that make someone feel belittled or unsafe.
  • Harassment: This includes unwanted behaviours based on gender, race, age, ability, and other personal factors.
  • General Workplace Issues: Everyday conflicts or misunderstandings that spoil relationships and teamwork. 

It’s important to understand that we’re not talking about small, isolated incidents. It’s about serious behaviours that persistently disrupt the workplace and strain professional relationships.

Violence and Aggression: This refers to situations where an individual faces abuse, threats, or physical assaults while on the job. In addition to the immediate physical harm, the psychological impact can be long-lasting and severe, posing significant health and safety concerns.

Business owners must address and manage the risks associated with violence and aggression in the workplace. This responsibility extends not just to conflicts among employees but also involves interactions with external individuals, such as customers and clients. Ensuring a safe environment for all is paramount, and businesses must be proactive in mitigating these risks.

Bullying: Would it surprise you to know that almost half of all Australians will be bullied in some way? 

Workplace bullying is characterized by ongoing, unwarranted actions aimed at an individual or a group of workers. It’s not a simple disagreement or one-off incident; it’s a consistent pattern of behaviour that can deeply affect those on the receiving end. The consequences of bullying extend beyond emotional distress; it can also lead to tangible physical harm, elevating it to a critical health and safety concern.

Businesses are obligated to identify, address, and manage the threats associated with bullying in the workplace. Every employee has the right to a safe working environment, and businesses need to step up and ensure this protection.

Harassment (including Sexual Harassment): Harassment in the workplace, whether it’s based on gender, race, age, ability, or other personal factors, is a pressing concern. It creates an environment of fear, mistrust, and discomfort, affecting not only the targeted individuals but also those around them.

Workplace sexual harassment is particularly severe and unacceptable. It can manifest in various ways: some actions are blatant, while others might be more hidden or insidious. Whether it’s a repeated pattern or a single incident, the effects are profound. Such harassment traumatizes the direct victim and can also deeply affect those who witness it.

By addressing harassment head-on and fostering a culture of respect and safety, businesses not only comply with the law but also create a healthier, more productive work environment.

 

3. Work Environment and Conditions

This category focuses on the actual conditions and environments where work is performed. 

Remote or Isolated Work: Remote or isolated work refers to jobs where employees are separated from the help or company of others due to the location, timing, or the kind of task they’re performing. This type of work might involve extensive travel, limited resources, or sparse communication options. It poses unique challenges, demanding both workers and employers to adapt and ensure safety and efficiency.

Poor Physical Environment: A poor physical environment at work refers to situations where workers consistently face unpleasant, substandard, or even dangerous situations. This could be anything from poor lighting and ventilation to exposure to harmful substances. 

When such conditions are extreme, persistent, or a regular occurrence, they transform from mere annoyances into significant psychosocial hazards. Addressing these issues is crucial for the well-being and safety of employees and their overall productivity and morale. 

Traumatic Events or Material: Being exposed to traumatic events or material at work refers to facing situations or content that deeply distress or shock. Whether it’s witnessing an unsettling incident, investigating a harrowing case, or consistently being exposed to disturbing materials, such experiences can have profound psychological impacts on workers.

Recognising and addressing the risks associated with such traumatic exposures is crucial. It safeguards the mental well-being of employees, ensuring they can work effectively and healthily.

Understanding these categories helps businesses take a holistic approach to identifying potential problems. It’s the first step in ensuring a healthier, more supportive, and productive work environment.

Why Should Busineses Care?

At its core, a business thrives on the well-being and productivity of its employees. Addressing psychosocial hazards isn’t merely about ticking off compliance boxes. It’s a strategic move towards creating a thriving, positive work environment. 

When businesses prioritise the mental and physical health of their employees, they directly boost workplace morale. This proactive approach not only curbs absenteeism but also reduces staff turnover, saving on recruitment costs and preserving organisational knowledge. 

Moreover, in an age where reputation is everything, a company known for its commitment to employee well-being stands out. It attracts top talent and earns respect in the marketplace. In essence, by addressing these risks, businesses are investing in their most valuable asset – their people.

Taking the Next Steps

Identifying psychosocial hazards is just the beginning. The true challenge lies in continuous vigilance and responsive action. Businesses should engage in regular evaluations to create a workplace that is not only safe but one that thrives. 

These assessments should be tailored to the unique dynamics of each workplace. Coupled with this, fostering open communication channels is vital. Encouraging employees to voice concerns or share experiences can unearth potential issues before they escalate. This dialogue builds trust and emphasises the organisation’s commitment to its workforce. 

Lastly, having proactive measures in place – whether it’s training programs, mental health support, or clear policies – can pre-emptively address potential risks. By taking these steps, businesses are not just averting problems; they’re sculpting a culture of care and inclusivity.

If you would like to chat further about how you can ensure psychosocial safety  in your workplace, book in a free 30-minute consultation here.

/by

Mental Health: Shaping Australian Culture

, , ,

Navigating Challenges, Implementing Strategies and Envisioning the Future 

In Australia, mental health is no longer an issue confined to the shadows – particularly within the corporate world. A recent study by Beyond Blue revealed some alarming statistics about mental health in the workplace. About 20% of people will experience mental health problems in any given year. Nearly 50% will experience mental health problems at some point in our lives.

As business owners and leaders, recognising the significance of mental health is paramount for sustainable success. Ignoring it can jeopardise not only your workforce’s well-being but also your company’s performance.

Mental health is becoming increasingly important in Australian business. And with good reason! It can improve resilience and productivity, and it’s a strategic priority for many companies. This article will explore the importance of mental health in the workplace and how businesses can harness its potential.

Undertsanding Mental Health Issues in the Workplace

“We need to break down the stigma around mental health and start talking about it openly.

When we do that, we can create a more supportive workplace for everyone.”

– Liz Ellis, AOM, Former Australian Netballer.

Mental health disorders are more common in the Australian workplace than you might think. According to the Australian Bureau of Statistics, anxiety and depression are among the most prevalent issues impacting employees. These conditions have a profound impact on an employee’s daily functioning, making it difficult to perform their job effectively.

The cost of mental health issues in the workplace extends well beyond the individual. It can also affect team dynamics, interpersonal relationships, and overall morale. This can have a negative impact on business outcomes, such as operational efficiency, customer satisfaction, and bottom-line financial performance.

Business owners and leaders need to take mental health seriously. It isn’t just a personal concern, but also a strategic business consideration. By understanding the complex interplay between mental well-being and workplace dynamics, businesses can create healthier, more resilient, and ultimately more productive workplaces.

The Cost of Ignoring Mental Health in the Workplace

“Every business should realsie that the mental health of your team is just as imporntant as the bottom line.”

– Scott Farquhar, Co-founder, Atlassian.

A crucial factor often overlooked by businesses is the profound financial impact of ignoring mental health in the workplace. A 2022 report by the Australian Human Rights Commission found that workplace stress is the leading cause of psychological injury claims in Australia. The study found that stress-related claims cost businesses an estimated $3.8 billion per year.

While the financial implications are substantial, the societal and human costs are even more significant. Disregarding mental well-being can lead to an adverse work culture, fostering negativity and resentment, impeding creativity, and stifling innovation. Such an environment is unlikely to attract or retain the skilled talent businesses need for growth.

Conversely, companies actively investing in the mental well-being of their employees can reap considerable benefits. Beyond reducing absenteeism and healthcare costs, they can boost employee engagement, creativity, and productivity, culminating in a more resilient and adaptive workforce. This isn’t just about cultivating a caring and inclusive culture – it’s about building a sustainable business in an ever-changing corporate landscape.

Ignoring mental health just isn’t an option. The business case for mental well-being is clear and compelling. It’s time to move mental health from the periphery to the core of business strategies, for the good of our people and our businesses.

Australia’s Corporate Response to Mental Health

“A good business should be more than just profit. It should also be a force for good.”

– Andrew ‘Twiggy’ Forrest, Fortescus Metals.

There’s mounting evidence of the direct correlation between employee mental well-being and business performance. And many Australian organisations are making considerable efforts to address this pressing concern. The shift from reactive to proactive strategies reflects a commitment to employee welfare and sustainable business practices.

Proactive organisations are using strategies that include employee assistance programs, mental health training for managers and establishing a culture of open conversations around mental health. Creating a supportive work environment reduces mental health issues and fosters resilience.

A notable example is ANZ Bank, which provides mental health and wellness resources for its staff. They also run targeted programs addressing specific areas such as resilience training and stress management. Macquarie Telecom and Google Australia have also been recognised for their commitment to mental health in the workplace.

Despite these efforts, mental health strategy adoption varies across the corporate sector. Some businesses still lag in response, missing the clear message – investing in mental health isn’t just the right thing to do, it’s the smart thing to do.

But this is just the beginning. The challenge is maintaining and improving mental health initiatives – not just during crises, but as an integral part of the business fabric. Mental health isn’t a tick-box exercise. It’s a transformational journey that can redefine corporate culture.

Barrier’s to Mental Health Support in the Australian Workplace

“Speaking up about mental health and getting help is so important. Yet stigma and barriers remain.”

– Libby Trickett, Olympic Gold Medallist, Swimming.

Despite the growing awareness of the significance of mental health in the workplace, several barriers hinder the effective implementation of support structures within the Australian corporate sector.

Stigma and Misunderstanding: Misconceptions about mental health conditions often result in fear, rejection, and discrimination. This can deter individuals from seeking help or disclosing their mental health issues at work.

Lack of Awareness: Many employees and employers lack a clear understanding of mental health and the signs of mental health conditions. This can lead to delayed recognition and intervention.

Limited Resources: Smaller businesses may struggle with the resources required to implement comprehensive mental health programs.

Privacy Concerns: Fear of breach of privacy can prevent employees from accessing available mental health services within their organisations.

Inadequate Training: Without proper training, managers and supervisors may struggle to recognise mental health issues among their teams. They are thus, unable to provide the appropriate support.

Overcoming these barriers requires consistent efforts to educate and inform, coupled with the commitment to creating a workplace culture that values and prioritises mental health. Businesses that succeed in breaking down these barriers will create an environment to support their most valuable asset – their people.

Strategies for Improving Workpalce Mental Health in Australia

“Mental illness is nothing to be ashamed of, but bias ansd stigma and bias shame us all.”

– Bill Shorten, former Leader of the Australian Labor Party.

Addressing mental health requires strategic intervention; not just reactive measures. To effectively address this issue, businesses should implement comprehensive strategies to create a mentally healthy work environment. Here are a few approaches to consider:

Open Dialogue: Encourage conversations around mental health. Breaking the silence helps remove stigma and promotes a culture of acceptance and understanding.

Training and Education: Provide mental health training to managers and employees. An informed team can better support colleagues facing mental health challenges.

Flexible Work Options: Work-life balance plays a critical role in mental health. Offering flexible work arrangements can help reduce stress and increase job satisfaction.

Access to Resources: Employee Assistance Programs (EAPs) offer confidential counselling services to employees. These can be crucial in providing support to those dealing with mental health issues.

Promote Self-Care: Encourage employees to prioritise their well-being through regular exercise, adequate rest, and healthy eating.

Stay Alert: Be aware of changes in employees’ behaviour or performance that could signal mental health issues. Regular check-ins can help spot any early signs of distress.

Adopting these strategies is a step in the right direction, but the journey doesn’t end here. It’s a process of continuous improvement, ensuring mental health is always at the forefront of the company’s priorities. Remember, a mentally healthy workplace is not just beneficial, it’s essential.

The Future of Mental Health in the Australian Workspaces

“We know that mental health is not just an issue for our health system.

It is relevant in the workplace, in our communites and our homes and our schools.”

– Julia Gillard, Former Prime Minister of Australia.

It’s heartening to see the growing awareness of the importance of mental health in the workplace. Businesses are increasingly taking steps to support the mental health of their employees.

One of the most important trends is a shift towards a more holistic approach to employee well-being. This means businesses are not just focussing on the mental health of their employees. Their physical health, emotional health and social health are also being considered.

The use of technology to support mental health in the workplace is also increasing. There are several digital tools and platforms to help employees manage their mental health. Counselling services, mindfulness apps and social media support groups are more easily accessible.

There’s also a greater focus on prevention. Businesses are increasingly focusing on preventing mental health problems from developing in the first place. This involves providing employees with information and resources about mental health, and creating a supportive workplace culture – conducive to good mental health.

The future of mental health in Australian workplaces is also being shaped by the changing nature of work. As the workforce becomes more mobile and flexible, businesses will need to find new ways to support the mental health of their employees.

Overall, the future of mental health in Australian workplaces is positive. There’s a growing awareness of the importance of mental health in the workplace, and businesses are increasingly taking steps to support the mental health of their employees. This is likely to lead to a mentally healthy, productive and engaged.

Embracing Mental Health as a Pillar of Workplace Success

While much is being done for mental health and well-being in Australian workplaces, there’s still much work to be done. Overcoming barriers and fostering a mental health-friendly environment is not a one-time effort but an ongoing commitment.

By embracing this challenge, businesses can create a healthier, more supportive environment, leading to increased productivity and resilience. The promising trends of proactive mental health strategies, the integration of technology, and a holistic approach to wellness signify a hopeful future.

It’s a future where mental health is no longer a taboo, but an integral part of the conversation around employee well-being. As we move forward, the emphasis should be on continued learning, sharing best practices, and a relentless commitment to mental health at work.

Remember, mental health isn’t just a health concern—it’s a business imperative, a human rights issue, and the bedrock of a thriving workplace.

 

If you would like to chat further about how you can embrace mental health as a pillar in your workplace, book in a free 30-minute consultation here.

/by

Empowering Survivors: The Paid Family and Domestic Violence Leave in Australia

, , ,

This article offers a comprehensive overview of the scheme, its impact on small businesses, and the importance of fostering a supportive work environment with access to Australia domestic violence support services.

An in-depth look at how this initiative supports employees and small businesses. 

Understanding Family and Domestic Violence Leave

Family and domestic violence is characterised by intentional harm or fear inflicted by one person in a relationship onto another. This recurring pattern of behaviour aims to control, manipulate or harm the victim. Abuse can take many forms, including physical, emotional, financial, or sexual, and may come from anyone in a close relationship with the victim.

In Australia, the AustralianBureau of Statistics reports that one in six women and one in sixteen men experience family and domestic violence in their lifetime. We’re all aware of the prevalence of family and domestic violence, but did you know that, in Australia, a woman is murdered by her current or former partner every 10 days? Shockingly, that’s true!

Workplaces often serve as a refuge for victims, offering safety and crucial social and financial support, as well as access to various Australia domestic violence support services.

The Importance of Paid Family and Domestic Violence Leave

Stable employment is a critical factor in helping individuals escape abusive relationships. The introduction of paid leave allows victims to take time off without risking their income or employment, facilitating their exit from harmful domestic situations.

Addressing family and domestic violence also benefits employers, as it can impact an employee’s productivity due to distress or unplanned absences.

Criteria for Accessing Paid Family and Domestic Violence Leave

The new scheme allows full-time, part-time and casual employees in Australia, whose employers fall under the national industrial relations system, to access 10 days of paid leave within a 12-month period.

This leave can be utilised for various purposes related to family and domestic violence, such as ensuring safety, attending court, seeking police services, or participating in appointments with professionals in counselling, medicine, finance or law.

The leave doesn’t accumulate and resets annually on the employee’s work anniversary. The new paid leave replaces the existing National Employment Standards (NES) entitlement of five days of unpaid leave. Employees can still access unpaid leave until paid leave becomes available in their workplace.

Implications for Small Businesses

The paid family and domestic violence leave applies to all small businesses under the national (Fair Work) industrial relations system, typically incorporated businesses with ‘Pty Ltd’ it ‘Ltd’ in their name. This was scheduled in two phases:

  • For businesses with over 15 employees, the leave policy became effective: February 1, 2023
  • For businesses with fewer than 15 employees, the leave policy becomes effective: August 1, 2023
  • Until August 1, 2023, employees working for national system small business employers with less than 15 employees can continue to take unpaid family and domestic violence leave. While the scheme doesn’t yet apply to employers under Western Australia’s state industrial relations system, it is anticipated to come into effect for state system employers in 2024.

Employee Entitlements Under the Scheme

Full-time and part-time employees will receive their full pay rate for the hours they would’ve worked if they were not on leave. Casual employees will be paid at their full pay rate for the hours they were scheduled to work during the leave period.

Employees may need to provide evidence, such as a statutory declaration or documentation from the police, court, or family violence support service.

Employers Can Support Affected Employees

It is crucial for employers to create a supportive and secure work environment. If an employee is suspected of experiencing family and domestic, it is essential to check on their well-being and encourage them to seek professional help. This could include Australia domestic violence support services. Employers should also make information about support services like 1800 Respect and the Employee Assistance Program readily available in the workplace for all employees to access.

Here are some practical steps employers can take to support affected employees:

  • Develop a workplace policy: Creating a clear and comprehensive policy on family and domestic violence can help foster a supportive work culture and ensure that employees are aware of their rights and available resources.
  • Provide training to the leadership team: Equip managers and supervisors with the necessary knowledge and skills to identify and respond to employees experiencing family and domestic violence. This can include understanding the signs of abuse, knowing how to address the situation sensitively, and being aware of relevant laws and support services.
  • Offer flexible work arrangements: Implementing flexible work options, such as remote work or altered hours, as possible, can provide additional support for employees dealing with family and domestic violence. This flexibility allows them to manage their personal matters while maintaining their job security.
  • Maintain confidentiality: Respect the privacy of employees by keeping their disclosures confidential and handling any information with sensitivity. Ensure that the affected employee’s contact details and work schedule are not shared without their consent.
  • Establish a support network: Encourage the formation of a workplace support network where employees have a safe space to share their experiences and help each other. This can help create a sense of community and solidarity among employees.

Potential Benefits of  the Paid Family and Domestic Violence Leave Scheme

This recent implemented leave policy while benefiting family and domestic violence survivors also had a positive impact for employers and society as a whole.

For employees:

  1. Financial security: The paid leave allows employees to maintain financial stability while addressing domestic violence issues, which is crucial in helping them leave abusive situations.
  2. Reduced stress: By offering paid leave, employees can focus on seeking support and handling their personal matters without the added worry of lost income or job loss.
  3. Improved mental health: Access to paid leave can improve the mental health of employees affected by family and domestic violence. It provides an opportunity to seek professional help and work towards recovery.

For employers:

  • Increased productivity: Addressing family and domestic violence issues through paid leave can lead to more focussed and productive employees. They can better manage their personal matters without work-related stress.
  • Enhanced workplace culture: Providing support to employees experiencing domestic violence can foster a positive workplace culture, demonstrating empathy and understanding from the employer.
  • Reduced turnover: Offering paid leave for domestic violence can lead to lower employee turnover rates, as it shows a commitment to employees’ well-being and encourages loyalty.

For the community: 

  • Greater awareness: The introduction of the paid leave scheme raises awareness of family and domestic violence, encouraging open conversations and promoting the availability of support services.
  • Societal change: By acknowledging and addressing family and domestic violence through paid leave, the scheme contributes to a larger societal shift towards reducing and preventing such violence.
  • Economic benefits: Reducing the prevalence of family and domestic violence has far-reaching economic benefits, including decreased healthcare costs and increased workforce participation.

United Efforts for a Safer Society: Combating Family and Domestic Violence Together

By implementing the paid family and domestic violence leave scheme and taking proactive steps to support affected employees, Australia is making significant strides towards creating a safer, more inclusive work environment. The well-being of employees is clearly being prioritised.

Employers play a critical role in this process by fostering a supportive workplace culture, providing resources, and ensuring that survivors feel empowered and secure in their professional lives.

Together, these efforts demonstrate a strong commitment to addressing the pervasive issue of family and domestic violence. They also contribute to the broader goal of building a society where everyone can thrive without fear or harm. As we move forward, employers, employees and the community at large must continue working collaboratively to eliminate family and domestic violence. And more importantly, to support the resilience and strength of survivors.

If you would like to chat further about this Scheme, book in a free 30-minute consultation here.

 

/by

Human Resources: Reflecting on 2021 and trends for 2022

, , ,

2021 certainly for business owners, managers and people leaders has been tough to navigate with ongoing restrictions and lockdowns, vaccine mandates, keeping staff engaged and morale high, adapting to remote work models and recruiting and onboarding virtually. The ‘future of work’ has definitely been accelerated by the pandemic.

On a positive note, we have seen shifts in businesses prioritising mental health and wellbeing, not just from an organisation level but through to a team level, fully embracing flexible work and finding ways to improve retention and communications with their employees.

For Catie Paterson HR Business Consulting we have enjoyed helping businesses build a solid foundation of HR processes, systems and culture to allow their people the opportunity to grow and contribute to the achievement of overall business goals. Through the Human Resources Success Audit Webinar Series’ with the Better Business for Good Company, the new resources library and Recruit Right online program (more online programs to come!) we can further support businesses to create better workplaces.

Human Resources trends expected in 2022

2022 will see a need for businesses to really focus on increasing engagement with their staff with a focus on regular communication, in particular, one to one checkins to discuss and make sure employees are progressing to achieve their career goals and training and development plans and to provide Managers an understanding if they need further support in certain areas.  Engagement will only continue to increase if people are provided clarity, certainty and a clear direction on where the company is headed.

2022 will also see workplaces fully implement their hybrid work model as a long-term approach rather than just for the needs of the pandemic. There isn’t a ‘one size fits all’ model and each business will need to update their policies and adjust their model that fits around their employees and customer needs.

Mental health and wellbeing will also need to be a top priority for 2022 with the need for businesses to look at wellbeing more from a team level and not just from an organisational perspective. Clear and consistent communication of mental health and wellness support programs and resources and the people involved is crucial, whether this is to employees working remotely, in an office or on a large worksite.

Businesses will need remain flexible with their plans with some potential external changes to occur unexpectedly.

At Catie Paterson HR Business Consulting we are here to help with all your people management needs. If you would like to know more, book a free 30-minute consultation with me here.

/by

Being a volunteer mentor with Gettin’ Ready 4 Life Inc.

,

A good education is so important in life and something that should be supported in the youth of today.

One of my goals for 2021 was to find a way I could support a young person by offering my time, skills and experience. Through a business connection, an opportunity presented to be part of a mentoring program for high school students with an organisation called Gettin’ Ready 4 Life Inc.

Greg Blake, co-founder of Gettin’ Ready 4 Life Inc., runs a school mentor program for year 12 VCAL classes at Braybrook College and next term Year 11 classes will also be included.  Volunteer mentors, like myself, are matched with two students and we meet once a week for 1.5 hours to discuss anything, but mostly their path for the future after school. As their mentor, I share information about my own experiences as well as provide them support and guidance for when they finish school at the end of the year.

These students have so much to offer, they just don’t know it yet. This program allows me to contribute to their life experience and mentor them in a constructive way so they can take positive steps forward into the world that awaits them.

A little bit about Gettin’ Ready 4 Life Inc.

Greg Blake has been a Youth Worker for two decades and a significant part of his career has been running school mentor programs. The program has run continuously at Braybrook College for 18 years, a testament to the difference it makes for students. Having the support of a mentor with life experience, willing to be there and support them, building a relationship each week that can’t be built with a parent or teacher, sees incremental shifts in a student with their confidence and motivation to achieve their goals.

What it means to me as a mentor

I was fortunate enough to have amazing opportunities growing up including attending a really good high school which included non-academic endeavours as well as study. Although, money was never abundant growing up, my parents always found a way to ensure that we had as many life experiences as possible as well as a great education. Given those privileges, I have a fundamental belief (a responsibility) that we should be able to support those who are less fortunate, to share those experiences and give them a helping hand. The Gettin’ Ready 4 Life Inc mentoring program gives me the opportunity to make a difference in a young person’s life now and in their future. Every student has something amazing to share in this world. They may just need some help to find it.

I have really enjoyed being part of the program. Both Greg and his partner Paige do amazing work supporting these students. I love Greg’s belief that ‘we are creating the runway for young people to help them ‘take off’’. Thank you to both Greg and Paige for providing me the opportunity to be involved.

Interested in being involved?

Gettin’ Ready 4 Life Inc. need more mentors for Year 11 VCAL classes starting in Term 3 on Wednesdays, from 11:20am to around 12:45pm. These students are exiting the school system this year and need all the support they can get. If you or someone you know would love to make a difference in the life of a young person, contact Greg on 0478 484 424 or Paige at runway@gr4life.org.au.

/by