Work Ent

Work Environment

You need to get at root causes Injury, absenteeism, disability, turnover, benefit costs ,employee disengagement, etc.

Work Environm ent

Impact of health and wellness ce la p k

High Impact

Low Impact

f o t c pa ns Im tio ac Individu al program

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Health Promoti on

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Healthy Organizati on

Why do People join a company? ü The people they met in the interview process. ü Company reputation and status. ü Work life balance. ü Accelerated development opportunities.

Why do People leave a company? üQuality of relationship with Manager üChallenge and meaningful work üCareer advancement üTrust and confidence üWork – life balance üCompensation üDirection of company environment/ethics

What is an Organization’s culture?

üSet of key behaviors, beliefs and

shared understandings that are shared by members of the organization.

üDefines basic organizational

values and communicates to new members the correct way to think and act.

Healthy Work Environment Drivers ü Strong people values ü Challenging job ü Control over workload ü Trust, respect, and fairness ü Adequate job resources ü Decision input ü Supportive supervision ü Growth and development ü Open communication

Human capital risks üStress üWork-life imbalance üLow morale üLow commitment üDissatisfaction üHealth problems 

Reducing Stress Risks ü Demands – optimum workload, work patterns, and the work environment. ü Control – how much say employees have in the way they do their work. ü Support – support and resources provided by the organization, line management, and colleagues. ü Relationships – promoting positive work behavior to avoid conflict and dealing with unacceptable behavior ü Role – employees understand their role, and the organization ensures that they do not

Role of Manager üRecognize and Praise üEstablish Goals for Recognition üSalary and Benefits/Job Content üPhysical Environment üWork/Life Balance üGet to know your People

Recognition and Praise üFlexible working hours üAdditional days holiday with tenure üAllow people to leave work early üHand out senior work assignments üProvide coaching opportunities üStand back – coach don’t tell üRegular reviews not just pay reviews üCelebrate success and as a team üEntertainment tickets – parking spot

Establish Goals for Recognition üDon’t reward basic job requirements üInclude everyone in the program üProvide rewards that encourage teamwork üInclude employees in designing the programme üMake goals Specific, Measurable and Time-bound 

Salary and Benefits/Job Content üSalary Package – within the noise? üBenefits Package – Innovative? üJob content – static or dynamic? üContinuing Professional Development – minimum expectation? üCareer Advancement – line of sight? 

Physical environment üGeographical location – attract the required caliber? üOffice space – natural light & breakout space? üTechnology üHealth & safety üEnvironmental awareness 

Work/Life Balance ü25% of workers are looking to move jobs to improve their work/life balance üOne in three (31%) of all professionals work a 46 hour week or more ü5% claim to work more than 55 hours a week üOne in four people who work more than 48 hours per week reported a negative impact on their health 

Get to know your people üWhat are their individual aspirations üIndividually tailored development plans üOne on One training/discussion time with mentor üLife coaching üLine of sight progression 

A good manager will do: üUnderstand and motivate the employee üProvide clarity about expectations üDefine clear areas of responsibility üGiver regular performance feedback üDemonstrate respect for employees at all times üEncourage employees to be open and honest 

Logic of healthy work environment

Healthy Work Environment

People Capacity: üHealthy üEngaged üCollaborativ e üSkilled üAccountable üAdaptable

Results: üLower costs üInnovation üPerformance üQuality

The End email:tanyasai9@yahoo. com