Effective communication is the cornerstone of a successful and harmonious workplace. As an employer, providing honest and constructive feedback to your employees is crucial for their growth and development, as well as the overall progress of the organisation. However, delivering feedback in a way that doesn’t damage the employer-employee relationship requires finesse and skill. This article outlines top tips for giving feedback that is honest, constructive, and conducive to maintaining a positive and productive relationship with your employees.
Before you even start giving feedback, it’s essential to establish a culture of open communication within your organisation. Encourage your employees to share their thoughts, ideas, and concerns without fear of reprisal. When employees feel comfortable speaking up, it becomes easier for you to provide feedback and for them to receive it.
Timing and setting play a crucial role in the effectiveness of feedback. Select a private and quiet space where the employee feels comfortable and won’t be embarrassed. Additionally, timing matters – provide feedback as soon as possible after the event in question, but ensure the employee is in a receptive state of mind.
Effective feedback should be specific and based on observable behaviours or outcomes. Avoid making generalised statements or judgments. Instead, focus on particular instances and provide clear examples of what went well and what could be improved.
The “feedback sandwich” is a popular technique where you start with a positive comment, provide constructive feedback in the middle, and then end with another positive remark. This approach helps soften the impact of critical feedback and ensures that employees don’t feel demoralised.
When giving feedback, concentrate on the employee’s actions, behaviours, or performance rather than making it personal. This distinction prevents the employee from feeling attacked and allows them to focus on improving specific aspects of their work.
Encourage employees to self-assess their performance before you provide feedback. This allows them to reflect on their actions and acknowledge areas that may need improvement. Self-assessment can lead to more productive and open conversations about their performance.
When delivering feedback, frame your statements using “I” rather than “you.” For example, say, “I noticed that there were some errors in the report” instead of “You made mistakes in the report.” This approach avoids sounding accusatory and shifts the focus to your perspective.
After providing feedback, give your employees a chance to respond. Listen actively to their thoughts, concerns, and viewpoints. This demonstrates that you value their input and are open to a two-way dialogue.
Ensure that your employees understand the expectations and standards of their roles. When feedback is provided in the context of established expectations, it becomes easier for employees to see the areas where improvement is needed.
After giving feedback, follow up with your employees to see how they are progressing. Offer assistance, guidance, and resources to help them address the areas that need improvement. This demonstrates your commitment to their growth and development.
Providing honest and constructive feedback to your employees is an essential part of fostering a culture of continuous improvement and professional development. By following these top tips, you can deliver feedback effectively while maintaining a strong and positive relationship with your employees. Remember, the goal is not only to correct mistakes but also to empower your employees to reach their full potential.
If you would like more advice on delivering effective communication, please contact Norwest Recruitment o 8853 4111.
In today’s competitive business landscape, fostering employee growth and development has become paramount for organisations seeking to attract, retain, and nurture top talent. Career development is a major factor influencing employees’ decisions. It ranks as the third most important reason why employees consider leaving their current roles. This underlines the significance of offering meaningful avenues for growth to keep our workforce engaged and motivated.
We recently conducted a survey among our Western Sydney employee database to shed light on their career development expectations from employers. While various avenues for growth were explored, one resounding theme emerged – the strong desire for regular one-on-one constructive feedback. This article delves into the survey results, emphasising the significance of this employee demand and urging employers to prioritise honest conversations for a more engaged and motivated workforce.
The survey revealed a plethora of responses that underscore the workforce’s enthusiasm for professional growth. Options such as paid tertiary studies, time off for studies, in-house workshops, specific industry training, and training fund allocations all garnered notable levels of interest. However, the standout preference was for “Regular one-on-one feedback with honest and constructive conversations and quality reviews,” with a staggering 53% of respondents expressing their desire for this type of engagement.
The findings highlight the profound impact of constructive feedback on employee satisfaction and growth. Constructive feedback not only aids skill enhancement but also boosts morale, increases motivation, and fosters a sense of belonging. It provides employees with a clear understanding of their strengths and areas for improvement, enabling them to align their aspirations with the organisation’s goals. Furthermore, it creates a culture of continuous learning and development, leading to higher levels of performance and productivity.
While the survey underscores the significance of constructive feedback, it also reveals a potential disconnect between employee expectations and employer practices. Many employees feel that their organisations may not be fully embracing this crucial aspect of career development. Employers should recognise that providing regular and honest feedback is not just a formality but a catalyst for individual and collective success.
To bridge this gap and address the growing demand for constructive feedback, employers must initiate and embrace honest conversations with their staff. These conversations should be tailored to each employee’s unique needs, aspirations, and performance. Rather than being seen as a top-down critique, feedback sessions should be two-way dialogues that encourage open communication and mutual understanding. This approach not only helps employees realise their potential but also cultivates a sense of trust and respect between employer and employee.
For advice on how to provide honest and constructive feedback to employees in a professional manner, contact Norwest Recruitment at 8853 4111.
As CEOs and General Managers, we bear the responsibility of steering our organisations towards long-term stability, growth, and sustainability. One critical aspect that should never be overlooked is succession planning—a strategic necessity for small and medium-sized businesses (SMBs). By comprehending the significance of planning for leadership transitions, we can proactively ensure a seamless continuation of operations during critical changes. By understanding the critical role of succession planning, we can fortify our organisations against the uncertainties of the future and ensure a smooth transition of leadership.
Here is a step-by-step outline to begin your succession planning success:
Start by identifying key positions within your organisation that are vital to its success. These roles typically have a significant impact on strategy, decision-making, and day-to-day operations. By pinpointing these critical positions, you can prioritise your Succession Planning efforts and allocate appropriate resources towards developing suitable successors.
Evaluate the skills, competencies, and potential of your existing employees to identify potential successors. Look for individuals who demonstrate exceptional performance, exhibit leadership qualities, and align with your company’s values and long-term goals. This assessment can be facilitated through performance evaluations, talent reviews, and feedback from supervisors.
Craft a comprehensive Succession Plan that outlines the steps and timeline for leadership transitions. This plan should include strategies for talent development, mentoring programs, training initiatives, and career progression pathways. Tailor the plan to meet the specific needs of your organization, considering both short-term and long-term goals.
Invest in the professional growth and development of your high-potential employees. Provide them with opportunities for learning, training, and exposure to different aspects of the business. Assign challenging projects, offer mentoring relationships, and encourage participation in external development programs. By nurturing their skills and expanding their knowledge base, you prepare them to step into leadership roles when the time comes.
Foster a culture of continuous learning and knowledge sharing within your organization. Encourage employees to pursue professional development opportunities, attend conferences, and engage in industry networks. Emphasize the importance of staying current with industry trends and acquiring new skills, as this will benefit both individual career growth and organisational success.
Engage your employees in the Succession Planning process. Communicate the value of the plan, its objectives, and how it aligns with the overall strategic direction of the organisation. Encourage open dialogue about career aspirations, development goals, and potential growth opportunities. By involving employees in the process, you foster a sense of ownership and commitment, enhancing the chances of a successful succession.
Succession Planning is a dynamic process that requires regular review and adjustment. Revisit and update your Succession Plan as needed, considering changes in business goals, workforce demographics, and emerging talent. Keep your plan aligned with the evolving needs of your organization to ensure its effectiveness.
Norwest Recruitment is here to offer valuable assistance in your succession planning journey. Whether you need help identifying the right individuals positioned for succession within your business or want to leverage our High Performer Profile Tool (HPPT) to identify your key talent, we are here to support you every step of the way. Contact us on 8853 4111 or click to find more information on HPPT.
In today’s rapidly evolving job market, the demand for temporary employment has been on the rise. A growing number of professionals are opting for temporary work, drawn to the unique advantages and opportunities it offers. Whether you’re a seasoned professional leading into your retirement years and seeking flexibility or an individual exploring different career paths, temporary work can be an excellent choice.
Here are some top reasons why people choose to temp and how it can be a perfect fit for those seeking a dynamic and fulfilling work experience.
Embrace Work-Life Balance:
For many individuals, achieving a healthy work-life balance is a top priority. Temporary work offers the freedom to choose when and where you want to work, allowing you to strike the right balance between your personal and professional commitments. This flexibility enables you to spend quality time with loved ones, pursue hobbies, or even travel between assignments, offering a level of control over your schedule that permanent positions often lack.
Opportunity to Explore:
Temporary work can be an excellent option for individuals who are in-between professions, studying, or seeking a career change. It allows you to gain exposure to different industries, roles, and work environments, helping you develop a diverse skill set and broaden your professional horizons. By experiencing various temporary assignments, you can test the waters, refine your career goals, and make informed decisions about your future path.
Maintain Industry Relevance:
Many professionals find themselves in a situation where they are waiting for a permanent position to become available in their field. Temping offers an ideal solution by enabling you to continue working in your area of expertise until that permanent role arises. This allows you to stay engaged, keep your skills sharp, and remain up-to-date with industry trends and advancements. Temporary work ensures that you stay relevant and competitive in the job market, enhancing your long-term employability.
Flexibility for Pre-Retirees:
For individuals in their mid-50s and beyond, temporary work provides an attractive option to transition into retirement gradually. Rather than abruptly ending your career, temping allows you to gradually reduce your workload while maintaining a source of income and professional engagement. You can tailor your schedule to suit your needs, gradually phase out of the workforce, and explore other interests or passions while still contributing your valuable skills and knowledge.
Build a Professional Network:
Temporary work exposes you to a wide range of professionals, industries, and organisations. It presents an opportunity to build an extensive professional network, allowing you to make connections that may open doors to future career opportunities. The relationships you establish while temping can lead to referrals, references, and even permanent job offers, providing a valuable resource for your professional growth and development.
Temporary work offers an array of benefits for professionals seeking flexibility, industry relevance, and the opportunity to explore diverse roles and industries. Whether you’re a pre-retiree looking for a gradual transition or an individual in-between professions, temping can be a perfect fit. Embracing temporary work allows you to maintain work-life balance, expand your skill set, build a network, and stay professionally engaged while adapting to your changing needs and priorities. So, why not consider the world of temporary work and unlock a wealth of opportunities today?
For more information on joining the Temp Team at Norwest Recruitment, please contact us on 02 8853 4111 or register your interest here on our Become a Temp page today.
In the current market where businesses are vying for outstanding talent to join their team, you may be facing the exciting dilemma of choosing between two job offers. It’s a decision that can have a significant impact on your career and overall happiness. So how do you know which is the right role to take? The process of weighing up those offers and help you make an informed choice. Here are some key factors you should consider when making this important decision:
Let’s start with comparing the salary, bonuses, benefits, and any other financial incentives offered by both companies. However, consider not only the initial offer but also potential for growth and future raises.
You’ll spend a significant amount of your time at work, so it’s crucial to assess the working environment and the values of each company. Ask yourself if the company’s culture aligns with your own beliefs and if it will contribute to your job satisfaction and long-term success.
Career development is another important factor. Look for opportunities to learn new skills, advance in your career, and take on more responsibilities. Which offer provides a better path for your professional growth as you don’t want to keep job hopping to get to your career goal. It’s important to think beyond just the immediate job and consider the potential for advancement.
Work-life balance is something we all crave. Consider the working hours, flexibility, remote work options, and vacation policies offered by each company. Find a balance that suits your personal needs and priorities.
Commute and Location:
Consider the proximity of each workplace to your current residence or desired living situation. How far is each workplace from your current residence or desired living situation? Consider the commuting time, transportation options, and associated costs. Also, decide if you have a preference for a particular city or if you’re open to relocating.
Company Stability and Reputation:
Research the financial stability and reputation of each company. Consider factors like market position, industry trends, and long-term viability. A stable and reputable company can provide more job security and potential for future growth.
Job Responsibilities and Challenges:
Evaluate the specific job roles and responsibilities associated with each offer. Consider which role aligns better with your skills, interests, and long-term career goals. Also, think about the level of challenge and whether it aligns with your preferences.
Company Benefits and Perks:
Look beyond salary and consider other benefits and perks offered by each company. These may include professional development opportunities, gym memberships, or flexible working arrangements. Consider how these additional benefits impact your overall job satisfaction.
Company Size and Structure:
Consider the size and structure of each organization. Larger companies may offer more resources, established processes, and potential for career advancement. Smaller companies might provide more autonomy, flexibility, and closer-knit teams. Think about what kind of work environment suits you best.
Lastly, trust your instincts. Reflect on your overall impression of each company and the people you met during the interview process. Sometimes, your gut feeling can guide you towards the right decision.
Remember, the decision ultimately depends on your personal priorities, long-term career goals, and individual circumstances. It can be helpful to create a pros and cons list, seek advice from mentors or trusted individuals, and envision the future potential each job offer holds.
If you are looking to take the next step in your career, contact us for a confidential chat on 8853 4111 or email email@example.com.
Succession planning is a critical aspect of leadership and organisational development, especially for CEOs and Department Managers aiming to ensure a smooth transition of key roles within their businesses. Identifying and nurturing talented individuals who can take up leadership positions is essential for long-term success. Fortunately, there are several valuable succession planning tools available to help assess and identify potential successors. In this article, we will explore the key assessments that can be utilised to identify the right people for succession.
Personality assessments play a crucial role in succession planning by evaluating individual traits and characteristics. These tools provide valuable insights into an individual’s personality, motivations, and work preferences. By understanding the personality fit for specific roles, CEOs and Department Managers can identify potential successors who align with the organisation’s culture, values, and leadership requirements. Personality assessment tools aid in selecting candidates who possess the necessary qualities to excel in higher-level positions.
Behavioural assessments focus on assessing observable behaviours and tendencies. They help identify potential leaders who possess the necessary qualities for succession. By analysing an individual’s behaviour in various scenarios, these tools provide insights into their leadership style, decision-making process, and interpersonal skills. Behavioural assessment tools enable organisations to identify candidates with the right mix of qualities, such as adaptability, resilience, and effective communication, ensuring they are well-suited for leadership roles.
Cognitive assessments measure an individual’s cognitive abilities, including problem-solving, critical thinking, and decision-making skills. CEOs and Department Managers can use these tools to gauge an individual’s capacity to handle higher-level positions within the organisation. By assessing cognitive capabilities, organisations can identify potential successors who can navigate complex challenges, strategize effectively, and make informed decisions. Cognitive assessment tools provide objective data to support succession decisions based on an individual’s intellectual aptitude.
Technical assessments evaluate an individual’s technical skills and proficiency in specific areas relevant to the organisation. CEOs and Department Managers can leverage these tools to identify potential successors for roles that require specialised knowledge and expertise. Whether it is in technology, finance, operations, or any other field, technical assessment tools ensure that individuals being considered for succession possess the necessary technical competencies. This helps organisations maintain continuity and ensures a seamless transition of critical roles.
360-degree feedback tools collect comprehensive feedback from various sources, such as supervisors, peers, and subordinates, to evaluate an individual’s performance, skills, and potential for advancement. CEOs and Department Managers can utilise these tools to gain a holistic understanding of an individual’s strengths, areas for improvement, and leadership potential. 360-degree feedback tools provide a multi-dimensional perspective, offering valuable insights into an individual’s effectiveness in their current role and their potential for future growth within the organisation.
Succession planning is a vital process for CEOs and their respective Department Managers seeking to identify key personnel within their businesses. Norwest Recruitment has a unique assessment tool called Higher Performer Profile Technology (HPPT) that incorporates all the assessments mentioned above. This tool helps identify what high performance competencies are needed in specific roles, evaluating literacy, numeracy, problem solving and personality scales.
HPPT provides valuable insights into an individual’s compatibility, capabilities, and potential for future success, enabling organisations to cultivate a strong talent pipeline and secure their long-term sustainability.
To find out more about HPPT or receive a sample of the report, please contact us on 8853 4111 or click here to download the brochure on our website.
We recently conducted a survey among our employee database to gain insights into employees’ preferences and motivations when it comes to increasing their income. The survey results unveiled fascinating findings. Notably, 51% of respondents expressed their intention to explore new job opportunities, citing their belief that their current company either wouldn’t consider or wasn’t capable of providing a salary increase. Additionally, many employees expressed the sentiment that if their company truly valued them, they would be rewarded with an increase without having to request it.
In a market experiencing a shortage of skilled workers, it is crucial for businesses to take a proactive approach in engaging with their staff. Waiting until an employee presents another job offer may be too late, as they would already be mentally prepared to leave. In this article, we will delve into the implications of this trend for businesses and examine the reasons behind these decisions from the candidates’ perspective.
Attracting and Retaining Top Talent:
The survey results clearly indicate that more than half of the candidates are actively considering leaving their current jobs in pursuit of higher-paying positions. This highlights the intense competition for talent in the job market. To remain competitive, businesses must adopt proactive strategies to attract and retain skilled employees who can contribute to their long-term success.
Importance of Competitive Compensation Packages:
One of the key factors driving candidates to seek new job opportunities is the perception that their current employers lack the capacity or willingness to provide substantial pay raises. Therefore, it is essential for businesses to regularly review and ensure their salary offerings are at current market value. By offering competitive compensation packages, companies can demonstrate their commitment to valuing their employees’ contributions and help retain top talent.
Unleashing the Power of Career Development:
Career growth and development opportunities are closely tied to employee satisfaction and engagement. The survey revealed that candidates often feel limited in their current roles, with limited prospects for advancement. By investing in training programs, mentorship initiatives, and clear career paths, businesses can create an environment that fosters professional growth. This not only enhances employee satisfaction but also reduces the likelihood of talented individuals seeking opportunities elsewhere.
Nurturing Employee Engagement:
Engaged employees are more likely to be loyal and committed to their organisations. Job satisfaction and engagement play a crucial role in determining whether employees will explore new job opportunities or remain loyal to their current employers. By cultivating a positive work environment, encouraging open communication, and recognising employee contributions, businesses can foster higher levels of engagement and job satisfaction, reducing the desire to seek higher-paying positions elsewhere.
Recognising Employee Loyalty:
While the survey results highlight a significant portion of candidates considering leaving for better pay, it is equally important to acknowledge the 49% who expressed their intention to ask their employers for a pay increase first. These individuals value loyalty, are content with their current positions, and enjoy their jobs. Businesses should appreciate and recognise the dedication demonstrated by these employees, as their loyalty can significantly contribute to a positive work environment and long-term success.
Understanding the factors that drive employees to seek new job opportunities is essential for businesses looking to attract and retain top talent. Factors such as competitive compensation packages, career development opportunities, employee engagement, and maintaining a positive employer brand are crucial in today’s evolving recruitment landscape. By acknowledging these considerations and taking proactive steps to address them, businesses in Western Sydney can enhance their ability to attract and retain high-quality talent. At Norwest Recruitment, we are here to support you in navigating these challenges and developing effective strategies to thrive in the ever-changing world of recruitment.
If you require further assistance or have any questions, please feel free to reach out to our team on 8853 4111 or email firstname.lastname@example.org. We are dedicated to helping you succeed in your recruitment and talent acquisition endeavours.
Insights from NPA Worldwide Conference 2023
Recently, Norwest Recruitment’s Director, Erica Westbury, attended the NPA conference in Sicily to discuss the global outlook in recruitment over the next few years. Interestingly, one of the key i nsights presented by Dave Nerz, President of NPA Worldwide is “The Demographic Drought,” something that we are seeing not only here in Western Sydney but across Australia and the globe.
Traditionally, businesses would hire skilled staff to grow as well as natural population growth. However, with the continued skills shortage we have seen, even prior to the pandemic, the same question keeps being asked: “Why is there a skills drought? Where is everyone?”
The US and the UK are reporting a drop in workforce participation, with “the US experiencing its lowest levels of workplace participation since the mid-1970s before the influx of women into the workforce,” says Nerz. How could this be?
What is causing these shortages?
Thousands of the Baby Boomer generation are retiring every day, and this was further pushed by the pandemic. Not only will their workplace participation cause a problem but so will their wealth. “We’re seeing this issue here in Western Sydney,” says Erica Westbury. “The children and grandchildren of the Baby Boomer generation are relying on the generosity of their parents as well as their potential inheritance. They are staying at home longer, and the expectation of purchasing a home is not the same as it used to be because home prices have increased so much. We’re seeing more people choosing a lifestyle over work, with many able to demand the hours they want to work or being selective over the salary on offer. Social media has opened up a global marketplace and many young people are supporting themselves with their side hustles.”
Additionally, birth rates across the globe are declining due to reasons such as industrialisation, urbanisation, secularisation, people marrying later in life and choosing to have fewer children, as well as women prioritising education and career over having many or any children. Debt, unemployment and economic uncertainty are also contributing factors.
What does this mean?
The projections of death versus birth rates mean countries need to look at other avenues to increase their population. James Robards from the Population and Household Projections Office for National Statistics (USA) states, “Net international migration is expected to play an increasing role in population growth.” The USA’s demographic decline is 15 years behind Japan. Australia is also relying on immigration to fill our vacancies…however, this is a global expectation. We’re all fighting for the same talent!
Korn Ferry predicts that by 2030, 85 million jobs around the world will go unfilled because there aren’t enough skilled workers. Therefore, growing those skills from within amounts to self-preservation for companies.
“We’re all going to be fighting for the same talent across the globe,” says Erica. “We’re not seeing the full impacts of what is happening overseas here just yet but we are definitely starting to feel it. This is the time that businesses can prepare themselves by looking at the way they are recruiting, who they are placing into their organisations, and how they will retain their staff.”
The rise of automation was also discussed in the forum; however, AI is expected to actually increase jobs more than remove them. The World Economic Forum estimates that AI and robotics advancements will result in a net increase of 12 million jobs globally by 2025.
What happens next?
The skilled labour shortage will be a long-term issue; however, here in Western Sydney, we have some time to make changes and prepare for the future. The businesses that prepare themselves now will have the opportunity to attract the best employees and retain them for the long term, minimising their impact on productivity.
“Businesses here in Western Sydney already have the advantage of a large talent pool of people wanting to work closer to home, which is one of the key factors we come across when speaking to our job seekers. They’re also still able to have a competitive salary package even while working close to home,” says Erica. “However, there are other defining factors that we repeatedly hear from our job seekers, such as flexible hours and/or career development. This is something that some of our clients are already offering, but more businesses can consider including as a means to attract skilled talent. Another area that we see as a defining factor is job training and onboarding of new staff. The first impression does matter. So when you have new talent starting, have a structured program for them to settle into, have other staff and management welcome them, have their laptop or computer ready for them so they know they were expected, and their team is excited to have them there. Long term mentoring and an upskilling program might save your business in the next 5 years. Relationships with recruiters in your niche will help by having eyes in your industry 24/7. The conversations we’re having with our clients now are very different to what it was a couple of years ago.”
If you would like to find out more about the trajectory of the skills shortage or the issues discussed at the NPA conference, or if you want to know how we can help your business stay competitive in the market, please reach out to Erica Westbury and the team at Norwest Recruitment on 8853 4111 or email email@example.com.
Working From Home has been extremely popular in Australia since we learnt it was possible in recent years. With many companies and employees continuing to embrace this new way of working, whether it be hybrid or fully remote, here are some great tips for employees to ensure that working from home will remain a productive and happy workplace.
If you’re seeking a new role that is more suited to your lifestyle, then contact us at Norwest Recruitment for a confidential chat on 8853 4111 or email firstname.lastname@example.org.
Safe Work Australia identifies remote or isolated work as a psychological hazard. Over the past year, there have been noticeable signs of “the great exhaustion” in the local job market. Long-term remote work can have a negative impact on mental health, as highlighted by the Black Dog Institute. Is this contributing to the prevailing exhaustion?
According to a study conducted by the American Psychiatric Association in May 2021, nearly two-thirds of people who spend at least some time working from home say they’ve felt isolated or lonely from time to time. For 17%, that is a constant feeling.
It is crucial that we delve deeper into understanding the correlation with our fatigued workforce. In recent years, workplace wellness has gained prominence, with immeasurable positive effects for employers who have embraced it. However, employers who neglect this aspect face consequences such as burnout, workers’ compensation claims, toxic work cultures, poor performance, disengagement, and staff turnover.
I had the privilege of interviewing Fiona Kane, a professional speaker on health and workplace wellbeing from Informed Health, to gain further insights on this topic.
Interview with Nicole and Fiona: Discussing Work from Home and Workplace Wellness
Nicole: Hello everyone, today we have Fiona Kane from Informed Health, a professional speaker on health and workplace wellbeing. We’ll be discussing the impact of working from home on mental health and the importance of workplace wellness. Welcome, Fiona!
Fiona: Thank you, Nicole. I’m glad to be here and discuss this important topic with you.
Nicole: Let’s start by addressing the concerns about remote work and its effect on mental health. Safe Work Australia identifies “remote or isolated work” as a psychological hazard. Do you think working from home is contributing to what some are calling “the great exhaustion”?
Fiona: Absolutely, Nicole. Over the last 12 months, we have witnessed signs of “the great exhaustion” in our local job market. Working from home, while it may have started as a novelty, can have a negative impact on our mental health over prolonged periods. Studies show that nearly two-thirds of people who work from home have felt isolated or lonely, and for some, it’s a constant feeling. This isolation and loneliness can certainly play a part in the overall exhaustion we’re observing.
Nicole: Workplace wellness has gained significant attention in recent years. Can you explain what workplace wellness looks like and the benefits it brings?
Fiona: Workplace wellness is all about creating a positive environment. It’s a place where employees can have a real lunch break, away from their computers, and where toxic cultures are non-existent. A workplace that values the health of its people sees happier and more productive employees. When individuals feel their health is valued, they feel empowered and are more likely to contribute positively. Ultimately, a culture of energetic, healthy, and happy staff creates positive outcomes for everyone involved.
Nicole: As a corporate workplace wellness coach, how do you perceive the state of mental health within the current job market?
Fiona: Mental health is a significant problem in the current job market. Stress is one of the primary concerns raised by individuals, as many feel overstretched and overwhelmed. The past couple of years have been challenging for everyone, and people have developed unhealthy habits like overeating or excessive alcohol consumption. While working from home provided flexibility, it blurred the lines between personal and work life, leaving many confused about boundaries. Additionally, the lack of human contact has further contributed to the sense of isolation. Re-establishing belonging and connection strategies is crucial to re-engage employees and address mental health issues.
Nicole: What advice would you offer employers to support healthy workplaces?
Fiona: Establishing healthy boundaries is essential. Employers should encourage open communication and create an environment where employees feel comfortable asking for help when needed. It’s important to support movement and encourage employees to take breaks. Activities like going for walks with the team or engaging in healthy socializing can contribute to overall well-being. Employers should also avoid practices that keep employees tied to their desks, like providing lunch in the office without allowing them to take a real break. Promoting a healthy balance in all aspects of work is key.
Nicole: With the current low unemployment rate, employees often find themselves burdened with extra work due to lengthy recruitment cycles. What advice do you have for employees who are experiencing burnout?
Fiona: First and foremost, employees need to be present within themselves and recognize their feelings. If they are stressed and find themselves taking it out on their loved ones, it’s important to address the underlying issues. Identifying personal needs, such as taking time out, eating properly, or seeking emotional support, can help alleviate burnout. It’s crucial to acknowledge problems and find possible solutions individually before expecting employers to address them.
Nicole: For employers, what signs should they look out for to identify staff burnout?
Fiona: Any change in behavior can be an indicator of burnout. If an employee becomes unusually quiet or exhibits irritability, it could be a sign. Paying attention to an individual’s general vitality or performance can also offer insights. It’s important to take the time to genuinely ask employees how they are doing and listen to their response. By creating a safe space where employees feel cared for, employers can address burnout effectively.
Nicole: Hybrid work offers various benefits, but it has also blurred the line between work and personal life, impacting work-life balance. What healthy habits do you recommend to assist with this?
Fiona: When working from home, it’s crucial to establish clear boundaries. Turning off the laptop, not accepting work-related calls after hours, and discussing expectations with family members are important steps. Employees should take real breaks and avoid using that time for housework. Putting excessive pressure and expectations on oneself can lead to exhaustion. Remember, we wouldn’t necessarily have the time or expectations to do housework if we were in the office, so it’s important to set realistic boundaries and prioritize self-care.
Nicole: Thank you, Fiona, for sharing your valuable insights on this important topic of workplace wellness and the impact of remote work on mental health.
Fiona: You’re welcome, Nicole. It was my pleasure to discuss these crucial aspects of employee well-being with you today. Thank you for having me.