PERKY’s Post

Supporting employee well-being is not only right but strategic. Meeting employees' diverse care needs fosters equitable and thriving workplaces.

This was what was in my head yesterday as I was commenting on and reposting Gary Hamel's post about Gallup's graph showing a return to pre-pandemic levels of employees not believing their employer cares about their wellbeing. It's a very simple model, and I don't think it really adds much to my previous post, but it's a slow Saturday and Linkedin seems to like things like this?, though I should probably draw it out more carefully too (and there's probably an AI for doing it somewhere). Whether an employer cares about employees' wellbeing is shown on the side of the model and along the bottom is whether the employee cares about the employer's performance. The scales should probably be inverted because the employee's caring will generally be more affected by the employer's than the reverse. The red oval at the top is the zone people (survey respondents) seem to think has shrunk back since 2020. ⏫ Cell 1 is, for me, the ideal, where both employee and -er see employment as a relationship, not just a transaction. The company gets the discretionary behaviours it needs and the worker achieves a good wellbeing too (since being somewhere you can care is much healthier than spending lots of time somewhere that you don't). The employer probably can't offer long-term employment but will probably do its best to help you progress to increase your employability, and treat you fairly if it's going to end. There doesn't seem to have been a lot of that over the last couple of years, so like other commenters, I'd expect the graph to fall below 2022's (and therefore 2013's) level of caring before we hopefully get to see it increase again. 🔼 Cell 2 probably suggests the company needs better performance management. People are trying, and often succeeding to get away without committing that much (quiet quitting) but I'd maintain it's not healthy for them, and not good for anyone else - as it encourages more surveillance and back of office mandate type behaviours, which impact everyone. 🔽 Cell 3 also isn't very sustainable, and I think this is what's behind, and what is sorry worrying about Gallup's graph. Lots of people are still giving a lot of themselves to their work and aren't seeing much returned. We need to do something about this! ⏬ Cell 4 is fine, for people who just want to do a job and go home (like many who commented on Hamel's post), and for businesses that have standardised or automated everything so tightly that there's no room for discretion or innovation anyway. But as I wrote in one of my comments, in this situation, both individuals and organisation would probably be better off using more automation, contingent labour, or using a DAO style platform to get work done. I'm not saying we shouldn't care for contingent workers, but people working in this way often have different expectations and need a different value proposition too. ❓ So, where are you, and where do you want to be? - as an employee and for your organisation too.

Data consistently shows that “supporting employees’ well-being is not only socially responsible, but a smart investment.” 

 That’s the crux of this JUST Capital piece that looks at emerging worker well-being trends, and what some innovative companies — including Cisco and Medtronic — are doing to meet the diverse care needs of their employees. These trends aren’t just creating more equitable and inclusive organizations, they’re helping drive thriving workplaces where employees have what they need to balance work, care, and life’s many other responsibilities effectively. Read more about the companies and organizations pioneering these efforts and their impact here: https://hubs.la/Q02Gh-Lf0 #workerwellbeing #wellness #futureofwork

As business leaders look to build and achieve a strong, influential company culture, it’s important to define what environment and results your organization needs to be successful. You want your company’s standards, values, mission, and purpose to be the center of what people do and why they work to reflect and accomplish these goals. Looking into several successful companies with strong company cultures, here are some of the common practices they implement that keep teamwork strong and employees engaged: -Strong healthcare benefits for physical and mental well-being -Paid time off for vacation, personal time, sick leave -Family planning benefits - Fertility treatments and adoption assistance -Parental and family leave -Flexible work arrangements -Employee recognition -Cell phone and internet reimbursement -Career development opportunities -Childcare support These are just a few of the advantages offered in some of the most successful companies today. Part of their success comes from fully invested employees who are treated well, respected and appreciated and that creates a culture of loyalty, service, and retention. What are some ways that your organization supports employees and helps to build an effective culture? #CompanyCulture #EmployeeBenefits #EmployeeRetention

In 2024, the demand for family-friendly workplace policies and benefits is higher than ever. As a hiring manager, it's essential to ensure that your company's offering measures up to attract and retain top talent. Conducting a five-step audit of your family-friendly policies can help you identify areas for improvement and showcase your commitment to supporting working parents. From flexible work arrangements and parental leave policies to childcare support and inclusive corporate culture, it's crucial to create a work environment that empowers employees to balance their professional and personal responsibilities. First, review your current policies and benefits to ensure they align with the evolving needs of working families. Consider conducting a survey or focus groups to gather feedback from employees with caregiving responsibilities. Next, benchmark your offering against industry standards and leading companies to stay competitive in the talent market. This can include assessing the affordability and accessibility of your childcare support, as well as evaluating the effectiveness of your parental leave policies. Additionally, examine your company culture and leadership support for work-life balance to foster an inclusive and supportive environment for working parents. Ultimately, investing in family-friendly workplace policies and benefits not only enhances employee satisfaction and retention but also contributes to a more diverse and inclusive workforce. By prioritizing the well-being of working families, companies can attract top talent and foster a positive and productive work environment. Now is the time to take a proactive approach to auditing and improving your family-friendly offering for 2024. #FamilyFriendlyWorkplace #WorkLifeBalance #EmployeeWellbeing 🌟👪🚼

How can I expand my commitment to workers 50-plus and improve retention?   When designing and refining company benefits, don’t forget to include features that are aimed at workers above age 50. https://lnkd.in/dFAy54Py #wellness #wellbeing #selfcare #wellnessatwork #wellbeingatwork #corporatewellness #employeewellbeing

Did you know that 66% of employees are less likely to look for a new job if they feel like their company cares about their wellbeing? "Employers have both a financial ROI and a social ROI in helping employees overcome social determinants of work. It’s not just the right thing to do; it can also make an impact [on] their bottom line.” - Aflac CHRO Jeri Hawthorne. Keep reading for how to improve the social determinants of work in your company: https://hubs.ly/Q02c_PBc0 #wellbeingatwork #mentalhealthatwork #mentera #hrmanagement #humanresources #employeeengagement #employeewellness #employeewellbeing #hrnews

This article best encapsulates how and why we should empower worker independence in this day and age! https://lnkd.in/gR27ufEU #PersonalAgency #Independence #Workforce #Empowerment #WorkLife #ModernWorkplace #FutureOfWork

New research from the Resolution Foundation shows that Gen Z people in their early 20s are more likely to be out of work because of ill health than people in their early 40s. The new data “radically” bucks the trend for older people typically taking more time off work than their younger Gen Z and Millennial counterparts, says the think tank. But how can companies play their part in supporting Generation Z employees? Jeanette Wheeler, chief HR officer at human resources firm MHR shares five ways companies can increase their chances of keeping Gen Z happy in the workplace. ✍️ Adam Bloodworth Read the full article here 👇 https://lnkd.in/eN57xwQZ #workplaceculture #worktrends #genz #genzworkforce #health #wellbeing #uk #uknews #health #healthandwellness #hr #timeoff #millennials

Employers who prioritize their employees' financial well-being are architects of thriving workplace ecosystems. Employees burdened by financial stress are less engaged, but those supported by robust financial wellness programs are empowered to bring their A-game to the table. Forward-thinking companies understand that by providing comprehensive financial benefits, they'll attract top-tier talent and ensure a focused, motivated, loyal workforce. #FinancialWellbeing #EmployeeBenefits #TotalRewards