Smart Tap Group’s Post

Business leaders balance company needs and employee satisfaction through multifaceted approaches. Reevaluating performance management encompasses not just setting realistic goals but also offering regular feedback, mentoring, and recognition, cultivating a motivated and engaged workforce. Prioritising employee benefits and wellbeing extends beyond the basics, encompassing comprehensive wellness programs, mental health support, and initiatives for better work-life balance. Moreover, embracing workplace flexibility involves not only remote work options but also flexible schedules, acknowledging diverse needs and promoting a culture of trust and autonomy. By integrating these strategies, leaders create a holistic environment that harmonises company goals with employee happiness, fostering a resilient and highly productive workforce. #Leadership #EmployeeSatisfaction #WorkplaceCulture

Dive into my latest blog for the inside scoop into the ABCs of Employee and Workplace Happiness! 🔑 Calling all HR experts, line managers, and business leaders – this blog is your secret formula to crafting a happier and high-performance workplace within weeks. Unlock the magic using proven psychological theories and watch your workplace transform: https://lnkd.in/ekR4RiN5 If you found this useful, make sure to follow Work Unlocked for more workplace happiness tips! #WorkUnlocked #EmployeeWellbeing #WorkplaceWellness #WorkplaceHappiness #Leadership #MentalHealth

Feeling the burnout strain on your employees? Building an emotionally intelligent workplace is key to fostering a happy, productive team. Discover Nebel Crowhurst's, CPO, and Chief Appreciation Officer at Reward Gateway guide on how HR leaders can foster a more empathetic, productive environment in our latest guest post on the HRTech Series. Learn key steps to build an emotionally intelligent workplace, boosting employee satisfaction and performance: https://shorturl.at/FZnDK #HR #EmotionalIntelligence #WorkplaceCulture #Leadership #EmployeeEngagement

One of the most important factors in creating a high-performance workplace is instilling a high-development culture: one that values the growth of individuals.

Leaders have a responsibility to prioritize employee #wellbeing. And those that don't will likely suffer consequences, including reduced performance and increased turnover. What do you think managers and leaders should be doing to promote wellbeing? And if you lead a team, how do you make this a priority?

It is worth a read if you are struggling with #EmployeeEngagement and thinking about finding a new partner who can help you move the needle positively on productivity, absenteeism and attrition.

While many of the factors mentioned for senior #leaders also apply to line managers, here are some specific steps that line #managers can take to help them create a culture of #wellbeing within their teams: - Educate managers: It's important to educate line managers on the significance of prioritising wellbeing at the team level, and to give them a clear understanding of the benefits. This can help them become more invested in the process and motivate them to take action. - Simplify priorities: Line managers have a lot on their plate, so it's important to simplify their priorities and help them focus on the five things that will make the most significant impact, with wellbeing as one of them. - Provide specific ideas: To assist line managers in fostering a culture of wellbeing within their teams, provide them with practical recommendations on how to create. For example, creating space for team members to share their wellbeing non-negotiables with colleagues can be a great starting point. These steps will better equip line managers to establish a culture of wellbeing within their teams, leading to improved employee wellbeing, engagement, and performance. 🔎 Find out more about the future of Workplace Wellbeing: https://lnkd.in/exytZizv An opinion piece by Rob Stephenson, Founding Formster and CEO, FormScore.

What impacts employee engagement and well-being more than where employees work (i.e., fully remote, hybrid, or fully on-site)? Gallup finds that having an effective manager is 4 times more important than work location. They also found that in 2023, managers were more likely than non-managers to be disengaged, burnt out, and job hunting. Managers were also more likely to feel like their organization doesn’t care about their well-being and to say that they’re struggling with work-life balance. Managers are vital to organizations but they can't effectively lead when they're burnt out. Here are some ways to support your leaders and mitigate burnout: - Give managers a safe space where they can share experiences, seek guidance, and learn from each other's successes and challenges. - Don't forget that managers need regular feedback too! Acknowledge their contributions and have career development conversations with them. They want to grow and develop too. - Ask them how they want to be supported. What do they need to be an effective leader? - Offer them training in the areas where they want to improve. Post in the comments: 👇 What's one way you can (or you do) support your leaders to be more effective while protecting their mental health?

Discover the power of proactive employee feedback and the undeniable link between happiness and productivity. Say goodbye to Monday blues and foster a culture where every day feels peachy. HR leaders, it's time to lead the change! https://bit.ly/469SV5J #EmployeeEngagement #EmployeeExperience #TalentManagement

According to the 2024 Gallup State of the Global Workplace report, the global workforce faces significant challenges. Here are two key findings: Employee Engagement: Globally, 23% of employees and 30% of managers are engaged at work. This number represents a slight improvement from previous years but still indicates that most workers are either not engaged or actively disengaged. Disengaged employees often contribute to lower productivity and higher turnover rates. Emotional Well-being: Twenty percent of the world’s employees experience loneliness. Emotional well-being globally among employees declined from last year to 34 percent. High levels of daily stress continue to be a significant issue, with 41 percent of employees reporting high levels of stress. These emotional challenges negatively impact work performance and overall life satisfaction. ACTIONS FOR IMPROVEMENT: Engagement: Improve management practices by providing managers with the training and tools to effectively support and engage their teams. This approach includes developing a culture of regular feedback, recognition, and support. Employee Well-being: Prioritize employee well-being by implementing programs addressing work-related stress and overall life satisfaction. Providing resources for mental health support, promoting work-life balance, and creating a positive work environment can help reduce stress levels and improve engagement. As leaders and professionals striving to create a thriving work environment, it's essential to leverage these findings to enhance your leadership skills and interpersonal relationships. To further your development, consider investing in resources to guide you. Illuminating Leadership: A Guided Reflective Journal and Workbook and Self Awareness: A Journey to Building Better Relationships are two comprehensive guides designed to equip you with the tools and strategies needed for effective leadership and personal growth. Take the next step in your professional journey by purchasing your copies today, and unlock the potential to create a more engaged and productive workplace.