Wellbeing: a healthy team is a high performing team

>>>Wellbeing: a healthy team is a high performing team
Wellbeing: a healthy team is a high performing team 2019-03-01T13:17:35+00:00

Did you know, 46% of employees now feel more stressed at work than they did one year ago?*

But are your managers and teams equipped with the skills to deal with issues surrounding wellbeing?

Those who can confidently manage their mental health will be much better placed to create – and maintain – a culture of care.

In the workplace, we simply can’t ignore the mental wellbeing of our team and we must be skilled enough to recognise any problems, then act on them if necessary.

A workplace can be a pressurised environment and home life can also be a source of stress. A manager, for instance, will want their team members to bring their best self to work and to feel valued and motivated. To achieve this, it’s not just about monitoring their job performance, but also their mental health and general wellbeing.

Is your company doing enough? Wellbeing-lost productivity costs the UK economy £77.5 billion per year**, so you could be losing out on money as well as performance.

Leading by example can help create a culture at work where employees, regardless of their role, feel able to raise issues and look out for one another.

Encouraging a culture of open communication also helps remove any stigma surround mental health issues in your workplace.

By recognising a problem early, you and your employees could save your team a lot of distress and your business a lot of money.

So, think to yourself: ‘Am I performing WELL?’

Watch – for signs that someone may be experiencing mental health problems. It’s harder to spot than a physical condition, so you need to look for subtle clues that all is not right.

Are team members healthy? Are they productive? Learn to spot the signs of stress caused by work, or changes in behaviour/routine that may indicate someone has a personal issue that’s affecting them in the workplace.

Engage – with your team members to build trust and encourage open communication.

Use those regular work-related meetings, appraisals and informal chats to engage with your team. Build trust and rapport and have a positive and supportive attitude all day, every day. It’ll make uncovering any problems they may have easier as they’re more likely to confide in you.

Take action if you’re concerned about a team member. Don’t leave it to them to raise it, but don’t jump to conclusions or be judgemental. Show you care.

Listen – without prejudice and check your understanding.

Take time out so you can really understand what’s happening with team members. Active listening is a useful skill which requires practice. It means concentrating on what the other person is saying, giving them your full attention and showing empathy. Take time to check your understanding before responding.

Lead – to find a solution that works for the person and the business.

Work with your team member(s) to find a way forward. Seek the support of your own manager or HR department if you need to, but be mindful of confidentiality. Keep that trust. It’s really important, and so are the needs of the business. Problems may not be easily solved, so make sure you follow up daily and show you care. Make it part of your character.

Create a culture of wellbeing in your business

People who have the skills to improve employee wellbeing can help reduce staff turnover, while increasing productivity and morale.

Endorsed by the Institute of Hospitality, and mental health charity Mind in Haringey, our partners at Upskill People have developed a Wellbeing course as part of their Managing People series.

Hear what people have to say about the course by watching this short video.

Mind in Haringey have also developed a six-course series to upskill your team around mental health and wellbeing, and Alistair Sandall FIH, Head of Professional Development at the Institute of Hospitality, said:

“Employee wellbeing is vital for maintaining and improving business performance, so it’s becoming an integral part of learning and development programmes.

“Businesses with effective wellbeing programmes are likely to outperform the market and encourage a much more positive working environment.”

So when it comes to wellbeing, remember to think ‘am I doing WELL?’

Sources:

* http://www.hrmagazine.co.uk/article-details/stress-levels-have-increased-since-last-year

** https://www.vitality.co.uk/business/healthiest-workplace/

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Access our Hospitality Quarterly publication: How Well is Your Workforce, Natalie Hind MIH, Pages:30-31

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