UK figures from 2018 show that millions are lost each year due to work-related stress, anxiety, and depression. Creating psychological safety is the A, Z for a healthy working environment, where employees feel included and encouraged to contribute their best ideas, maintaining the overall efficiency of an organization.
Building psychological safety of employees is a major challenge for successful business leaders and has been extensively studied by social scientist Dr. Timothy R. Clark, founder and CEO of global leadership training organization LeaderFactor.
In his latest book ‘The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation’, the author argues that psychological safety is vastly linked with the sense of free learning and, accordingly, that the fear of being embarrassed, marginalized or punished in some way blocks learning and creativity.
During a webinar realized earlier in January, Dr. Clark analyzed the reasons and trends behind the exploding demand for workplace psychological safety, focusing, among others, on workplace wellness, as a holistic integrated concept.
If safety is about prevention, then we would say wellness is about promotion, programming and resources,
…he argued.
What are the main impediments to workplace wellness?
In a bid to gain feedback from business, he further addressed the following key questions to organizational leaders:
Do you have (or are you planning to start) a formal wellness program in your organization? Is it integrated? Is it holistic? Which is the hardest thing about pursuing wellness in your experience so far?
Remote working, in light of the current pandemic restrictions, was at the center of concerns for the majority of respondents. Even before the pandemic, figures showed that almost 50% of the US workforce would work remotely or partially remotely by 2027, but the accelerated digitalization brought as a result of COVID-19 is now forecast to make homeworking an accelerating long-term trend even after the pandemic has ended, according to ILO.
So how can prepare themselves to ensure and maintain well-being of remote employees?
- Encourage employees to separate work and private life: Homeworking can be convenient, but also a trap.
- Be open to flexible working: Shift focus to goals achieved rather than hours completed.
- Do not neglect bonding: Real-time communication is a necessity when it comes to keeping employees connected and supported.
Other concerns, that the respondents indicated, related to:
- Old-school leadership
- Cost
- Work life balance demands
- Stigma
- Admitting vulnerabilities
- Control and command
Common programs and initiatives seen in workplace wellness:
- Flexible workplace practices
- On-site fitness
- Wailing programs
- Smoking cessation
- Mental health education
- Transit options
- Paramedical services, e.g. massage
- Flu shots
- Yoga classes
- Meals, nutrition and cooking
- On-site messages
- Meditation apps
- Fitness programs
- EAP programs
- Wellness challenges
- Employee surveys
- Community service programs
- Health and wellness book club.
Did you know?
While traditional wellness programs can play a positive role in workplace wellness, a survey by Mental Health America to nearly 10,000 employees found the top five factors contributing to happy employees include:
- Relationships with co-workers
- Contribution to their organization’s business goals
- Meaningfulness of their job
- Opportunities to use their strengths
- Relationship with their immediate supervisor
Considering how the company is delivering in these five areas and identifying potential areas of improvements in the short-term and long-term planning could really be the game changer for leaders who wish to be at the forefront of their employees’ wellness.
