Self Help

Looking To Implement Daily Self-Care For Your Employees? Follow These 11 Tips – Forbes

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We all know that happy employees perform better—especially when their employer is focused on their overall well-being. However, implementing a daily self-care practices for your team is more often easier said than done. The day-to-day office grind can be exhausting and make it hard for employees, let alone employers, to remember daily self-care.

But in order to get ahead of the game, avoid burnout and keep employees happy and healthy, employers should consider implementing some sort of daily self-care practice with the company. To help you figure out the best way to go about this, we’ve asked 11 experts from Forbes Coaches Council to share their best advice.

Forbes Coaches Council members share their best advice for keeping your employees happy and healthy so your team and your business can thrive.

Photos courtesy of the individual members.

1. Let Employees Determine The ‘How’

The world of Industry 4.0 requires a completely new approach to the workforce. The new paradigm requires giving employees autonomy and making room for unleashing their creativity. One way to accomplish that is to foster an environment where people can self-determine the ‘’how’’ of work while holding them accountable for the ‘’what’—of course assuming the legal, ethical and company values are in compliance. – Agata Dulnik, Ph.D., Global Leadership Experts

2. Establish No-Work Time Zones

Global teams must establish time zone boundaries. Nobody should be sending emails, attending meetings or presenting at 2 a.m anywhere in the world. Unless there is a true emergency, no manager should expect an immediate response in the middle of the night or during holidays. Progressive global teams let team members set their own no-work time zones that best support their work and personal needs. – Mari Carmen Pizarro, Whole Leadership Systems

3. Start Meetings With Appreciation

Some manufacturing organizations start each meeting with a safety message, such as a tip or reminder of how to maintain a safe environment inside or outside of the workplace. This practice can be extended to fun and thanksgiving. How awesome would it be to start meetings with a reflection on a playful moment, an expression of appreciation or thanksgiving for something that has happened in our lives? – Marvin Chambers, Built To Last Solutions, LLC (Marvin Chambers Coaching)

4. Understand What Employees Want And Need

A missing component is clarity. Companies make a lot of assumptions about what their employees want and need. Gaining clarity around the employee’s definition of self-care, work-life balance and what rewards them in their job can be a game changer. When companies start asking and listening, they are presented with gold—an understanding of what employees really want and a roadmap on how to provide it. – Dr. Teresa Ray, PCC, Dr. Teresa Ray

5. Create Technology Breaks

Technology breaks are the most underutilized and free resource a company has. Create a time block once a week where the company is focused on a service project or reading. If everyone is doing the same thing at the same time and there are no expectations of answering a text or email, it creates some space in the mind for thoughts to formulate or for people to take a break from their technology. – Maresa Friedman, Executive Cat Herder

6. Encourage Important Conversations

While walks around the block and chair yoga can be helpful, true self-care often involves things that we don’t want to do. Encouraging the hard but important conversations, both through modeling and verbal permission, will not only help employees feel valued, but will also allow them the opportunity to voice concerns before the problems become reasons they leave. – Allison Puryear, Abundance Practice Building

7. Provide Information And Opportunities

From personal experience, I have seen the most success when the employer “walks the walk.” It goes something along these lines: The employer has public conversations about physical and mental health, the impact on personal and business lives and makes an effort to enable the employees by providing tools such as gym memberships. To take it up a notch, there can be group activities with the team. – Kamyar Shah, World Consulting Group

8. Harness Energy Peaks

As the demands of technology increase, we expect our capacity to deal with it to increase—but the pace is unsustainable. Empowering employees to create their own routine to perform important tasks when their energy is at its natural peak creates physiological energy spikes that can fuel them to perform at their best. Build flexible schedules that enable employees to take breaks when they need to. – Tracey Grove, Pure Symmetry Coaching and Consulting

9. Turn Sit-Down Meetings Into Walking Ones

One of the more positive changes I made at work has been finding ways to turn sit-down meetings into walking consultations or coaching, whether they are in person or over the phone. Now, my team and I will take a walk while handling a business call that does not require a computer. Adding five walking meetings of 10-20 minutes weekly can transform sedentary sit-downs into healthy habits. – John M. O’Connor, Career Pro Inc.

10. Share Your Own Healthy Activities

Leaders and managers who model well-being will have a greater impact on their employees. Whether it is the leader who blogs monthly and includes pics and stories of a 5K race or a recipe for a healthy meal or the leader who talks with their staff about how they manage their stress—leaders who model the behavior they most want will be more effective in transforming their workforce. – Cynthia Howard RN, CNC, PhD., EI Leadership

11. Implement The ‘4R’ Formula

A 4R formula is respect, recognition, relationships and reward. When asked “what does someone do in your organization to make you feel respected?” 200 people replied: I feel respected when listened to. Attentive listening gives recognition to the person’s contribution. When you recognize someone, you naturally build relationships, which will lead to the ultimate rewards of well-being and well-doing. – Maureen Rabotin, Effective Global Leadership

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