Renee Ethridge’s Post

Let's face it: in the world of HR, employee wellbeing has become quite the buzzword. But while free yoga classes and meditation apps are nice, they're band-aids on a much bigger issue. Today, let's cut through the fluff and talk about what really moves the needle on employee wellbeing. First, let's identify the real culprits behind employee burnout: 1. Workload Imbalance: When "do more with less" becomes the unofficial company motto. 2. Lack of Autonomy: Micromanagement is so last century, yet here we are. 3. Skill-Job Mismatch: Square pegs, round holes - you know the drill. 4. Unclear Expectations: When the goal posts keep moving, it's hard to score. Now, let's talk solutions - and I mean real, systemic changes, not just feel-good initiatives: 1. Restructure Work Processes:   - Audit workflows to eliminate redundancies   - Implement technology that actually helps, not just adds to the digital noise   - Regularly reassess priorities and be willing to let go of non-essential tasks 2. Embrace True Flexibility:   - Move beyond "you can work from home" to "work when and where you're most productive"   - Focus on outcomes, not hours logged   - Trust your employees (revolutionary, I know) 3. Invest in Career Development:   - Create clear career pathways   - Offer substantial learning opportunities aligned with both company needs and employee aspirations   - Encourage internal mobility to keep things fresh 4. Foster Open Communication:   - Train managers in active listening and empathy (yes, these can be learned)   - Implement regular check-ins that go beyond status updates   - Create safe spaces for employees to voice concerns without fear of repercussion Leadership plays a crucial role here. It's time for leaders to:   - Walk the talk on work-life integration   - Learn to recognize early signs of burnout in their teams   - Make wellbeing a key part of their strategy, not just an HR initiative Now, let's talk metrics. Engagement surveys are nice, but let's dig deeper:   - Measure productivity alongside wellbeing initiatives   - Track retention rates and reasons for leaving   - Assess the correlation between wellbeing programs and business outcomes Long-term, we need to think bigger:   - Embed wellbeing into every aspect of operations, from job design to performance evaluations   - Align wellbeing initiatives with overall business strategy   - Create a culture where taking care of oneself is seen as a strength, not a weakness Here's the bottom line: Real employee wellbeing isn't about perks. It's about creating an environment where people can do their best work without burning out. It's about treating employees like humans, not resources. So, fellow HR pros, I ask you: What bold moves are you making to address wellbeing at its core? How are you pushing back against short-term thinking to create lasting change? Let's share ideas, because this isn't just about making our workplaces better - it's about reshaping how we think about work itself!

Does the fate of workplace wellbeing hinge on the middle? We often think that workplace wellness starts at the top, with bold initiatives and visionary leaders. But what if the true driving force is actually in the middle? Middle managers. They are the ones who bridge the gap between organizational goals, and real, everyday experiences of the team. They have the power to turn wellbeing policies into everyday practices. In my new blog post, I explore why middle managers are the key to creating meaningful wellbeing cultures, and how we can support them to succeed. I'd love to hear your thoughts: How are you seeing middle managers shape the wellbeing of your company? https://lnkd.in/gB895Ns3

So your teams are burned to a crisp AND you want to drive employee engagement? 👉 Help your employees find ✨meaning at work✨. Meaning at work is about how an individual FEELS about their job and the personal satisfaction they derive from it. It can be cultivated by aligning work with: 1️⃣ Values: Do you know your values and do they match your workplace values? Understanding and aligning personal values with organizational values can create a deeper sense of purpose and connection. Values is one of the 6 burnout drivers - a mismatch in values can lead to dissatisfaction, low engagement and high burnout. ✅ Employees: Do the work to find alignment or understand why there is a misalignment. (Jeddy Wellness can help!) 💪🏽 HR, managers, leaders: Review this as a team and identify areas where values may be misaligned. Facilitate discussions and initiatives to bridge these gaps, ensuring that organizational values are clearly communicated and embodied in daily operations. 2️⃣ Recognizing and appreciating contributions: Do you feel your contributions are recognized and appreciated? Regular acknowledgment of efforts and achievements can enhance the sense of meaning and value in your work. ✅Employees: Actively seek feedback and communicate your achievements. What was the best part of my day? What was neutral? What did not go so well? 💪🏽HR, managers, leaders: Implement recognition programs and make appreciation a regular part of your management practices. I know University of Massachusetts Dartmouth is already doing this. Kudos! 👏 3️⃣ Connecting daily tasks to the bigger picture: Do you see how your daily tasks contribute to the larger goals of the organization? Understanding the impact of your work on the overall mission can increase your sense of purpose and fulfillment. ✅Employees: Seek clarity on how your role fits into the broader organizational goals. Where are you using your strengths? When are you in flow? (Jeddy Wellness can help!) 💪🏽HR, managers, leaders: Communicate the organization's vision and mission clearly. Regularly connect individual and team contributions to these larger goals through meetings, updates, and storytelling. This week we had the honor to return to New England! We spent the day at the University of Massachusetts Dartmouth as we reach the end of our 12 month staff wellness program. It was weird with the students all gone, but it was abundantly clear that the staff in academia never stop working. Meaning at work is a powerful buffer against burnout. It is resource that is available to ALL workplaces! cc: Michael Ralph, PIDP Follow me for a fresh evidence-based workplace strategy every Wednesday! 🥼(other insights and inspirations throughout the week). ··········································· 🔸 Are you facing low retention, high burnout, or resource challenges at your workplace? Let's connect! 🔗 Discover how Jeddy Wellness creates engaging research, sticky learning, and active wellness.

BE WELL Awards at the WorkWell Leaders Awards 2024 - Wellbeing CEO Award Last week’s WorkWell Leaders Awards & Gala Dinner was filled with jubilation and applause as 400 CEOs, organisational heads and their teams gathered to recognise best practices in workplace wellbeing and leadership. The next few posts will spotlight winners and shortlistees across all award categories, beginning with the Wellbeing CEO Award. This award is for the CEO (or equivalent) who has made the biggest impact on their organisation by using their own wellbeing journey to enhance understanding and acceptance in addition to committing to executive sponsorship for workplace wellbeing in vision, leadership actions and investment. In this category, the judges looked for this individual who embodies the 4Cs, commits to personal wellbeing, is a visible champion who communicates regularly to the organisation about wellbeing as a priority, integrates wellbeing into regular meetings with leadership teams and with the Board and key stakeholders. This year’s winner is Dr Prem Kumar Nair, Group Chief Executive Officer of IHH Healthcare. Dr Prem stood out to the judging panel as a leader who integrates the principle of “every employee matters” through hardwiring a robust values-based sustainability strategy to drive decision making throughout the organisation. His comprehensive strategy is coupled with authentic and personal engagement on wellbeing across all levels. Heartiest congratulations to Dr Prem! Special thanks to Sze Keed Wong, CEO of Champion Partner AIA for presenting this award. The judging panel also identified two other outstanding shortlistees for the Wellbeing CEO Award: Kwang Cheak Tan, Former Chief Executive Officer, Agency for Integrated Care (Singapore): Lives and breathes normalising wellbeing at work through personal role modeling, in conjunction with establishing a formal wellbeing framework to drive efforts that touch employees throughout the organisation with shared purpose Jit Nagpal, Founder and Group Chief Executive Officer, Sciente International P/L: Champions workplace wellbeing by interlacing organisational values with behaviours that create a culture of support and belonging, backed by an array of formal and informal policies that bring purpose to life With a 50% increase in total nominations received, the WorkWell Leaders Awards are steadily defining a national standard for employee wellbeing. Winner or not, everyone in this community is integral to shifting the proverbial needle. This is just the beginning! #WWLAwards2024 #mentalhealth #bewellleadwell Anthea Indira Ong Kelvin Ho Kok Weng SAM Khai Yang Koh Stephane de Montlivault Peta Latimer Chartered FCIPD Joey Chung Bob Grove

Prioritizing mental health is essential, especially for managers! With over half of managers experiencing burnout, it's crucial for leaders to focus on employee wellness. Acknowledge emotions, lead by example, identify individual motivators, and implement wellness programs. What steps will you take to support your team this year? 💙 #EmployeeWellness #Leadership #WorkplaceWellbeing 🌐💼

Employee Wellbeing: A Top Priority That Still Misses the Mark Despite the growing focus on employee wellbeing, results remain stagnant. According to a recent Gallup survey (https://lnkd.in/dTis37dA), only 21% of employees strongly agree their organization cares about their overall wellbeing — tying a record low. The disconnect between employer efforts and employee experiences risks creating a perception of "carewashing" — superficial wellbeing initiatives that fail to address core issues like burnout. 💡 How can organizations bridge the gap? 1️⃣ Assess and enhance existing programs: Many employees don’t know their wellbeing programs exist. 2️⃣ Adopt a Holistic Strategy: Wellbeing isn’t just about mental health. Address all five elements — career, social, physical, financial, and community wellbeing. Many of these can be addressed with valuable wellbeing rewards program like Welly Rewards (https://lnkd.in/gvjhjumt) 3️⃣ Empower Managers: Managers play a pivotal role. Regular, meaningful conversations about wellbeing can foster trust and show employees that their company truly cares. 🎯 Why It Matters: When employees believe their organization cares about their wellbeing, they’re: 4.4x more engaged 7x more likely to recommend their workplace 73% less likely to experience burnout A culture of wellbeing isn’t just good for employees — it drives performance, retention, and overall success. Let's move beyond lip service and make wellbeing a lived experience! 💼✨ #WorkplaceWellbeing #Leadership #EmployeeEngagement #FutureOfWork

Supporting employee wellbeing is a journey we’re all navigating together. With stressors increasing, leaders and HR professionals are being asked to do more with less, making it even more challenging to care for our teams. But while resources may be limited, what truly matters is that we continue showing up for our people and making their wellbeing a priority. It’s about fostering a culture where everyone feels supported, even if we don’t have all the answers right away. Why is this important? Gallup research shows that 51% of U.S. employees are actively seeking new opportunities—the highest turnover risk since 2015. It’s no longer enough to offer competitive salaries; employees are looking for workplaces that prioritize mental and physical wellbeing.  Wellbeing needs to be embedded into a company’s culture, from policies and manager training to work-life balance and selecting the right benefits. This holistic approach not only supports employees but also becomes a key differentiator in attracting and retaining top talent. As Dr. Nicole Loreto, LifeSpeak expert, points out: “A mentally healthy workplace flourishes when leaders make it a priority.” Leaders set the tone, and when wellbeing is embedded into company culture, employees feel valued and supported. Check out the LifeSpeak Inc. blog for actionable insights from Dr. Loreto and other leading experts on making wellbeing a priority in the workplace:  https://lnkd.in/gHcpaXeY  #EmployeeWellbeing #CorporateWellness #LifeSpeakInc #WorkplaceCulture #Leadership #HR 

If you don't have time to read the entire article - these are some of the key conclusions: Disconnect Between Leadership and Employees: There is a significant gap between the C-suite's perception of promoting employee wellbeing and how employees experience it. While executives believe they're making positive strides, many employees feel disengaged and stressed. Current Wellbeing Initiatives Are Ineffective: Traditional approaches, such as wellness apps and mindfulness programs, have yet to achieve their intended impact. The data suggests that these initiatives alone are insufficient to address declining employee wellbeing. Meaningful Work Is Crucial: Ensuring employees find meaning in their work is a significant factor in improving employee wellbeing and engagement. Those who feel their work is meaningful report higher daily satisfaction and lower stress levels. Managers Are Key to Engagement: Managers are pivotal in shaping the employee experience, influencing engagement and mental health as much as partners or doctors. However, many managers are perceived as ineffective, contributing to employee dissatisfaction. Command-and-Control Management Fails: Traditional management styles that focus on solving problems for employees are detrimental to engagement. By removing autonomy and decision-making, managers strip away meaning from work, which leads to disengagement. #wellbeing #leadership #satisfaction #meaningfulwork

Prioritizing mental health is essential, especially for managers! With over half of managers experiencing burnout, it's crucial for leaders to focus on employee wellness. Acknowledge emotions, lead by example, identify individual motivators, and implement wellness programs. What steps will you take to support your team this year? 💙 #EmployeeWellness #Leadership #WorkplaceWellbeing 🌐💼

Sustaining workforce wellness is vital for business leaders to ensure a productive and engaged team. Leaders should implement comprehensive wellness programs that address physical, mental, and emotional health. Regularly assessing and adapting these programs can help mitigate burnout and promote long-term employee well-being. A supportive and healthy work environment ultimately drives business success and employee satisfaction. https://lnkd.in/gQRZwrDu