Steve McCarthy’s Post

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 🌐💼

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 🌐💼

✅ FACT: Did you know employee wellbeing programs can significantly reduce burnout? Here’s how: •They emphasize the importance of maintaining a healthy work-life balance. Allowing employees to manage their personal and professional lives effectively. •Many wellbeing programs promote physical health, such as gym memberships, fitness classes, or wellbeing challenges. Regular physical activity is known to reduce stress, improve mood, and boost overall energy levels, which all contribute to lower burnout rates. •Mental health is a critical component. Programs may offer resources like counseling services, stress management workshops, and mindfulness training. These resources provide the tools to create a more mentally resilient workforce. •A positive and supportive work environment can impact employee morale. Wellbeing programs often include team-building activities, recognition and reward systems, and initiatives to improve workplace culture. When employees feel valued and supported, they are likely to be engaged and motivated. •Financial stress can contribute to burnout. Providing financial planning resources, education on managing debt, or even financial wellness seminars can help employees feel more secure and less stressed about their financial situations. •Feeling connected to colleagues can reduce feelings of isolation and increase job satisfaction. •Regular check-ins between management and employees can help identify early signs of burnout and address them proactively. These check-ins can be an opportunity for employees to voice their concerns, receive feedback, and discuss their wellbeing. Investing in employee wellbeing is not just beneficial for the employees; it also leads to a more engaged, motivated, and loyal workforce, which is advantageous for the organization as a whole. #MythMonday #mythmondays #smallbusinesstips #smallbusiness #smallbusinesshealth #smallbusinesswellness #corporatehealth #corporatewellness #smallbusinesswellbeing #corporatewellbeing #employeewellness #employeewellbeing #wellnessprogram #wellbeingprogram #employeeengagement #employeeengagementstrategies #employeeexperience #employeeretention #employeerecruitment

𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐛𝐮𝐫𝐧𝐨𝐮𝐭 𝐢𝐬 𝐭𝐡𝐞 𝐞𝐦𝐛𝐨𝐝𝐢𝐞𝐝 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐨𝐟 𝐚 𝐭𝐨𝐱𝐢𝐜 𝐰𝐨𝐫𝐤 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 The first post I saw on LinkedIn this morning was from the inspirational Susan David, Ph.D. which stated that Harvard Business Review reports wellbeing has declined for 85% of employees. I was just about to do a different type of post on embodiment, when it got me thinking how these employees have embodied their toxic work cultures, and burnout is the symptom. I know because that's what I did too, and it's a similar story shared by many people I've spoken to who have experienced burnout. These 85% of employees are working so hard to fit into ways of working, that are not aligned to what enables them to do their best work. Instead the working practices in their organisations are focused on what leaders think is the most productive way to achieve desired profits. When burnout occurs in these types of organisations, because employees are expected to work excessively, this means self care goes out the window. 🤔 BUT what's the answer - as we really need the leaders in these types of organisations to sit up and take note, and prioritise employee wellbeing? 𝐅𝐨𝐫 𝐦𝐞, 𝐢𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐞𝐦𝐛𝐨𝐝𝐲𝐢𝐧𝐠 𝐚 𝐧𝐚𝐫𝐫𝐚𝐭𝐢𝐯𝐞 𝐬𝐡𝐢𝐟𝐭 𝐚𝐫𝐨𝐮𝐧𝐝 𝐡𝐨𝐰 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐯𝐢𝐞𝐰 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬. Whereby 𝐢𝐧𝐬𝐭𝐞𝐚𝐝 𝐨𝐟 𝐬𝐞𝐞𝐢𝐧𝐠 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐚𝐬 𝐬𝐨𝐦𝐞𝐭𝐡𝐢𝐧𝐠 𝐬𝐞𝐩𝐚𝐫𝐚𝐭𝐞 𝐭𝐨 𝐭𝐡𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧 - where leaders refer to employees in dehumanised terms such as: resources, talent, headcount, labour pool, dead wood, etc. They 𝐦𝐨𝐯𝐞 𝐭𝐨𝐰𝐚𝐫𝐝𝐬 𝐬𝐞𝐞𝐢𝐧𝐠 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐚𝐬 𝐢𝐧𝐭𝐞𝐫𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐞𝐝 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧 - which places recognition and value on the employee experience. Looking at how each individual contributes uniquely towards the organisation, how to create an environment that enables individuals to do their best work. Where leaders refer to people by name and talking about "our people" or "the team" with pride. Because it's this type of organisation that would approach workplace wellbeing through the everyday care of their employees. Instead of taking a tick box approach to wellbeing, due to a lack of connection or care with employees as individuals with unique needs. An organisation that cares for their employees wellbeing needs everyday would have healthy working practices, regular check in's, training and support available. As this acknowledges that workplace wellbeing is part of the organisations continuous improvement, because as people age and navigate lifes ups and downs, both inside and outside the work environment, we have changing needs. The next question is - who will leaders really take notice of when it comes to changing the narrative around workplace wellbeing? #burnout #workplacewellbeing #employeewellbeing #businessleadership #management #humanresources #futureofwork

This piece reinforces what I have been saying and attempting to educate HR professionals on when we talk about workplace wellness programs. Yes, lunch & learns and mid-day yoga classes are cool, but they're not the ultimate soltion to the problem. Starting with your leadership is. Want to chat more about ways we can work together to create a leadership that supports a culture of wellness at work? Shoot me a DM and let's chat! https://lnkd.in/ekhBST_u

We're seeing a lot of talk about wellbeing these days out there: what about you? What do you think of this quote from LaFawn Davis, SVP of ESG at Indeed? “Work wellbeing is more than a nice thing for employees to have; it is a business imperative...” In another recent study from UKG, the report stated, "1 in 3 employees say their manager fails to recognize the impact they have on their team’s mental wellbeing (35%)." What are the implications if you don't have wellbeing for employees? What have you seen you? Links: https://lnkd.in/ew9Fp4g3 https://lnkd.in/eywxrnjx #wellbeing #leadership #employees #performance

Employee Wellbeing Plan: A Vital Strategy to Prevent Burnout Burnout has become a prevalent issue affecting professionals across various industries. As companies strive for success and productivity, the wellbeing of their employees must remain a top priority. ➤ What is a Wellbeing Plan? A comprehensive employee wellbeing plan encompasses initiatives and resources aimed at promoting physical, mental, and emotional health while fostering a supportive work culture. Such a plan may include: 1. Mental Health Support: Providing access to counselling services, mental health resources, and promoting open discussions around mental wellbeing can help employees cope with stress and navigate challenges effectively. 2. Work-Life Balance: Encouraging work-life balance through flexible work arrangements, time-off policies, and initiatives to reduce overtime can prevent burnout by allowing employees to recharge and prioritise their personal lives. 3. Wellness Programs: Implementing wellness programs that promote healthy habits such as exercise, nutrition, and mindfulness can improve overall health and resilience against stressors. 4. Training and Development: Offering opportunities for skill development, career advancement, and professional growth not only enhances employee satisfaction but also fosters a sense of purpose and accomplishment, reducing the risk of burnout. 5. Supportive Leadership: Cultivating a culture of empathy, understanding, and support among leadership is essential in preventing burnout. Managers should actively engage with their teams, provide feedback, and offer assistance when needed. ➤ Why is it important? Investing in employee wellbeing yields numerous benefits for both individuals and organisations: 1. Increased Productivity: Employees who feel supported and valued are more likely to be engaged and motivated, leading to higher levels of productivity and performance. 2. Enhanced Retention: Companies that prioritise employee wellbeing are more likely to retain top talent, reducing turnover costs and maintaining institutional knowledge within the organisation. 3. Improved Morale: A positive work environment that prioritises wellbeing fosters a sense of belonging and camaraderie among employees, leading to higher morale and job satisfaction. 4. Cost Savings: By preventing burnout and associated issues such as absenteeism and turnover, companies can save significant costs associated with recruiting, training, and lost productivity. The importance of an employee wellbeing plan in preventing burnout cannot be overstated. By prioritising the physical, mental, and emotional health of their employees, organisations can create a thriving work environment where individuals can reach their full potential. Do you have an Employee Wellbeing Plan in place? Let me know in the comments. #hrconsulting #corporatewellbeing #employeeengagement #corporatewellnessprogram

The importance of employee wellbeing and mental health cannot be overstated. How can employees be productive, collaborative, or truly engaged with company culture if they're overwhelmed, anxious, or burnt out? I've experienced burnout in the workplace before, and it can be challenging to navigate. Personally, I think part of the problem is that we don't take a preventive approach to burnout; we wait till it happens to really do anything about it... but by that point, it's much harder to address. In this piece, Ryan Hopkins provides 3 main tips for leaders who want to prioritize employee well-being: 1. Stop trying to fix people. Leaders should prioritize key drivers of well-being like appreciation, belonging, fair pay, flexibility, and trust over basic wellness initiatives. 2. Provide autonomy and flexibility. When we offer employees the autonomy to own their work and let them make decisions around how they do their work and where and when they work, we empower them. 3. Pay it forward. If you create boundaries for your team, make sure you adhere to them. When employees know that their home lives are respected in this way, they're more likely to be happier in their work lives, feel a sense of belonging, and improve work-life balance. I'd love to hear how you prioritize your teams' emotional well-being in the workplace! #EmployeeWellbeing #CompanyCulture #EmpatheticLeadership

Did you know that employee well-being directly impacts productivity and retention? Our latest blog post offers practical strategies for enhancing employee well-being, discussing the importance of fostering a positive work environment for mental health. Leaders, discover how you can support and promote a healthy work-life balance within your teams. Curious to learn more about how to implement these strategies? Stay tuned for a week full of tips and resources as we near #WorldMentalHealthDay2024! Read here: https://lnkd.in/gBw4QwJz

Love this post. Back in the day before retirement from employment we prioritized mental health, well being and resilience in a few key ways. 1) We started calls with a sincere “Are you safe and well” and asked for thumbs up, down, sideways. And gave permission for folks to not be, and supported them. 2) Respect boundaries (don’t send or expect email replies during evenings or weekends unless you are launching a product or in crisis.). If you are perpetually in crisis then you have a bigger problem. 😎 Use the delayed email send technique. 3) We religiously adopted “The Third Space” techniques (Dr Adam Fraser) for encouraging intentional mindful pauses “in the in between” of meetings or during role transitions. E.g. Always set meeting expectations to end 5 minutes before the hour. At 10 minutes to the hour pivot to next steps. And implement with discipline. Nothing that brilliant needs to wait until the last 5 minutes! Folks mental wellness is dramatically impacted for the better. Oh - and authentically care about folks - be human first. Hugs all around!! Giovanni Di Napoli Dr Adam Fraser PhD