Sumana Jeddy, MPH’s Post

🌟 Prioritizing Employee Well-Being: A Win-Win for Companies and Teams In today's fast-paced work environment, employee well-being is not just a buzzword—it's a critical factor that directly impacts productivity, engagement, and overall success. As leaders, it's our responsibility to create a workplace that fosters well-being and supports our team members. Here are some actionable steps your company can take: 1. Quality Employee Benefits and Fair Compensation: Show your employees that you value their hard work by providing competitive compensation packages and comprehensive benefits. From health insurance to flexible work arrangements, these offerings contribute to a sense of security and overall well-being. 2. Invest in Professional Development: Encourage continuous learning and growth. Whether it's workshops, certifications, or mentorship programs, investing in your employees' development not only enhances their skills but also boosts morale. 3. Leadership Development: Strong leadership sets the tone for the entire organization. Invest in leadership training and empower your managers to create a positive work environment. When leaders prioritize well-being, it cascades down to every team member. 4. Make Mental Fitness a Priority: Mental health matters. Promote mindfulness, stress management, and work-life balance. Consider offering resources like counseling services or meditation sessions to support your employees' mental well-being. 5. Build Psychological Safety and Trust: Employees thrive when they feel safe to express their ideas, concerns, and challenges. Foster an open and inclusive culture where everyone's voice is heard and respected. 6. Foster a Sense of Belonging: Create a community within your organization. Celebrate diversity, organize team-building activities, and encourage collaboration. When employees feel connected, they're more likely to stay engaged and motivated. Remember, a company's success is intricately tied to the well-being of its employees. Let's champion a workplace where everyone can thrive! ✨ #EmployeeWellBeing #WorkplaceCulture #Leadership #EmployeeEngagement *References*: 1. Kelly, E. L., Berkman, L. F., Kubzansky, L. D., & Lovejoy, M. (2021). [7 Strategies to Improve Your Employees’ Health and Well-Being](https://lnkd.in/ekmj-Bg7). 2. [Supporting Employees: 6 Ways to Unlock Their Full Potential](https://lnkd.in/e3HmUEB4) 3. [What is employee well-being: Definition and strategies to create a healthy workplace](https://lnkd.in/eameQyh7) 4. [Employee Well-being](https://lnkd.in/epmqckhu) Let's create workplaces that uplift and empower our teams! 🙌🏼💪🏼

What are you doing in June? Join us straight from Your desktop! Texas Bay Area SHRM June meeting! #meetmethere Meador Staffing Services Thursday, June 13th from 12:00 PM to 1:00 PM Please Note: This is a VIRTUAL EVENT ONLY. We will not be meeting at Bay Oaks Country Club this month. A link to the Zoom event sign-up will be included in registration confirmation email. The Topic Employee Happiness: The Key to Engagement, Resilience, and Retention Employee engagement is at an all-time low and burnout and employee wellness problems are hitting new highs. Traditional HR solutions are failing to solve the problem. Rob’s transformational talk focuses on the science of human happiness, getting to the heart of what really works to increase engagement, promote wellness, and reduce burnout. Happy employees have better work lives, better home lives, and generate increased profits. This presentation is both informational and motivational, delivering actionable strategies so the audience leaves with skills to increase their own happiness and help others find happier lives as well. Learning Objectives Understanding the real reason employees are disengaged or leaving, why traditional HR measures are failing, and what DOES work to increase engagement and reduce resignations Learn why happiness training improves everything from bad bosses to toxic corporate culture, along with statistics and strategies to get C-Suite buy-in by showing how Happiness is Profitable Actionable strategies to make the audience members happier starting today Meeting Agenda 12:00-1:00 Speaker Presentation, followed by Q&A Re-certification credits are available for this event (1 SHRM PDC; 1 hour HRCI) and will be shared with attendees within two weeks after the event. Registration Guests are always welcome and encouraged to attend our meetings! $18 TXBA SHRM Member $28 Non-Member / Guest $10 Student Member Speaker Information Rob Dubin is a serial entrepreneur who has created multiple seven-figure businesses. For 20 years he was an award winning film director who traveled the world making television programs and TV commercials for Fortune 500 clients and others. As you will hear, Rob has lived a unique and extraordinary life. At the age of 42, Rob and his wife sold their home, moved onto a 40’ sailboat, and spent the next 17 years sailing around the world. Rob spent 25 years studying human happiness in over 100 countries. Rob now gives back by teaching courses on employee happiness and the science behind human wellbeing. Rob has spoken on the science of human happiness at Harvard and his TEDx talk on Happiness has been watched over 250,000 times. He is a contributing author on an Amazon #1 bestselling book about employee engagement, and he is a frequent speaker at HR events throughout the country. Rob interweaves lessons learned while sailing with the science of human happiness.

✨ Insights from The Leadership & Happiness Symposium ✨ During the symposium , Dr. Martin Seligman shared groundbreaking research showing that workplace wellbeing drives profitability! The study involved a large number of companies and employees. Key findings revealed that job satisfaction, happiness at work, sense of purpose, and stress levels can predict increases in profitability and stock prices. As a certified Happiness Trainer and Positive Psychology Coach, I can help organizations harness this powerful lever. Let’s make wellbeing a priority and boost your bottom line! https://lnkd.in/eRGuzCkX #Leadership #Happiness #WorkplaceWellbeing #Profitability #EmployeeEngagement

Preventing employee burnout is crucial for maintaining a productive and positive work environment. While every organization operates differently, implementing certain strategies can enhance employee satisfaction and engagement. Here are some effective steps to consider: 1. Open Door Policy: Cultivate an environment where all team members feel valued and heard. An open-door policy encourages employees to express their concerns or ideas without feeling restricted by hierarchy, fostering a culture of transparency and collaboration. 2. Leadership Training: Invest in developing strong leadership within your organization. Well-trained leaders can effectively coach and support their teams, promoting professional growth and resilience among employees. 3. Wellness Initiatives: Incorporate fun and meaningful activities focused on mental health and well-being. From themed "fun days" to creative events, prioritize initiatives that help employees relax, recharge, and maintain a healthy work-life balance. 4. Manifestation Techniques: Empower employees to pursue their personal and professional goals through manifestation techniques. By aligning these practices with the organization's mission and values, employees can stay motivated and fulfilled in their roles. 5. Anonymous Feedback: Provide avenues for anonymous feedback to address sensitive issues or concerns. Anonymous survey forms allow employees to express themselves freely, fostering trust and openness within the workplace. 6. Spirituality and Mindfulness: Recognize the importance of spirituality and mindfulness in promoting resilience and inner peace. Designate a "spiritual day" where employees can explore meditation, yoga, and grounding techniques to alleviate stress and enhance performance. 7. Appreciation and Mentorship: Show appreciation for employees' hard work and dedication through gestures of recognition and mentorship opportunities. Regularly review compensation to ensure employees feel valued and motivated to grow with the organization. Implementing these strategies can enhance employee productivity, mental well-being, and overall performance, creating a positive and thriving work culture. If you want to learn about spirituality and manifestation, feel free to connect with me to increase your productivity 10X with a consistent performance #employeewellness

Integrating wellness into performance management isn't an initiative you complete; it's a practice you engage in day after day. I just wrapped up a panel on this topic, during which we brainstormed ways to approach it. Attendees always want to walk away from panels like this having identified *the thing* they can do to solve this in their own companies. But with a topic as complex and nuanced as this one, there just isn't one perfect solution we can recommend. If there was a checklist that said you could do X, Y, and Z, and then BAM— you've successfully integrated wellness into performance management, then we'd probably all be doing it. But that's not how it works. Demonstrating that you care about an employee's wellness 𝘪𝘯 𝘢𝘥𝘥𝘪𝘵𝘪𝘰𝘯 𝘵𝘰 𝘵𝘩𝘦𝘪𝘳 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦 doesn't happen overnight. There's no magical 1:1 meeting agenda you can follow to guarantee you'll achieve it, nor is there a perfect People program you can roll out to check it off the list. As is true in any reciprocal relationship [because that's what this whole manager-employee thing 𝘪𝘴], building another's belief that you care about their wellness is accomplished through hundreds of tiny touchpoints that eventually snowball into this nifty little thing called trust. And once your people trust you, everything else gets easier. Demonstrating care for employees' wellness means acknowledging them as complete human beings, not just workers. It's about understanding their needs, concerns, and aspirations beyond the workplace and showing empathy and support in all aspects of their lives. When you focus only on whether someone's work meets expectations, you give your team the impression that you care only about them in the context of what they can do for you. But how we show up at work is just one part of our humanity, and wellness doesn't operate in a silo. If you really truly care about my overall wellness, you have to show me you care about all of me, not just the part that makes you look good. Thanks to my fellow panelists and organizers for the robust conversation! Merna Ayoub, PHR Dr. Colleen Saringer Elena Niculae, CPHR, SHRM-SCP Aubria Ralph, Esq. Greer Procich, M.A., sHRBP and Shelley Doyle #workplacewellbeing #wellness #humanresources #leadership #management

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

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

The Future of Work is Worker Well-Being: How Companies Are Shifting Priorities In today's workplace, prioritizing employee well-being is essential for attracting and retaining talent. Jeanne Meister's article in Forbes, "The Future of Work is Worker Well-Being," emphasizes the importance of total well-being as a foundation for sustainable success in the future of work. Here are a few key takeaways that may shape how companies approach Total Rewards and employee experience: 1. Well-being as a Core Strategy Companies are now seeing well-being as an important aspect to their Total Rewards strategy. Well-being is becoming a central element, rather than perks. This includes addressing physical, mental, financial, and social well-being. 2. Flexibility is Key Post-pandemic, flexibility has become a top priority for many employees. This includes flexible work hours and remote or hybrid work options. Organizations that understand this shift and adapt are more likely to retain top talent. 3. Enhanced Mental Health Support The need for mental health support has increased substantially, with companies investing in accessible resources for employees. Many are expanding mental health benefits and reducing stigma, recognizing that mental health is a crucial component to overall productivity and engagement. 4. Focus on Career Growth and Development Employees value growth opportunities. Organizations that support career development retain talent and build a more skilled and resilient workforce. Investing in continuous learning and development opportunities shows employees they’re valued for more than just their current roles. 5. Data-Driven Approaches to Well-Being Using data to personalize benefits allows companies to meet diverse employee needs more effectively. Through data-driven insights, organizations can better understand what benefits are most impactful and make adjustments that improve employee satisfaction and well-being. Implementing these shifts can be challenging, but companies that lead in worker well-being will set themselves apart in the competitive talent market. For those interested in diving deeper into Total Rewards and employee well-being, here are some great resources: - Drive: The Surprising Truth About What Motivates Us by Daniel Pink - The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It by Jennifer Moss - Harvard Business Review’s "What Makes a Great Employee Experience?" article series - WorldatWork’s Total Rewards Toolkit for insights into compensation, benefits, and employee recognition trends This post is part of my coursework for the Total Rewards class at The Ohio State University Fisher College of Business. #TotalRewards #EmployeeExperience #Retention #OSUTotalRewards #Wellbeing #FutureOfWork https://lnkd.in/ga3sCYTD

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!

Dr. J’s Leadership Insight: Beyond Wellness Classes – A Call for Transformative Leadership and Coaching A fruit basket in the break room, ping pong tables, or cookies during meetings offer brief enjoyment, but they miss the deeper needs of employees—especially younger generations. Wellness initiatives must be more than gestures; they should be integrated into the organization’s culture. Employees seek meaningful engagement, holistic support, and leadership that moves beyond surface-level perks. The CARE Method: Transformative Coaching for Every Generation True leadership involves transforming how we engage with teams, and The CARE Method—Confrontation, Aspirational, Resilience, and Emotional Coaching—provides the framework. Leaders must challenge outdated norms, creating environments where all generations feel heard and valued. Aspirational leadership pushes beyond wellness fixes to foster long-term growth, while Resilience and Emotional coaching ensure employees are supported on a deeper, more personal level. Quality Leadership and Coaching for All Generations Leadership today is about more than just managing tasks; it requires building authentic relationships with employees. The next generation seeks leaders who listen, understand their needs, and invest in their personal and professional development. Consistent, clear, and compassionate communication helps employees feel supported both at work and in life. It’s not enough to offer occasional meditation webinars; well-being must be woven into every aspect of the company, from policies to everyday practices. This includes promoting work-life balance, mental health resources, and regular check-ins that focus on the individual, not just the work. 31 Days of Divine Connection: A Spiritual Leadership Approach As I discuss in 31 Days of Divine Connection, true leadership is about creating intentional moments of connection with both our faith and our teams. Leading with humility, gratitude, and empathy fosters a workplace where employees feel valued. Faith-fueled emotional intelligence helps create an environment built on mutual respect and care, driving engagement and loyalty. Beyond Surface-Level Initiatives Employees want more than perks; they need leaders who demonstrate authentic commitment to their well-being. Well-being must be integrated into every aspect of the organization, creating an environment where employees feel safe, valued, and inspired to bring their whole selves to work. In this new era, leadership requires transformation, deeper connections, and a steadfast commitment to the holistic well-being of every employee. #consult_mahy #مهتابيات