Nurturing Employee Wellness in Uncertain Times

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Two years ago, a report by Gallup found that nearly a quarter of the 7,500 full-time employees they surveyed felt burned out “very often or always” with another 44% who reported feeling burned out some of the time. You’re probably aware of the massive costs, increased risk, and decreased health of both individuals and organizations that suffer from burnout. It’s not something you want in your business in the best of times.

But what about when your company, community, and economy is under immense pressure from an external source you can’t control? Do you double down on what you believe most critically demands your attention and put things like employee wellness aside?

Although you may be feeling pressure to cut down on extraneous programs to conserve effort, time, and money, it’s critical to remember that your employees are going to make or break your success during this trying time.

The ability of your employees to successfully navigate particularly stressful situations is deeply influenced by the ability of your company to support them. It wouldn’t be a reach to suggest the interaction and experience employees have within their role in your company has a significant impact on their quality of life. Especially now, when employees are struggling to find a new balance of working from home, often with children, and isolated from their communities.

Assess the tools available

As a leader during a challenging time, it’s crucial to take stock of what resources are available. Now is not the time to get tunnel vision. Keep your mind open to new and different solutions than you may be used to. Employee wellness isn’t just built from having enough time off or fair compensation. Wellness is a multifaceted thing, with many different aspects your business can focus its influence on.  

Outsourcing employee wellbeing programs

There are several organizations whose sole focus is to help businesses develop and nurture their employees’ wellbeing. Here are a few examples:

  • Thrive Global offers a multi-pronged approach to improving employee wellbeing and productivity through behavior change programs, educational content and resources, and digital solutions designed to help individuals make positive changes.
  • Whil is a platform that provides goal-based resilience training for individuals through targeted courses focusing on twelve aspects of employee wellbeing.
  • RestoreResilience provides stress-reduction and lifestyle improvement programs targeted to specific groups of employees. Their programs use a combination of smart technology and individualized coaching outreach to help employees make small meaningful adjustments and improvements in their lifestyle.

Getting creative

If your company isn’t set up to incorporate larger programs, there are numerous ways you can make smaller, yet still impactful changes to your employee experience. To help, let’s break down employee wellness into a few categories with examples for each.

Nutrition

  • Consider helping your employees boost their nutritional health by working with meal delivery services like Blue Apron or Sun Basket to offer food at a discounted price.
  • Offer discounts to online cooking classes and resources from services like the NYTimes Cooking subscription and ChefSteps.
  • Purchase gift cards from local restaurants (a great way to support your local community) to give to your employees. If you’re a local business, promote this idea to employers in your area and provide incentives. (i.e., purchase $1,000 of gift cards and receive $100 free!)

Mental Health

  • Remote counseling services have skyrocketed recently. Consider working with companies like Talkspace and BetterHelp to provide your employees with mental health services that will help them navigate this challenging time.

Fitness

  • Consider reaching out to local fitness instructors and yoga teachers to offer virtual training sessions and classes to your employees every week.

Financial

  • Consider implementing a program like Compt to provide your employees with a monthly stipend they can use towards their wellness. This is a great way to find something that fits your specific budget while providing employees with the freedom to choose what they will spend it on. This increases the chance they will actually use what they purchased. A win-win!

Their wellness is your wellness

However you choose to help your employees maintain their wellness during this challenging time, be sure that you are doing something. Even the smallest acts make a difference. Remember, how you treat your employees now will influence their relationship with you for the rest of their employment. By giving them what they need now, you’re ensuring their long-term loyalty, engagement, and productivity. Think healthy employees = healthy business. It’s good for everyone.

 

Content provided by Q4iNetwork and partners

Photo by racorn

Fostering Emotional Wellness for Your Remote Workforce

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Whether you’re new to managing remote employees, or you’re an old hand at it, understanding how to meet the individual needs of newly remote workers is central to ensuring your team is functioning successfully. Now more than ever, it’s critical that employers take extra steps to help their employees navigate the fear and uncertainty posed by COVID-19.  

With many businesses just becoming acquainted with the ins and outs of remote work, it’s too easy for business owners to get wrapped up in smoothing out the wrinkles in functionality and forget that their workers are facing an exceptionally challenging time.  

Chances are, your company and employees are facing some of these challenges yourselves. It’s important to remember that it’s going to be your employees who get your company through this. By supporting your employees, you’re supporting the very foundation your business sits on. Plus, it’s just the right thing to do.  

Start with care 

It’s easy to laugh it off, or insist that you don’t have time, but first things first: take care of yourself! If the leaders of your company are tired, stressed out, and suffering, your teams are going to feel it.  

Connect with your leadership team often and check in with them repeatedly. You may have to ask how they are doing more than once. Their first instinct may be to brush off their anxiety, doubt, or frustration. But if you follow up your first “How are you?” with “So how are you, really?” you may get a very different answer. The same goes for the teams they manage. 

These conversations may seem daunting but go into them recognizing you don’t have to have solutions to their feelings. Often just a listening ear or some words of encouragement is all they need to feel relief from their stress.   

Listening to these answers can be draining, too. If you checked in with five people today and four of them expressed anxiety and doubt to which you had to respond, it can quickly burn you out. So have a way to take care of yourself as well. Meditation, exercise, or peer discussion groups can be a great release for your own built-up anxiety and stress.   

Remote work is touted as a great solution that can raise productivity and employee engagement. Still, for some employees, it’s exceptionally challenging, and to most people who are new to working remotely, it takes time to adjust. The stress of navigating a new working situation compounded with the anxiety of dealing with the pandemic may be putting employees in a particularly challenging position.  

Acknowledging this is the first step to supporting your employees. Working remotely can cause feelings of isolation, so ensuring they don’t feel alone in their struggle or experience is a vital part of helping them navigate the change.  

Connect, connect, connect 

Connecting through check-ins and one-on-one meetings in an employee-manager relationship is a great place to start. If you usually have monthly check-ins, consider bumping it up to a weekly occurrence.  

Manager-to-employee check-ins are essential, but making sure your teams are connecting as well is also critical to helping them combat feelings of isolation and encouraging team building and engagement.   

  • Consider setting up weekly group happy hours where the only thing on the agenda is connecting with peers and catching up. Keep them casual and encourage people to eat and drink. Bring your employees together by sharing funny stories from the previous week and celebrating successes.  
  • Be a source of reliable information for your employees to depend on. At the beginning or end of each week, provide them with local resources and information that may help them address personal challenges brought on by the virus.  
  • If your teams are substantial, consider setting up a buddy system, or support groups of up to three employees. Encourage them to meet with each other throughout the week. Encourage them to work on challenges together and to keep leadership informed of any particular needs that arise.  

Take the lead 

Remember, your workforce is a living, breathing animal. It needs connection, encouragement, and time to care for itself. If you want to ensure your team is prioritizing these needs, you must lead by example. If your productivity or work quality drops, respond with care and understanding.  

A steady hand and even voice now will mean a more durable and healthier workforce later. The whole world is in this together, and we must be patient as we find solutions to the challenges we face.  

 

Content provided by Q4iNetwork and partners

Photo by luckyguy123

Navigating Marketing During a Crisis: Q&A

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In the wake of COVID-19, marketers are scrambling to figure out how to talk to their audience.  You need to continue marketing, but how do you do so in a way that feels right during a time when everyone is scared, nothing is certain, and people aren’t buying? 

If you’re feeling at a loss and unsure how to continue talking to your audience, you’re not alone. We’ve compiled answers to some common questions companies are struggling with.  

Should we drop our regular content plan altogether to focus solely on COVID-19? 

The short answer is no. People are overwhelmed already. Continuing to post your regular content may help your audience preserve a much needed sense of normalcy. There are hundreds (if not thousands) of articles and resources shared every day that pertain to COVID-19. The front pages of every major news organization are covered with COVID–related content. So posting about it just to feel like your content seems relevant isn’t the most helpful approach.  

However, if you have resources that are unique to your business/industry and will be specifically helpful to your audience, then absolutely share them.  

The key here is to make sure you’re providing something useful to your audience.  

I need to be marketing a product/service, but I don’t want to sound insensitive.  

This can be a tricky one because it all depends on your ability to navigate tone through writing. The best thing you can do is be honest and authentic. People will pick up on anything that feels like you’re taking advantage of the crisis.  

Be direct. If referring to the crisis feels relevant and necessary, speak to the specific needs and anxieties of your audience. Acknowledge them and explain how your product can help them. 

If your product has nothing to do with COVID, adding a simple statement at the end of your copy may be all you need. Here are some examples:  

  • Stay safe! 
  • Take care of yourself! 
  • Stay healthy! 
  • Sending our wishes for your health during this time! 

We had an event scheduled that we had to cancel. How do we go about telling our audience?  

First, before you decide to scrap the whole event, consider whether it’s possible to convert your event into a virtual experience.  

  • Can you livestream your event? 
  • Can you host it on a video meeting platform like Zoom? 
  • If you can’t hold the whole event online, how about setting up a virtual round-table discussion based on the theme of your event?
  • If you were going to share materials, can you share them on your website? 
  • If it was a networking event, how can you connect your attendees virtually?  

There are numerous platforms you can use to help you convert your event to a virtual experience. Make sure you’re not losing out on the opportunities they offer before you decide to cancel.  

If, however, you need to cancel the entire thing, you’re not alone. Communicate changes clearly and quickly with your audience. Try not to spend too long talking about the circumstances that are forcing you to cancel. They don’t need to know that you don’t have the team resources or virtual hosting capabilities. Keep your explanation simple and direct. Here’s an example: “We regret to inform you that due to the circumstances created by the pandemic, we are canceling our event.”  

Give them the necessary information they need about what to do, and be sure to end on a positive message. Your audience will understand. The whole world is adjusting their lives around the virus, so it’s not going to shock or deeply disappoint them if you need to cancel.  

Be intentional. 

Above all, be intentional. Make sure your message is honest and direct, and your audience will appreciate it. Be ready to make adjustments as circumstances change. Keep an ear to the ground as you listen to what your community, competitors, and audience are saying. We are in this together, and we can all support each other through the many challenges if we stay connected and open.  

 

Content provided by Q4iNetwork and partners

Photo by Andrey Alyukhin

5 Ways to Celebrate Your Employees

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You love your employees. You understand they are the life-blood of your company, ensuring your growth, stability, and success. But life at the office can be demanding, and finding time to make your employees feel acknowledged and celebrated can be difficult.

But when employees do feel recognized, they’re more likely to be engaged and more productive. It’s common sense. When someone feels the work they do is valued and important, they’re more likely to put real passion and enthusiasm behind their efforts. In fact, having happy employees can raise business productivity by over 30%!

Since you’re busy running your business and trying to get ahead of the game, we did the work for you and came up with five great ways you can show your employees how much you value them. 

1. Say thank you. Like, actually say it

We know, this seems absolutely outlandish, right?! I mean, who would ever say thank you for doing what’s expected? But really. It’s way too common for managers and team members to accept work from their peers and team without any acknowledgment of their hard work.

We know that it’s their job and they’re doing what’s expected of them, but that doesn’t mean you shouldn’t thank and recognize them for a job well done. It can be as simple as an email response. Here are a few examples:

  • Wow, this is great work! So happy you’re a part of our team.
  • Give yourself a pat on the back! I know how much effort this must have taken, and it really paid off. Thank you!
  • Brilliant work! You really blew this one out of the water!

Think back to the last time you thanked or complimented an employee for doing something—even if it’s part of their job description. You can do this every day. When you receive work that a team member completed, say thank you. Celebrate their hard work. It goes a long way to making someone feel valued.

2. Give them the afternoon off

Did your team accomplish a big project? Or navigate a particularly challenging week? Sometimes, a little surprise time off can be the best gift. Studies show that working fewer hours can actually increase productivity. Plus, your employees will thank you for the extra time they’ll have to care for themselves, deal with personal needs, and have fun. It’s a sure-fire way to give your employees the extra boost they need after a particularly demanding time at work.

3. Take them out

Take your team out on a field trip or out to lunch or dinner. Celebrate with time together outside of work, building community and team camaraderie. And who doesn’t love a free meal?

4. Give a little public recognition

Did one of your employees or teams reach or exceed a company goal? Broker an important deal? Or navigate a challenging situation? Whatever it is, give them some public love. You can send out a company-wide email highlighting their achievements, post a congratulations message on your company LinkedIn, or have an office get-together in recognition. Inviting the rest of team to join in on the celebration of an employee’s success is a great way to nurture a healthy company culture and encourage others to step up their game.

5. Write it down

Have you ever received a hand-written letter from someone? It’s one of the most personal ways to make someone feel appreciated. If you want to recognize a hard-working employee, or celebrate someone’s five-year anniversary with your company, write them a hand-written note letting them know how much you value and appreciate their contributions.

You could even include a restaurant gift card so they can go out and celebrate with someone they care about. Or give them a bonus they can spend how they want. A personal touch goes a long way in making someone feel genuinely appreciated.

Whatever it is you do to show your appreciation, make sure you’re always looking for ways to celebrate your employees. They work hard for you, and it’s critical to remember and appreciate it. The more you value them, the more they’ll value you, and see the value in their own work.

Plus, who doesn’t want to work in a company of people who appreciate what they’re doing, feel recognized by their team and leadership, and celebrate each other?! No one, that’s who.

 

Content provided by Q4iNetwork and partners

Photo by Krakenimages.com

When Life Happens, Ask for Help

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As much as we may strive to be, we aren’t perfect. There are days, weeks, and sometimes months, when our best isn’t quite enough. You may have a sick kid, be taking care of an elderly family member, or be dealing with physical or mental illness yourself. Whatever it is, the challenges of life are unavoidable, and sometimes they start to affect our performance at work.

It happens to the best of us. But it can easily feel like you’re the only one having a rough time. Think about a life challenge you’ve struggled with. Did you feel alone? Did you compare yourself to others at work and feel isolated? It’s incredibly common for humans to feel this way. Chances are, you’ve experienced it yourself.

While it may be unfortunately common for us to deal with personal issues that affect our work performance, it’s critical to remember we aren’t alone in our struggles, for more reasons than one.

Understanding you’re not alone is essential to maintaining a healthy relationship with yourself and getting through whatever it is you’re dealing with. But it’s also essential to recognize how it influences the way that you act at work and the impact you have on your peers.

Unwrapping yourself

It’s incredibly easy to get wrapped up with your struggles and to feel like you deserve a break at work because of it. While this may indeed be true, it’s critical to approach any change of responsibilities in a way that takes into account the people who rely on you to do that work.

Ignoring the work until someone asks about it isn’t a solution. Think about the last time someone failed to follow through on work you were relying on them to do. How did they break it to you that they hadn’t completed the work? It can be frustrating, stressful, and create resentment between colleagues when a peer fails to hold up their end of the load.

Dropping the ball every once in a while isn’t so bad. But when someone has extended time dealing with personal problems, they are likely to drop the ball more than once. This can put intense pressure on their teammates and start to damage morale.

Feeling like you’re alone in your struggles may seem real at the time, but it isn’t ever true. Every one of us faces challenges every day we have to navigate around, often with only partial success. So telling yourself it’s ok to drop the ball at work because you’re going through a difficult time isn’t just bad for your standing among your peers, it’s also misguided and damaging to the community you’re a part of.

You may need some extra space and support to help you get through a challenging period of time. But it’s critical you gain the courage and insight to recognize when this is the case and to do something about it before you fall behind.

Reach out

Get in touch with your manager or your team members. Let them know what you need. It’s scary to ask for help. You may be afraid you’ll look weak, or your manager will retaliate. But a strong leadership team will recognize it’s much more cost-effective to help existing employees through rough times than to hire anew.

Working with employees in times of need builds loyalty and trust and will help you recover and be able to return to your best all the sooner. Your colleagues will thank you for preventing things from falling behind and making an effort to find solutions that support the team and the work.

It takes strength and insight to ask for help, but it’s well worth the effort. You’ll ensure your peers aren’t left to deal with a mess and that you don’t get lost under a pile of projects you can’t complete. Above all, it shows you have the integrity to be honest and to take the necessary steps to care for yourself and your team.

 

Content provided by Q4iNetwork and partners

Photo by New Africa