If you have employees who love and value their current job, one thing they would tell you is that they appreciate working in not only a safe environment but also in an environment where they are able to have a clear thought process. In order for that to happen, as an employer or HR, you would have to gauge not only their performance but also their wellbeing.
If you talked to “millennials” who currently make up majority of today’s workforce, they would tell you that it’s not just about hitting their KPI’s anymore. It’s also about being able to manage their own stress levels, mental issues and as most people may call it, being able to factor in various cultural backgrounds. As HR or an employer, how are you able to bring cohesiveness in all the mentioned factors to bring the best in all of them?
A recent Video in one of Caroline Mutoko’s show addresses workplace management and if you find it online, you will learn that it’s about caring enough to ask, “how are you doing?” to not only the top performers but also to those who not do so well. Because if you do not address the latter, the former will be in dire trouble.
“A genuine how are you doing,” from HR or from a good intended person would go a long way in employee career growth and retention.
Below are 2 steps on how to assist your employees on how to be mentally safe and be in alignment with the company’s goals and KPI’s.
1. Quick Survey on Employee Wellness
“Psychological safety at work takes effort. It’s not the norm. But it’s worth the effort,” says Professor Amy Edmondson on article written for Working Knowledge
In a well-structured system that’s concerned about the wellness of their employees, most HR’s conduct quick surveys which could be done on daily on monthly basis. Through that they are able to come up with strategic plans on how to address the issues raised.
On the other hand, employees should be able to speak up and volunteer relevant information if they do really care about their performance.
2. Support Groups to assist the raised issues
Once you are able to pinpoint the problems areas, as HR, you should be able to address the concerns. In areas where the HR has no mandate to offer valuable solutions
Again, this goes back to caring about your workforce regardless of whether they are top performers or not. Especially of you want their performance to be at the peak.
Top performers should also be your go to and be able to guide you in the right direction especially if you have some of them who were not performing so well.
“A successful employee retention strategy requires you to think about things from the team’s point of view. No two employees are exactly alike, of course; each has unique desires and goals. But all of them want to feel appreciated by their employer and treated fairly. They want to be challenged and excited by their work,” quips an article on Robert Half’s
3. Change the Culture
Lastly, there are issues which may not need the seriousness of support groups. Things to do with office politics, ill intentions, salary matters and so forth, in such instances, the employer should be in a position to make changes from a HR perspective where need be for the betterment of the company.