We must either find a way or make one! Two tools to Strengthen Workforce Wellbeing.
Many people are facing the biggest threat to their health and livelihoods that they have ever faced. Jobs are at risk, some people are being asked to work harder for less pay, some people have lost their jobs or their lives – and around the world half the population is in some sort of confinement. This isn’t good for our mental health. Some people are struggling to cope. The necessary actions governments have taken to stop the spread of COVID-19 are impacting on workers and businesses. We are affected by social isolation, by health worries, by wondering if we are up to the technical and ergonomic challenges of working from home. Working from home is the reality for some people and with pets, children and partners its tough. NASA astrophysicist Amber Straughn tweeted on April 8th about “how to keep cats from accidentally commanding spacecraft”.
Some businesses have closed, some are wondering if they will need to close, many are not offering effective support to workers. Its time to look at what we can all do to limit the negative impacts on our mental health and proactively improve wellbeing.
How are you? Do you need some support? How are your employees? Are they stressed or fearful, anxious about the future, overworked, resentful? Do they understand what’s happening in your organisation and do they feel that how you are handling things and what you are asking them to do is right and fair?
People are happiest at work when their key needs are met and when they feel they can work within their values.
Times are very tough right now. Some organisations are requiring people to work in a way that may not fit with their values – this spells trouble. Some organisations are already seeing voluntary resignations as a result of people feeling they are not being treated fairly.
Two Tools to use to find a way or make one through this time
- Key Needs at Work Model
My own work in organisations with people who are distressed by the impact of sudden change revealed that people needed 9 key psychological factors at work, under three headings (Relationships, The Job and Feelings). You can see the 3 elements under each heading in the model below.
Subsequently my work with organisations not under stress revealed three more key needs (fun, flexible hours and reward and recognition).
(Model from Bridget Hogg 2009, updated from an earlier model which was presented (by the model/paper’s author, Bridget Hogg) in “Tears and Tantrums: when you break the psychological contract” to the British Psychological Society conference, UK, 1999.)
As a top team you can use this model to assess if you are meeting the key needs of your workforce. If you are not – consider how you can make changes to meet more of your employees’ needs. I believe this will help you avoid consequences such as: negative feelings, poor work performance, unwanted resignations and mental health issues.
When organisations meet people’s key needs at work they are doing everything they can to enhance employee retention, the employer brand and high workplace performance. In the current situation, with COVID-19 restrictions and impacts, I suggest you use this model to examine how you can manage the mental health and psychological wellbeing of your people most effectively – by meeting key needs at work.
- Values in Action (or Character Strengths) tool
You can take this survey here to find out your top character strengths.
Character Strengths are the positive parts of your personality that impact how you think, feel and behave. Scientists have identified 24 character strengths and have shown that those who use their top strengths at work are happiest (of course we can also use our strengths outside of work and find fulfilment there).
Support for you
What can you do? There is support available right now!
If you want more help to assess mental health and improve psychological wellbeing to maintain a positive focus, please contact HR Development at Work on 8322 8455 or bridget@developmentatwork.com.au now for help with managing psychological wellbeing, change, building a positive mindset, and managing the people aspects of change (including outplacement and redundancy).
Bridget can help you to:
- See things differently so you increase your hope and optimism and “find a way or make one” through this tough time
- Improve organisational wellbeing
- Identify the signs of mental health issues so you can address them to support yourself and your people
- Plan to manage mental health risks for your people in a time of change and uncertainty
- Strengthen the mental wellbeing and mental health of leaders, employees and business owners
Contact me on 8322 8455; bridget@developmentatwork.com.au or 0477 016966. Connect on LinkedIn.
Southern Business Mentoring Program
Businesses in Southern Adelaide may access our services (and have the first appointment free) via the Southern Business Advisory Service, funded by the three Southern Councils. Mental Health and Wellbeing services are offered with Bridget Hogg and associates of HR Development at Work to eligible business people: Click here and scroll down to the bottom of the page to book your first appointment free
For information about mental health services available to all see the Beyond Blue website https://www.beyondblue.org.au/
Bridget’s passion is helping organisations effectively manage stress, change, mental health and wellbeing. She has worked with many organisations to help them “find a way or make one” through organisational change, times of uncertainty, downsizing and redundancy. She has managed transition programs with a psychological wellbeing focus for over fifteen years.
Bridget founded HR Development at Work in Adelaide in 2002. She has a background in resilience at work, psychology and NLP (BSc Hons, MSc. NLP Practitioner). Bridget has developed tools and techniques to enhance wellbeing. She assists organisations to identify and address mental health issues and enhance workplace and workforce wellbeing.
Ask Bridget to help you assess the mental health and psychological risks in your organisation, and to design and run a wellbeings program for your workforce.
As a small business owner for 18 years and manager of a team of 14 she understands the stresses of small business.