Wellness At Work
Employee Engagement & Wellness
The single largest concern of any organization is the well being of their personnel. At the heart of any business is the employee, they can make or break the organization. Many organizations pay lip service to the commitment and capabilities of their employees yet when times are tough, the employee is usually the first thing to be sacrificed. Sometimes it is justified, however, gaining your employees trust and respect through the good times really increases your chances that those employees will buy-in during the tough times.
Research abundantly supports that employees who trust their supervisors (organization) are much more committed to the organization than those who have no respect or trust for their immediate supervisor or the organization as a whole. It is a given that the greater the employee commitment, the greater the internal motivation. When employees are committed and motivated production is dramatically higher. Employee trust in their supervisors, and in the company, is a strong starting place for any business.
When employees feel they are important, as evident by the organizations focusing and extending resources on their wellness, they develop greater trust. The return on investment in your employees health is $1.40 per $1 invested. There is one other thing to consider, however. 100% of your employees struggle with some type of addiction (see addiction under personal coaching). When the organization focuses on employee wellness with regards to addiction, for every dollar spent on an employee with an addiction the return is $4 dollars. In addition to the financial gain the trust and respect an employee can gain from this investment is almost incalculable.
There are two critical components to building team unity and unfortunately, motivation is not one of them! Building a team by trying to be liked (Like-O-Meter) or trying to relate to others also doesn’t make a substantive contribution to the unification of your team. Team unity starts at the individual level with each member of the team gaining and growing self-respect. When individuals respect themselves, others respect them and this respect is a key component in the building of a functional and thriving team. After self respect, the next component of effective team unity is trust. When trust shares space with self or mutual respect team functionality and growth is evident. The truth about trust is that when it is extended or given, employees or team members tend to reciprocate with greater trust. Trust fosters trust. As trust grows so does the team and ultimately the organization itself.
The process of building a productive, thriving team is simple and well researched. Team building only occurs when mutual trust and respect are present. No amount of motivational speakers or team building courses will replace the experience of building mutual trust and respect with your team members. When an employee experiences incivility or bullying at the supervisory level they will neither trust nor respect the supervisor or the organization. Their experience will dictate their actions and there is very little you can do to change the conclusions that a bullied employee will make. If you want to effect change within the organization you must provide the employee with a different experience, a positive response to counter the negative. Changing experiences will change the belief which will, in turn, change the result.
There has never been a time in modern civilization where existing management has been more intelligent and technically skilled than today. The ingenuity and brilliance shines across the world’s organizations. From board rooms to leadership circles, technical skills literally ooze through their pores like sweat on a marathon runner. In 2014, Gallup took a survey of those same leaders and determined that 82% of them will fail as leaders as they are socially not qualified for their positions. How could that be?
Research gives us an insight into the process of recruiting and hiring today’s leaders. Let’s take an engineering department who loses their managing director to retirement. What is the process for the replacement? Without going into all the minutia associated with legalities and traditional type interviews and questions, the new managing director will probably have the highest GPA or be the technically best qualified. Yet neither the GPA nor the technical skills are qualifying traits for a skillful leader. Leadership transcends IQ or technical skills, Leadership requires Emotional Intelligence, a set of social skills that are two-fold more impacting that IQ in the overall success of professionals.
Almost all researchers agree that executive coaching returns the investment many fold. For both work and home life. Why is coaching so vital to the personal and organizational growth of the company? Because coaching builds on the fundamentals of mutual trust and respect. Coaching gives perspective to accountability and provides clarity to direction. Research also shows that once a professional reaches the executive level, their learning curve flattens and even atrophies. Why?
Because they stop questioning their own assumptions! Their career, which includes their education, was built on learning, which is the result of mistakes. A mis-take engenders a re-take. At the executive level, mis-take may never be uncovered because someone else will make the decision or implement the directive and the executive becomes isolated. Some executives isolate so far they surround themselves with “yes” people instead of insulating themselves with other professional that understand mutual trust and respect. That a difference of opinion is healthy, beneficial, and productive.
Do yourself a favor, put the oxygen mask on yourself first and hire a coach. Verify you will make Emotional Intelligence part of your curriculum.
There is no statistical evidence that workplace bullying is caused by anything or anybody. The target’s personality or lack of boundaries does not cause workplace bullying. The supervisor’s lack of emotional intelligence is not the cause. The executive board (C-Suite) is not responsible either. So why does bullying in the workplace happen?
With over 65 million American workers impacted every year, and that number is growing, the cost is staggering. However, to understand workplace bullying, one must address it from a different paradigm. Causation is culture permissiveness. It is true that both the bully and the target are involved, however, research shows that when the culture is based on mutual trust and respect, there is no bullying.
A bully never operates alone. He or she always has an accomplice. The coworkers who keep their silence out of fear they are next. The supervisor who only cares about the bottom line on next week’s P&L. The executive who’s golfing buddy can do no wrong. Ya see, workplace bullying happens because the leaders and the culture of an organization invite it to happen. They permit it, they encourage it, and they reward it.
Incivility has become our new norm. You curb incivility, your curb workplace bullying. You stop workplace bullying and worker commitment increases, which which increases employer trust that improves worker motivation, which increases overall production. There is no need to point a finger, simply go back to the basics of teaching, expecting, and enforcing civility.
One Page Business Plan
If you are a small to mid-sized organization and don’t have your Vision Statement, Defining Statement, Objectives, Strategies, and Action Steps laid out on one page, that is understandable, measurable, and empowers all employees down to the sanitation engineer, this step is for you. So many companies place their executive-driven mission statement out during the annual meeting and then never train to it. Within the first week of launch, the mission statement is forgotten and sometimes mocked.
A One Page Business Plan with the Defining Statement clarifying the organization’s values, becomes your training, marketing, and direction. Every employee is empowered because your organization just moved to principle-based and value driven. This is the first step to creating a different culture based on mutual trust and respect.