What Your Employees Aren’t Telling You
We have had an “interesting” last two-plus years as a world. And it doesn’t seem to be stabilizing soon. There is pressure on everyone to keep doing it all and hold it all together. Employers pivoted to give more flexibility and accommodation during peak COVID. People brought their whole selves to work because the work was happening in their living rooms and bedrooms: kids and pets, spouses and roommates, laundry and dishes all in plain sight. People felt validated and seen as human beings for the first time. They were productive for workplaces and met enough of their family needs. Work and life literally blended in the blink of an eye.
Now as we enter the next phase of pandemic work and life, employees are scared to say what they really need for fear of getting less of what they have now. And the ones speaking are not necessarily speaking for all. Those in power positions or more comfortable speaking their truth may not be tuned in to what the broader masses prefer–-their truth may not be the whole truth.
At Core Endeavors, we see wellness and well-being as strategic elements for any organization. For many companies, the compensation, benefits and training budgets are the largest cost centers. In that case, why wouldn’t you want to ensure engagement, satisfaction and sustainability across your workforce? Times keep changing and leaders must change with them. Research shows that many of the same several items remain the most important at work, with wellness and well-being climbing near the top.
So, what can you do? Well, it doesn’t need to cost a lot, though it might mean you need to think and operate differently. Here are desires we often hear from employee groups, all within the realm of wellbeing:
Core hours with flexibility on both ends
Work location flexibility
Ability to impact workplace culture and priorities
Leadership and management development, particularly for difficult or stressful times
Reasonable wages and benefits, which include mental health and wellness support
Variety and autonomy of work
The right tools to do the job
Clear, consistent and timely information
Talk to your people. Some are comfortable and confident to speak—be careful because they don’t necessarily speak for all. Listen closely with compassion and empathy—ask questions to get at the deeper experiences and needs. Involve a broad representation of the workforce in decisions that impact them—ask yourself “who’s not here?” to ensure you have diverse input and a variety of perspectives.
Treat your employees and yourselves with grace and kindness—that is the first step to true wellness and wellbeing.
