How can you support employee mental health with workforce management?

The workforce management team plays a crucial role in influencing the mental well-being of staff, either positively or negatively. Based on my prior experience, we used to regularly conduct satisfaction surveys for employees, translating their feedback into actionable steps by implementing new policies to achieve the right balance. Here are few points to measure and assess: - Shifts rotation plan - Gap time between breaks and activities - Rest hours between consecutive shifts - Enough time to communicate updates - Published schedules period - Utilization and occupancy - Taking employees preference into consideration Consequently, it is essential for every company to invest in their workforce management team to enhance overall performance.

A good way to start is by hearing the Voice of People if you are looking to improve employee well being.From workforce management planning aspect, there can be opportunity areas like shift allocations, leave management, break management, shrinkage controls, team base staffing, concurrency & occupancy factors. Use extensive data analytics to understand process health along with focus group sessions, survey's and line manager feedbacks for this. It's also important to review current practices to find opportunity areas. Lastly, it's equally important to create more awareness amongst employees around service level agreements and contractual obligations with clients to make them understand the requirement of certain practices to be followed

Supporting employee mental health is a crucial aspect of workforce management. Here are several strategies that can be implemented to foster a positive mental health environment within the workplace: 1. Flexible Work Arrangements 2. Clear Communication and Expectations: 3. Training and Awareness Programs: 4. Employee Assistance Programs (EAPs): 5. Promotion of Work-Life Balance: 6. Inclusive and Supportive Environment: By integrating these strategies into workforce management practices, organizations can create a supportive and mentally healthy workplace environment. It's essential to tailor these initiatives to the specific needs and culture of the organization while maintaining a commitment to ongoing improvement and adaptability.

Create an employee profile. Provide training. Create awareness about the KPI related to Workforce management. Coach on how to strike work life balance. All the above would help in managing the right resource available during peak hours and also benefit the employee's mental health as he or she will feel that they are valued.

Survey is good but following the survey with a clear action plan involving all population to better understand thier expectations is better!

People need to be provided complete autonomy to decide how and where they want to perform their work. “Autonomy” is the biggest flexibility employers can extend. In fact it acts as a tonic for their mental health. It’s important for employees’ well being that work and workplace are untied to the extent possible. When the only denominator is work than schedules and shifts, the outcome is enhanced and well-being is ensured.

We can tailor our flexibility based on each business's needs, for the time-dependent roles, we may not have complete flexibility in shift working hours and location but it worth mentioning that we can grant the option to adjust the intraday activities as per the staffing levels for example, changing their lunch/ breaks time which enhancing employees wellbeing. On the other hand with task-dependent roles, we can be more flexible with shift working hours and location while ensuring everyone do what he has to do. Finally, its all about having the right tools and solutions in place to allow flexibility. Again and again, it is essential for every company to invest in their workforce management team to enhance overall team's performance.

This has to be one of the most important features of deciding what kind of workforce management tool to use. We now live in a post COVID world, and the way to see work has changed. You always need a certain amount of full time employees of course, based on your contact volume, but a big share of employees nowadays wants to work around their busy lives. You have tools that take into account any preferences for them and schedules them accordingly. Even better, any form of shift bidding where employees can bid for specific shifts increases that flexibility. This is the number one improvement to employee retention.

For me leading by example is the key. When a leader is transparent about their mental health difficulties, it makes it easier for staff members to confide in them about their struggles. Establish casual connections rather than merely discussing the work and its status. Occasionally, SURPRISE your staff by announcing that we're just going to talk about ourselves or our family. In day-to-day life proactive communication and norm-setting that assist individuals in establishing and upholding the boundaries they require are the foundations of inclusive flexibility.

Adhering to employee schedule preferences contributes a big deal when it comes to work life balance Which in turn is an aspect of mental health. It's a great motivational tool to ensure optimal productivity for the workforce.

La capacitación y el coaching logran empoderar al colaborador y genera un alto nivel de compromiso con la organización y sus objetivos. Como organizaciones debemos subir cada vez más las metas en el alcance de la capacitación y coaching. La combinación entre proporcionar habilidades tecnicas y soporte emocional resultará una amalgama optima de herramientas para cumplir con las ambiciones personales del colaborador y por ese camino el aporte a la organización sera más grande y consecuente.

To enhance employee mental health through workforce management, offering training and coaching is crucial. Training empowers staff by honing their skills and boosting confidence, aiding in effective role execution and resilience against challenges. Coaching facilitates goal-setting, feedback reception, and obstacle overcoming. Leveraging workforce management tools enables tracking and evaluating performance, identifying skill gaps, and tailoring training or coaching programs to foster continuous growth and well-being.

Developing a comprehensive training program on supporting employee mental health within the context of workforce management is crucial for creating a workplace that prioritizes well-being. We can conduct trainings on workload management strategies and promoting work-Life balance.

In my opinion, individually-tailored training and coaching stands out as the optimal approach, allowing direct insight into each employee's unique circumstances. Recognizing that every individual faces distinct challenges, this personalized strategy becomes indispensable in supporting them—whether navigating professional complexities or addressing personal hurdles. By delving into the specific needs of each employee, it becomes a cornerstone for promoting and safeguarding their mental health, fostering resilience in the face of diverse challenges. At Luminosity Consulting, our training and coaching goes beyond the conventional, promoting a holistic approach to skill development that aligns with our commitment to mental well-being

Highlight the significance of investing in employee development through training and coaching. Aligning with a philosophy of continuous improvement, these efforts not only enhance skills but also bolster mental resilience. It’s about nurturing talent to face challenges with confidence, much like the ethos driving effective HR practices.

Mental health is all about communication. Real open communication is the only way we can create trust, and without trust organizations cannot expect the long time relationships that create value for both companies ans employees Bad times will come and having built that kind of open communication channels are key for managers to adapt their teams to overcome such difficulties.

Nothing more important than to have communication with the workforce, this allows them to trust enough to share when they are troubled: 1. H.R plays a crucial role in such instances. The proactive approach would be under employee wellness have scheduled workshops/sessions touching on such topics. 2. One on one sessions are not only performance driven, you look at wellbeing as well how a person is feeling generally its where they can bring their guard down abit, and each employee is different some warm up and open up freely and some don't so patience is important and keep on engaging.

In our company we launch communication about the future projects planned and people have the possibility to apply to the project they want is the role requirements are filled ??

A comunica??o é o maior desafio dentro das organiza??es, isso n?o é segredo para ninguém. O importante é construir meios e canais de comunica??o para que todos esteja na mesma página, seja por weekly meetings, email, ferramenta de comunica??o interna( chat ) enfim.. O que funcionar. Trazer clareza, dire??o, ser honesto e garantir que os responsáveis por cada a??o sejam comunicados e comuniquem é essencial. E a melhor maneira de fazer isso é através do exemplo, ao mesmo tempo que você informa você educa o time e incentiva toda a cadeia a fazer o mesmo. é uma semente que você planta hoje e colherá frutos a longo prazo.

This is especially true in customer service teams. All the agents from one team (plus overhead) should be in constant communication between each other. Especially when it comes to different requests such as time off. Or if an employee is sick. Not just that, but some employees are better at registering new informations or procedures, and they can help other employees getting up skilled quickly.

El reconocimiento debe ser específico para que realmente se entienda qué fue lo que les estás reconociendo, y se vea que pusiste atención en ese proceso o ese logro, pero también te diste el tiempo necesario para reconocer lo que hicieron con comentarios que lo demuestren

Recognition and reward, integral in WFM, boost employee mental health. Acknowledgment fosters appreciation, while rewards promote satisfaction and loyalty. WFM tools aid in monitoring and delivering recognition, using badges, points, certificates, bonuses, or promotions.

Appreciation always helps and motivate employees to work with dedication as this helps them grow within the organisation and achieve their goals.

Recognizing and rewarding achievements can positively impact employee mental health by fostering a sense of accomplishment and job satisfaction. Implement programs that acknowledge both individual and team successes. Examples include employee of the month awards, recognition ceremonies, or personalized notes of appreciation. Offer tangible rewards like gift cards, extra time off, or professional development opportunities. Celebrate milestones, whether they're project completions or personal achievements, to create a positive and motivating work environment. Finally, regularly communicate the link between efforts and recognition to reinforce the value of employees' contributions to the organization.

Reconhecimento é algo que na correria do dia a dia acaba ficando esquecido. Somos bons em ver o que n?o está legal, em achar o defeito, pois queremos ser melhores sempre. Isso é ótimo mas nem todos conseguem ficar assim sempre. Para ajudar a mitigar o problema de "esquecimento" eu costumo colocar em minha agenda uma frequência para revisar feitos da equipe e comemorá-los.

What I think helps all staff with their productivity as well as wanting to come to work is actually sitting down with them to discuss their own personal growth, set targets and hold them accountable towards those targets. By having a Mentor at work staff are a lot more happier and excited to be at work and want to grow and therefore make the company stronger.

The dealing & conversant method is very important to keep employees mental health. I always try to be specific in asking to complete task while remain in pleasant mood and have general chit chat in break times and off times.

We should encourage a healthy work-life balance, prioritize realistic workloads, and promote a culture that values mental well-being to support employees within workforce management.

Always encourage peers and provide help as and when required which helps them to grow and make them feel involved, providing coaching for career development really helped me personally to grow.

We should encourage a healthy work-life balance, prioritize realistic workloads, and promote a culture that values mental well-being to support employees within workforce management.

What really matters is “Listening” and truly acting on key themes. People communicates directly and indirectly in the workplace, it’s the mechanism of listening that plays a huge role in deciphering how people are feeling and what must be done to ensure they feel they are listened to. Being cared and taken care of , matters significantly for people and their mental health in the enterprise.

Listen to your staff. The performance of your advisors starts with the desire to go to work. If your schedules are unfair or you never take their wishes and needs into account then you are setting yourself for failure. Working in the frontline is difficult and exhausting, so we need to make sure we ease the process as much as possible.

Most of the time we neglect the fact that any individual feels more powerful when he/ she is "fit for purpose/role". Autonomy in decision making also add spark to the overall performance."Fit for purpose" mindset unlocks both personal and organizational benefits. Individuals experience less stress, higher self-esteem, and greater work satisfaction. Companies see boosted performance, improved team dynamics, and lower turnover. Investing in good "fit" isn't static. When clubbed with recognitions, it helps in adapting the growth, and fostering development ensures everyone thrives in fulfilling roles. It's a win win for well-being and productivity.

The importance of mental health in the workplace is increasingly recognised and acknowledged today. Some strategies include, implementing flexible work arrangements, providing training on mental health awareness, access to counselling services, introducing supportive policies and increasing engagement to counter burnout or social isolation. It will be good to foster a culture of open communication and support, where employees feel comfortable discussing mental health concerns without fear of stigma. Organisations can embrace innovative approaches such as mindfulness programs, employee assistance programs, mental health days off, virtual mental health support platforms, AI-driven mental health assessments and gamified wellness apps.

- Maintain good level of psychological safety for your employees. - know the difference between managing the work processes and managing the team members. - Motivate , appreciate and reward. - Build good level of team confidence. Before all help them achieve work and life balance.