Employee wellbeing is not only a moral responsibility, but also a strategic advantage for any organization. When your employees are healthy, happy, and engaged, they are more productive, creative, and loyal. But how can you foster a culture of wellbeing through internal communication? Here are some best practices to consider.
The first step is to clearly articulate your vision and goals for employee wellbeing, and how they align with your organizational values and objectives. You can use various channels, such as newsletters, intranet, webinars, or town halls, to communicate your wellbeing strategy and initiatives, and to invite feedback and input from your employees. You can also share stories and testimonials from leaders and peers who have benefited from wellbeing programs or practices, to inspire and motivate others.
Absolutely, fostering employee wellbeing through internal communication is crucial. As a first step, align your vision and goals for wellbeing with your organizational values. Use various channels like newsletters, webinars, or town halls to communicate your strategy and invite feedback. To make it tangible, incorporate 'daily mindful minutes' and prompt discussions on high-performing habits. Remind everyone of the profound impact these small practices have on their overall wellbeing. It's about cultivating a culture where conscious breaks become second nature.
The creation of a productive and happy work climate implies a fundamentally empathetic, promoting and dialoguing form of communicational leadership, despite challenging business objectives.
Employee well-being comes from several sources according to Maslow. It is important for the company to keep this in mind when designing its employee's journey. Not only an attractive salary and a friendly environment are enough to guarantee well-being, it is also necessary to offer challenges, opportunities, recognition and growth for employees to satisfactorily achieve their purpose.
The second step is to provide your employees with relevant and timely information and resources to support their wellbeing, especially during times of change, uncertainty, or crisis. You can use internal communication to educate your employees about the different aspects of wellbeing, such as physical, mental, emotional, social, and financial, and to offer tips, tools, and guidance on how to improve them. You can also use internal communication to inform your employees about the available wellbeing benefits and services, such as health insurance, wellness programs, employee assistance programs, or flexible work arrangements, and how to access them.
One of the lessons learned from the last COVID-19 pandemic was to live (and survive) in permanent states of crisis. For us, crises are the "new normal".
The third step is to encourage your employees to participate in wellbeing activities and initiatives, and to recognize their achievements and contributions. You can use internal communication to promote and celebrate wellbeing events and campaigns, such as fitness challenges, mindfulness sessions, volunteer opportunities, or recognition awards, and to invite your employees to join or nominate others. You can also use internal communication to create and foster wellbeing communities and networks, such as online forums, chat groups, or peer support groups, where your employees can share their experiences, challenges, and best practices, and to provide feedback and suggestions.
The company policies should encourage the well-being as it’s one of the core objectives. Conducting various activities for the employees to keep them feel involved and having a common line to connect to understand their ongoing challenges and interests to help them come out of it. This will motivate them mentally and eventually they will produce great results if they energised and feel connected.
In my particular case, I do not see my employees as "employees" but rather as a fundamental part of the process of creating solutions. One dynamic that has given us good results in the "Happy Ours" is Kahoot.
The fourth step is to model and reinforce positive behaviors and values that support employee wellbeing, such as empathy, trust, respect, and collaboration. You can use internal communication to demonstrate and highlight how leaders and managers are role models for wellbeing, such as by setting healthy boundaries, expressing appreciation, providing support, or seeking feedback. You can also use internal communication to reinforce and reward positive behaviors and values among your employees, such as by acknowledging their efforts, celebrating their successes, or providing constructive feedback.
In the context of building a wellbeing culture, modeling behavior is pivotal to dispel skepticism and build trust. If you urge your team to prioritize rest and disengage during non-working hours, but your actions suggest otherwise, employees may doubt the sincerity of your guidance. Demonstrating the same behavior you promote not only sets an example but also communicates your commitment authentically. By embodying work-life balance, you create an environment where employees can embrace these values with confidence, transforming the concept from theory to a lived organizational culture.
We use No Code tools to collaborate and measure progress, and the same tools allow us to communicate internally as if it were our own social network. However, we do not allow the sharing of any content other than work-related, private or family aspects are not allowed. Simply put, it is an internal network of encouragement and recognition of achievement.
Actions speak louder than words. Leaders who embody positive behaviors and values set the standard for the entire organization. In the words of Mahatma Gandhi, "You must be the change you want to see in the world." Modeling the values you promote creates a culture of authenticity.
The fifth step is to monitor and measure the impact of your internal communication on employee wellbeing, and to adjust your strategy and tactics accordingly. You can use various methods and tools, such as surveys, polls, analytics, or focus groups, to collect and analyze data on how your employees perceive, engage with, and benefit from your communication. You can also use internal communication to share the results and insights from your measurement, and to demonstrate how you are using them to improve your communication and wellbeing initiatives.
Precisely these No Code tools provide us with all the tools and metrics required to measure, when necessary, or on a regular basis, our work environment.
The sixth step is to keep learning and innovating your internal communication and wellbeing practices, and to stay ahead of the changing needs and expectations of your employees. You can use internal communication to solicit and incorporate feedback and ideas from your employees, and to involve them in co-creating and testing new solutions. You can also use internal communication to showcase and learn from best practices and innovations from other organizations, industries, or sectors, and to explore new trends and opportunities for employee wellbeing.