As a supervisor, you have a responsibility to support the well-being of your team members, especially in times of stress and uncertainty. A wellness-focused team culture can help you achieve this goal, as well as improve productivity, engagement, and morale. But how can you create such a culture in your workplace? Here are some tips to get you started.
Before you implement any wellness initiatives, you need to understand what your team members are struggling with and what they need to thrive. You can do this by conducting surveys, interviews, or focus groups, or by observing their behavior and performance. Ask them about their sources of stress, their coping strategies, their preferences for support, and their suggestions for improvement. Listen to their feedback and identify the common themes and gaps.
1. Lead by Example 2. Communicate the Importance of Wellness 3. Flexible Work Arrangements 4. Encourage Breaks and Time 5. Promote Physical Well-being 6. Mental Health Support 7. Encourage Work-Life Balance 8. Recognition and Appreciation 9. Skill Development and Growth Opportunities 10. Wellness Challenges and Programs
Talk and listen to your team members to understand their needs . Some will need reminded from time to time what is really important to them.
It is increasingly difficult to get people who are struggling with wellbeing challenges or otherwise disengaged to respond to internal surveys etc. I suggest the following: 1. Building trust with every interaction by displaying empathy 2. Prioritizing transparency in team and organization wide communications 3. Consider using a third party survey vendor to elicit honest feedback 4. Seek expert support via advisors and consultants that specialize in wellbeing. They will be well equipped to support your people and share insights on the best ways to sustainably promote wellness on your team and improve the overall employee experience.
An effective leader is able to assess the individual personalities of his team members - their strengths & weaknesses - as well as potential threats to delivering on their work targets. With the best of this knowledge on hand, a leader adapts and creates a flexible environment that simultaneously accommodates each members limitations as well as enabling delivery.
Start with mental health first aid training, self care and self awareness is the first step, and the most powerful tool we have to look after ourselves, everything else is secondary
One of the main causes of stress for employees is unclear or unrealistic expectations from their supervisors. To avoid this, you need to communicate your goals, priorities, and standards clearly and frequently. You also need to align your expectations with your team's capabilities, resources, and workload. Be flexible and adaptable to changing situations and needs. Recognize and appreciate your team's efforts and achievements, and provide constructive and timely feedback.
In addition promoting a spirit of reward and appreciation to the team members and provide clear guidance and solutions and support can push the team spirit and help them focus
2. Establece expectativas claras y realistas. Una de las causas más frecuentes de malestar en el trabajo es la falta de claridad o de coherencia en las expectativas. Por eso, es importante que definas y comuniques de forma clara y transparente los objetivos, las responsabilidades y las normas de tu equipo. Así evitarás confusiones, malentendidos y frustraciones. Además, asegúrate de que las expectativas sean realistas y alcanzables, y de que se ajusten a los recursos y al tiempo disponibles. Busca un profesional que te oriente a crear evaluaciones de desempe?o. Si no sabes cómo, yo te puedo ayudar.
Setting clear and realistic expectations can help in improving the communication and collaboration because everyone in team will know what they need to do, how their work contributes to the collective goals, and who to turn to for help.
Communication cannot happen in a vacuum but rather needs to happen how the employee will hear your instructions, albeit verbal, written, or even by example. Listen to them, you’ll get more than just asking questions. And they need to know there is one goal. Even if there are different tasks.
you need also to motivate the Team by introducing rewards for hard workers or by Training them. you have to make sure all team members are treated fairly and equally.
Another way to create a wellness-focused team culture is to encourage your team members to adopt healthy habits that can enhance their physical and mental well-being. For example, you can promote regular breaks, physical activity, healthy eating, hydration, and sleep. You can also provide them with access to wellness programs, resources, or benefits, such as fitness classes, meditation apps, counseling services, or health insurance. Lead by example and show them that you value and practice these habits yourself.
Though fun perks like a covered movement membership or meditation app sound slick, if employees are burnt out or sick, a meditation app won't help. Consider more radical offerings like abundant paid sick time and options to go part-time while offering health insurance, especially in fields where this isn't the norm like healthcare and social work.
Healthy eating and providing info about healthy snacks and even recipes for healthy eating. I definitely believe that eating and living more healthy employers will have more energetic and focused employees doing their work.
Healthy habits in the workplace can come from these actions: Preventative care: Physical and mental health -> access to on-site gyms, fitness classes. Healthy alternatives: Sacks and meals. Health education: Wellness competitions, offer workshops, resources on stress mgt. & sleep habits. Mental health: Provide resources to combat stress. Physical activity: Workout classes, walking or running groups. Supportive environment: Team retreats, breathwork and reflection sessions. Unplugging breaks: Taking breaks to recharge & maintain focus. Downtime: Employees to take time and engage in relaxation and well-being. Healthy workspace: Ergonomic workstations, standing desks, & healthy office supplies for physical and mental well-being.
3. Promover hábitos saludables. El estilo de vida tiene un gran impacto en el bienestar físico y mental de las personas. Por eso, es importante que fomentes hábitos saludables entre los miembros de tu equipo, como la actividad física, la alimentación equilibrada, el descanso adecuado y la gestión del estrés. Puedes hacerlo mediante programas de bienestar, talleres, charlas, consejos o incentivos. Por ejemplo, puedes organizar clases de yoga, ofrecer fruta fresca en la oficina, facilitar horarios flexibles o premiar a los empleados que cumplan sus objetivos de salud. Otras ideas pueden ser: descuentos en gimnasios y servicios de psicología, masajes, comida orgánica y espacios de relajación.
Establishing a wellness-focused team culture involves prioritizing empathy and positive discrimination. Encouraging extraprofessional activities : sports, meditation.. for a healthier work environment amid the tension of today's life. supporting team members, and recognition are strategic approaches. Introducing reimbursement programs for sports activities and implementing flexible schedules contribute to a holistic approach to health. Encouraging active breaks, creating relaxation spaces...are additional elements that complement a comprehensive strategy for well-being. Building a wellness-focused team culture involves supportive initiatives, and a keen awareness of the necessity to strike a balance between professional and personal life.
Social connection is vital for human well-being, as it can reduce stress, loneliness, and isolation, and increase happiness, trust, and collaboration. As a supervisor, you can foster social connection among your team members by creating opportunities for them to interact, bond, and support each other. For example, you can organize team-building activities, social events, peer mentoring, or recognition programs. You can also create a safe and inclusive environment where your team members can express their opinions, feelings, and needs.
This is really important for teams to feel connected to each other. It doesn’t necessarily just happen. Create opportunities, time and space for the team to connect. Doesn’t have to be a big time investment. A weekly morning tea, monthly or bimonthly team lunch can be great opportunities to bond together, have a laugh and have conversation. So much can be gained from just doing these activities.
4. Fomentar la conexión social. La conexión social es otro factor esencial para el bienestar de las personas. Los seres humanos somos sociales por naturaleza y necesitamos relacionarnos con los demás para sentirnos bien. Por eso, es importante que crees un ambiente de trabajo donde tu equipo se sienta cómodo, respetado y apoyado. Puedes hacerlo mediante actividades de team building, espacios de ocio, celebraciones o feedback positivo. Por ejemplo, puedes organizar un almuerzo grupal, crear una zona de juegos, felicitar a los empleados por sus logros, celebrar los cumplea?os y hacer actividades de teambuilding.
4. Foster Social Connection: - Build a supportive environment by fostering team relationships and encouraging open communication. 5. Support Learning and Growth: - Invest in opportunities for professional and personal development, contributing to overall team well-being. 6. Model and Maintain Boundaries: - Lead by example, demonstrating the importance of work-life balance and respecting personal boundaries. 7. Here's What Else to Consider: - Conclude with additional insights or considerations to ensure a comprehensive approach to creating a wellness-focused team culture. #SupervisorySkills #TeamWellness #WorkplaceCulture
Learning and growth are essential for employee well-being, as they can boost their confidence, motivation, and performance. As a supervisor, you can support learning and growth among your team members by providing them with challenging and meaningful work, feedback, coaching, training, or development opportunities. You can also encourage them to pursue their interests, passions, or goals, and to learn from their mistakes and successes. Celebrate their progress and achievements, and help them overcome any barriers or challenges.
Existem oportunidades e certos encontros que só s?o possíveis em ambientes diferentes ao que estamos inseridos. Apoiar e incentivar treinamentos é de suma importancia para o network e saúde organizacional, além de proporcionar o desenvolvimento, a valoriza??o e reconhecimento do colaborador. é sobretudo um processo indispensável para a saúde e crescimento de ambos!
In my experience, supporting learning and growth in the workplace is crucial for employee development. Here are some ways to do it: 1. Training and Development Programs and Career Pathing: 2. Feedback and Recognition: Provide regular feedback to employees on their performance and recognize their achievements to encourage continuous improvement. 3. Cross-Training: Encourage training across units. 4. Promote a Learning Culture: create a culture of continuous learning, curiosity, and innovation, so employees feel encouraged to seek out new knowledge and skills. When we invest in learning and growth initiatives, organizations can empower their employees to reach their full potential and contribute more effectively to the company’s success.
Context drives behavior- Employees do what they do for a reason, and the reason makes sense to the worker given their reasons and context. If you are not achieving successful outcomes and high performance, ask WHAT is failing rather than WHO.
5. Apoyar el aprendizaje y el crecimiento. El aprendizaje y el crecimiento son fundamentales para el bienestar de las personas. Aprender cosas nuevas, desarrollar nuevas habilidades y superar nuevos retos nos hace sentir más competentes, confiados y motivados. Por eso, es importante que ofrezcas a tu equipo oportunidades de aprendizaje y de desarrollo profesional. Puedes hacerlo mediante programas de formación, mentorías, coaching o asignación de proyectos desafiantes. Por ejemplo, puedes ofrecer cursos online, asignar un mentor a cada empleado, contratar un coach externo o delegar tareas de menor responsabilidad. Si necesitas ayuda, pídemela.
Boundaries are the limits that you set for yourself and others to protect your well-being, energy, and time. As a supervisor, you need to model and maintain boundaries for yourself and your team members, especially in a remote or hybrid work setting. For example, you can set and respect your working hours, avoid sending or answering emails or messages outside of work, delegate or prioritize tasks, and say no to unreasonable requests. You can also help your team members to establish and communicate their own boundaries, and to respect each other's boundaries.
As a supervisor, it’s important to model the behavior you want to see, especially with work/life boundaries. You create your team’s culture through your actions. Some ways to model boundaries include: 1. Keeping work within work hours. This includes not emailing or replying to email outside of work hours. Use email scheduling to send emails only during work hours if you are emailing outside of work hours. 2. Disconnecting from work while on vacation. Prepare your team for your absence ahead of time. Communicate your expectations through your out of office auto-reply while you are on vacation. 3. Encourage team members to do the same and respect their boundaries. Your team’s culture is a reflection of your actions as a supervisor!
Modeling boundaries sets a standard for professionalism and work-life balance within the team. Leaders lead by example and not by force or by accident. Based on personal experiences, I can assert that this approach creates a culture where expectations are clear, workloads are manageable, and employees feel empowered to maintain a healthy equilibrium between work and personal life. Consistently maintaining these boundaries contributes to sustained productivity, reduced burnout, and promotes a positive workplace environment.
Boundaries form a comfort zone that all of us need in order to establish efficient routines without drama or fear. In order to maintain clear boundaries it is important to assess your teams values and then vote on the most important standards needed to build appropriate rules to follow
This is crucial for creating a wellness-focused team culture. It demonstrates to team members that their personal time and space are respected. Leaders who prioritize and respect boundaries set an example for the rest of the team, encouraging a healthy work-life balance. Upholding boundaries can prevent burnout and stress, contributing to a more sustainable, productive work environment where employees feel valued and supported. This practice is integral to fostering a culture where wellness is a priority.
Lo principal es tener trabajo, Después ya se puede hacer analizar sobre el tema.Es principal el tener trabajo así se puede ver qué se puede hacer
To build a wellness-focused team culture, start by promoting work-life balance with respect for working hours, breaks, and personal time. Implement wellness programs that include fitness classes, stress management, and healthy eating initiatives. Create a supportive environment where team members feel comfortable discussing wellness and personal challenges. Encourage regular breaks to reduce stress and boost focus, and provide resources for mental health support, like counseling or mindfulness sessions. Promote physical wellness through activities like gym memberships or walking meetings.
As a leader you should have a goal in mind, the plan should be a group effort. When planning solicit in put from the team at as many levels as reasonably possible. Without this your plan may brief well and execute poorly. Solicitation also creates buy in from team members. It’s not “your plan” or “my plan” it becomes “our plan”. I have found that this improves performance when individuals can see their ideas play out. These individuals have a personal vested interest to see their idea work. This is just one approach and one humble opinion.
To foster a wellness-focused team culture, prioritise work-life balance, promoting breaks and effective time management. Offer wellness programs or mindfulness workshops. Lead by example with healthy habits and encourage others to do the same. Encourage open communication about well-being, support diverse needs with flexible policies, and recognise those prioritising wellness. Cultivating a culture valuing wellness leads to a happier, more engaged, and productive team.
Mental wellness is not a new issue. It has been around for years, but like so many other illnesses we are continuing to learn more about its existence, contributors, and treatments. Society is getting better, but there still continues to be a machismo attitude that mental illness is for the weak. This stigma keeps those suffering from it in silence, it prevents some from seeking help, and in some cases it adds to the statistics of workplace suicide. The best way to rid ourselves of the stigma is by normalizing the conversation. Normalize checking in with employees. Normalize wellness checks and questionnaires. Normalize admitting our own issues. Normalize the pathways to recovery.
Establishing a wellness-focused work culture relies on leaders at the top exemplifying and prioritizing their own mental and physical well-being. Leaders actively model a healthy work-life balance, highlighting the significance of self-care. By openly discussing strategies for stress management and wellness, the aim is to destigmatize these conversations within the team. This approach conveys the message that self-care is not just accepted but essential for success. Leaders play a crucial role in setting the tone for a positive work culture, emphasizing that prioritizing wellness is integral to effective leadership.