Bridging the Gap: Helping Leaders Connect With Employees
Summer is in full swing! Whether you’re rocking a beach playlist on the way to work or floating down a river somewhere, we hope summer is treating you well. It’s been a hot one so far—we're seeing some record temps around the world. ??
Stay cool this week with some refreshing tips to serve your employees.
We were at SHRM24 and met so many amazing HR and business leaders like yourself. Your stories are encouraging and really fuels our fire to keep finding financial solutions for you and your employees.
Just look at all the smiling faces!
If you saw us at SHRM, comment down below! What did you learn at SHRM? (And yes, Kelly Clarkson lyrics count!)
Earlier this month, Gallup published their State of the Global Workplace: 2024 Report and shared some incredible findings. You know what they discovered? That 41% of employees report experiencing a lot of stress.
What's one of the best ways to fix high stress? Engaged leadership.
With employee well-being in mind, Gallup found additional information that showed when managers are engaged at work and thriving, so are employees. The kind of leaders you promote and hire have a direct impact on your business and your team’s well-being.
Gallup recommends holding leaders to seven expectations for a healthy workplace:
Leaders can go from good to great by actively working on these seven areas. Give them a try over the next few months to develop your leadership ability!
?? What did you learn from Gallup’s State of the Global Workplace report?
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Even though June was employee well-being month, you know that taking care of your employees is a year-round job. While the benefits and perks you offer may change over time, employees’ needs are constant. Here are the eight dimensions of employee well-being and how you can serve your employees in each area:
Physical: Provide reimbursement for supplement subscriptions, gym memberships or athletic entry fees (races, contests, competitions, tournaments, etc.). You can also build in flexible work hours to accommodate things like doctor's appointments and other physical health needs.
Emotional: Prioritize crystal clear communication around roles and expectations. Offer access to counseling services and other mental health resources.
Social: For on-site employees, try hosting family-friendly events and build in extra days off around holidays. If you have remote employees, set up a weekly newsletter written by multiple employees and hold virtual happy hours to get everyone talking about something other than work.
Financial: Invest in a financial wellness benefit, like SmartDollar , which teaches employees how to budget, pay off debt, and build lasting wealth.
Environmental: Talk about the mission, vision and core values often with your employees to remind them they’re doing work that matters. Hire team members who are aligned with your mission and values.
Occupational: Develop growth tracks (career plans) for every role that define how employees can grow into more senior-level or leadership roles. Conduct weekly one-on-one meetings with employees to discuss their wins, losses and action steps for growth.
Intellectual: Send employees and leaders to helpful seminars, leadership events and other educational experiences. Create opportunities for employees to share their creative outlets with their coworkers.
Spiritual: Consider spiritual well-being from a holistic perspective and leave room for people to express their spirituality within the boundaries of the workplace.
Want to dig into this topic some more? Read our LinkedIn article to better equip your team to serve every area of an employee’s life.
Stay cool during this heat wave we’re having. ??
See you next month!
Career Services Internship Coordinator @ University of North Georgia
5 个月Supporting employees' well-being enhances the company's retention rate and company performance outcomes, leading to better customer service in a caring environment.