Wellbeing at workplace and mental health

Wellbeing at workplace

1. TITLE:- Importance of wellbeing at the workplace Wellbeing  is not just the absence of disease or illness. It's a complex combination of a person's physical, mental, emotional and social health factors ..

2. Importance of Wellbeing Programs at the Workplace Improved Employee Health Mental health programs help in early identification and treatment of issues like anxiety, depression, and stress. This leads to healthier employees who can perform better at their jobs. Increased Productivity Employees with good mental health are more focused, motivated, and efficient. This results in higher productivity and better quality of work. Reduced Absenteeism and Turnover Providing mental health support can reduce the rates of absenteeism and turnover, as employees feel more supported and are less likely to take sick leave or quit. Enhanced Employee Engagement Wellbeing programs show that the company values its employees, which increases job satisfaction and engagement. Engaged employees are more likely to be committed and loyal to the organization. Positive Workplace Culture Mental health programs foster a supportive and open culture where employees feel comfortable discussing their issues and seeking help. This can lead to stronger team dynamics and a more positive work environment.

3. Issues Faced by Employees at Workplace Conflict with Colleagues Conflicts between coworkers can create a tense and unproductive work environment, leading to decreased morale and collaboration. Stress and Burnout High workloads, long hours, and lack of work-life balance can lead to chronic stress and burnout, negatively impacting employee well-being and performance. Lack of Motivation When employees feel disconnected from their work or lack a sense of purpose, it can lead to a decline in motivation and productivity. Difficulties with Management Ineffective management, poor communication, and a lack of support from supervisors can create challenges for employees and hinder their ability to thrive in the workplace. Absenteeism and Turnover High levels of absenteeism and employee turnover can disrupt workflow, increase workloads for remaining staff, and negatively impact the overall productivity and success of the organization.

4. Conflict Between Employees 1 Issues Disagreements and misunderstandings Personality clashes Competition and jealousy 2 Strategies to Resolve Conflicts Preparation Initial Contact Joint Session Planning Joint Mediation Session Discussion and Exploration Negotiation and Problem-Solving Formulate & Review the Agreement Closing Statement by Mediator Follow-Up & Evaluation 3 Key Considerations Confidentiality Impartiality Voluntariness

5. Real Life Based Strategies to Resolve Conflicts 1 Preparation Understanding the conflict , like why it occurred (e.g.. Miscommunication) and what are the probable solutions to it. 2 Initial Contact Meet with each party separately to understand their perspectives to understand their point of view. 3 Joint Session Planning Explaining the mediation process, set ground rules (no interruption, respectful communication), schedule the mutually agreed session. 4 Joint Mediation Session Understand the conflict, set objectives, give each party a chance to speak. The key steps in resolving conflicts between employees include thorough preparation, initial individual meetings, joint session planning, and the actual joint mediation session. During the joint session, it's important to understand the root causes of the conflict, set clear objectives, choose a neutral mediator, and give each party an opportunity to present their perspective without interruption. Establishing ground rules and consequences for breaking them helps ensure a productive and respectful dialogue.

6. Discussion and Exploration 1 Explore Key Issues Example lack of clear communication between both parties or miscommunication 2 Generate Options Brainstorm potential solutions and enabling the employees to themselves come up with possible solutions will serve the purpose of counseling. 3 Evaluate Options Pros and cons of each alternative 4 Find Common Ground Identify areas of mutual agreement The key steps in this phase of the conflict resolution process include exploring the key underlying issues that may be contributing to the conflict, such as miscommunications or frustration displacement. The parties are then encouraged to generate a range of potential solutions and alternatives through brainstorming. These options are then carefully evaluated, considering the pros and cons and the interests and needs of both parties. Finally, the mediator helps the parties identify areas of common ground that can be built upon to develop mutually acceptable solutions.

7. Follow-Up & Evaluation Schedule Follow-Up Meetings Arranging follow-up meetings to monitor progress, address any emerging issues, and provide on-going support. Evaluate the Process Assess the effectiveness of the mediation process. Eg. Assigning a joint task can reveal if there is still conflict between two parties. Confidentiality Ensure that all discussions during the mediation process remain confidential. Impartiality The mediator must remain neutral and unbiased throughout the process. Voluntariness Participation in mediation should be voluntary, and both parties should be willing to engage in the process.

8. Stress and Burnout 1 Issues Excessive workload Unrealistic deadlines Lack of work-life balance 2 Strategies Time Management Training, Mindfulness and Relaxation Techniques, Workload Distribution, Encourage Breaks, Organization-Level Initiatives, Providing free of cost tour packages to the employees to reduce employee turnover and absenteeism and help employees rejuvenate

9. TECHNIQUES TO TACKLE STRESS AT WORKPLACE EMPLOYEES/INDIVIDUAL ORIENTED STRATEGIES FOR COPING WITH STRESS ORGANIZATIONAL ORIENTED STRATEGIES FOR COPING WITH STRESS . GOAL AND PURPOSE OF STRESS MANAGEMENT

10. STRATEGIES FOR STRESS MANAGEMENT - ACCEPTANCE OF STRESS/STRESSFUL SITUATION Alter the stressed situation If a person cannot avoid a stressful situation, he may try to alter it. Figure out what can do to change things, so the problem does not present itself in the future. Adapt to the stressor If a person cannot change the stressor or the cause, change yourself. You can adapt or adjust according to stressful situations and regain your sense of control by changing your expectations and attitude. Accept the things you cannot change Some sources of stress are unavoidable. We cannot prevent or change stressors such as the death of a loved one, a severe illness, or a national recession. Acceptance may be difficult, but it is easier or much better than railing against a situation you cannot change in the long run. REJUVENATING THE EMPLOYEES - AS STRESS CAUSES DEPRIVATION OF PHYSIAL AND PSYCHOLOGICAL RESOURCES 1 Healthy ways to relax and recharge Go for a walk; spend time in nature; call a good friend; sweat out tension with a good workout; write in your journal; take a long bath; light a scented candle; savor a warm cup of coffee or tea; play with a pet; work in your garden; get a massage; curl up with a good book; listen to music; watch a comedy. 2 Connect with others Spend time with positive people who enhance your life. A healthy support system will buffer you from the adverse effects of stress. Share your feelings. 3 Keep your sense of humor alive This includes the ability to laugh at yourself. The act of laughing helps your body fight stress in several ways.

11. FREQUENTLY ADOPTED STRATEGIES FOR STRESS MANAGEMENT 1 Time management Effective time management can help reduce stress by prioritizing tasks and ensuring that important deadlines are met. 2 Avoid unnecessary stress Not all stress can be avoided, and it is not healthy to avoid a situation that needs to be addressed. 3 Enter in physical activities Engaging in physical activities, such as brisk walks, jogging, or exercise, can help relieve stress. 4 Relaxation techniques Practicing relaxation techniques, such as breathing exercises, Pranayam, or JPMR, can help manage stress. 5 Assertiveness training/Say 'NO' to additional unimportant requests Learning to say "no" to additional, unimportant, or irrelevant requests can help reduce workload and stress. 6 Planning a Vacation Going on a vacation and spending time with nature and family/friends can help heal and rejuvenate.

12. FOSTERING POSITIVE BEHAVIOUR Eat a healthy diet Well-nourished bodies are better prepared to cope with stress, so making them mindful of what they eat. Suggesting employees, Start a day right with breakfast filled with all the essential nutrients, to keep their body active and energetic, and mind clear with balanced, nutritious meals throughout the day. Avoid alcohol, cigarettes, and drugs Self-medicating with alcohol or drugs may provide an easy escape from stress, but the relief is only temporary. Explaining the employees about the temporary relief. Asking them to not avoid or mask the issue at hand; deal with problems head-on and with a clear mind. Adequate sleep Sleep provides proper rest to the body and helps combat stress.

13. ORGANIZATIONAL ORIENTED STRATEGIES FOR COPING WITH STRESS Flexible time Allowing workers to start or end the workday earlier or later can reduce work/life stress, especially for working parents. Flextime can also reduce the stress of commuting in rush hour traffic. Job sharing It allows at least two people trained to perform each job, enabling each employee to time off without losing productivity. Work from home Working from home can result in higher morale and job satisfaction and lower employee stress and turnover. The prime reason for this is that working at home provides employees more control over how they do their work. Working at home also helps workers better manage work/family demands. Longer lunch hours Extending the lunch hour may help discourage snacking and fast food. Adequate time may also encourage time for calming or other stress-reduction activities such as walking.

14. EMPLOYEE ASSISTANCE PROGRAMS (EAPs) EAPs (Employee Assistance Programs) EAPs are typically offered by the HR department as part of the employer's health insurance plan to assess and address personal issues that affect employee performance and productivity. Issues can range from substance abuse to family problems, and EAPs often include counseling benefits. EAPs for substance abuse can reduce workers' compensation claims, employer healthcare costs, and absenteeism. Stress management programs Conducting stress management programs at the organizational level to create awareness about stress and make employees learn stress management techniques. Physical activities planned in job design The body can release stress better through physical exertion. As physicians suggest, indulging in any physical activity is recommended during job design.

15. Counseling Strategies to Reduce Absenteeism and Turnover Identify the Causes Understand the underlying reasons for absenteeism and turnover through employee surveys, exit interviews, and data analysis. Develop a Supportive Counseling Framework Create a confidential and non-judgmental environment where employees feel comfortable discussing their concerns. Address Work-Related Issues Identify and address any work-related factors contributing to absenteeism and turnover, such as workload, job responsibilities, or work environment. Enhance Work-Life Balance Implement policies and programs that support employees' work-life balance, such as flexible schedules, remote work options, and parental leave. Improve Workplace Culture Foster a positive and inclusive work environment that values employee well-being and recognizes their contributions. Provide Health and Wellness Programs Offer resources and support for employees' physical and mental health, such as on-site fitness facilities, counseling services, or wellness workshops. Enhance Communication and Feedback Encourage open and transparent communication between managers and employees, and provide regular feedback to address concerns and identify areas for improvement. Address Specific Absenteeism Issues Develop targeted strategies to address the root causes of absenteeism, such as chronic illness, family responsibilities, or job dissatisfaction. Address Specific Turnover Issues Identify and address the specific factors leading to employee turnover, such as lack of career advancement opportunities or competitive compensation. Monitor and Evaluate Continuously monitor the effectiveness of the counseling strategies and make adjustments as needed to ensure they are addressing the root causes of absenteeism and turnover.

16. Address Specific Turnover Issues 1 Exit Interviews Conduct thorough exit interviews to understand why employees are leaving and identify trends or common issues. 2 Retention Plans Develop personalized retention plans for key employees, addressing their specific needs and career aspirations. 3 Competitive Compensation Ensure that compensation and benefits packages are competitive and aligned with industry standards.

17. Addressing Presenteeism: When Presence Doesn't Equal Productivity Increased Errors Employees who are present but not functioning at their best are more prone to mistakes, which can result in rework, accidents, or quality issues. These errors can have financial costs and damage the organization's reputation. Higher Costs and Team Dynamics The indirect costs of presenteeism, such as reduced efficiency, can be higher than absenteeism. Long-term health issues from not taking adequate rest can lead to higher healthcare costs. A sick employee may slow down team progress and affect overall team performance, and other team members may have to take on additional work, leading to stress and potential burnout. Negative Impact on Team Dynamics Encouraging presenteeism can negatively impact employee morale and well-being. Employees may feel pressured to attend work despite illness, leading to long-term dissatisfaction and disengagement. How to deal with it ? Regular Meetings:** Hold regular team meetings to discuss progress, issues, and updates. Open Door Policy:** Encourage an open-door policy where employees feel comfortable discussing concerns with management. Continuous Feedback Systems:** Implement a structured feedback system for continuous improvement

18. CASE STUDY “ Effective Employee Engagement in the Workplace” Done by Schrita Osborne & Mohammad S. Hammoud Walden University published in I nternational Journal of Applied Management and Technology 2017, Volume 16 , The study emphasizes the role of effective communication in fostering a positive bond between leaders and employees. The case study was conducted in Jackson, Mississippi, focusing on leaders in a long-established organization. By providing non-financial rewards, recognizing achievements, and ensuring job stability, organizations can enhance employee satisfaction and engagement . Employee engagement is defined as the emotional investment employees make in their organizations. It is the passion, involvement, and motivation they bring to work, which they use to guide their work. Engaged employees identify with the goals of the organization and align their own goals with the organization’s goals. Employee engagement is vital for organizational success. Engaged employees are more productive and contribute positively. Determinants include job involvement, trust, and mentoring. Key actions to enhance engagement:

19. Practical Actions Used I n C ase S tudy T o Enhance Employee Engagement Communication and Recognition Organizations should focus on rewards and recognition, empowering employees, and building strong bonds between leaders and employees. These elements can significantly impact organizational profit, employee retention, and overall performance. Leaders must understand the relationship between employee engagement and profitability and invest in strategies that improve engagement. Leveraging Leadership Effective leadership is pivotal in improving employee engagement. Leaders should be authentic, communicative, and supportive. They must balance moral perspectives with interpersonal relationships to create a healthy leadership-employee dynamic. Leadership that provides vision, direction, and continuous learning opportunities can significantly boost employee engagement. Organizational Culture A psychologically safe workplace fosters engagement. Organizations should develop training programs to enhance skills and create a meaningful workplace environment. Engaged employees, who have an emotional connection with the organization, are more productive and contribute to the organization's success. Leaders must ensure that the organizational culture supports engagement through effective communication, trust-building, and recognizing employees' contributions.

20. Improving employee well-being yields better organizational outcomes than material perks. It boosts morale, productivity, and retention, reducing absenteeism and healthcare costs. Employees who feel valued and supported are more engaged and motivated, fostering a positive work environment and enhancing overall performance and innovation within the organization.