As National Stress Awareness day approaches (6 November), employers are being reminded that healthy and happy workers mean a boost to the bottom line.
Although the average absence level is now 7.6 days per employee, the number of employers making changes to working patterns to try and reduce long-term absence levels has increased by 20% in the last year, according to the CIPD, the professional body for HR and people development.
This issue may seem of little immediate concern to many hard-pressed employers. Yet there are plenty of good reasons why an enlightened organisation will seek to provide some practical assistance to those employees about to retire.
Organisations as diverse as leading insurance specialists Lloyds of London and Kings College Hospital in South London, have signed up to the Mayor of London, Boris Johnson’s, London Healthy Workplace Charter in an effort to improve employees health and happiness.
In this context, companies that show they care for and value their employees are becoming employers of choice. In fact a third of employees would now consider leaving their company if they didn’t feel cared for, making wellbeing and company culture issues businesses simply cannot afford to ignore – particularly SMEs who are more vulnerable to the costs associated with staff turnover. Though these might traditionally be seen as lower priority than sales and profit margins, they are essential to successful recruitment, retention, productivity – and ultimately to the bottom line.
Most bosses understand (if only in theory) that happy employees are more productive than miserable ones. However, it turns out that many of the things that make employees happier don’t make them more productive, says Geoffrey James in Inc.
When new hires don’t work out, they end up costing companies a lot of money. This can be especially hurtful in a small-business environment. Making a bad hiring decision not only hurts your business’s bottom line, it has a negative impact on your employees and your company’s culture.
At a time when organizations are looking for new ways to build high-performance teams, perhaps they should be considering a family approach to business that emphasizes trust and values. A team work environment where camaraderie means having each other’s back and not judging one another. A workplace culture that celebrates opportunities, transparency, and the opinions of all to enrich conversations and diversity of thought. Here are five ways a leader can build a family environment to achieve excellence in the workplace.
Should employers be able to access your Facebook page as a condition of employment? If you answered yes, prepare to be unliked and defriended ? but know that, increasingly, you?re of the same mind as the people doing the hiring. That?s the stunning bottom line of this AP report, which made its way to my ...