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Why You Should Implement Summer Hours to Increase Employee Engagement

Have you ever considered implementing summer hours for your employees? If you haven’t, there might be some real advantages you’re missing out on.

Burnout is becoming a real problem for a lot of employees, and it’s much better that you get ahead of it instead of scrambling at the last minute when your productivity suddenly starts to drop.   

Benefits of summer hours

     – Improved flexibility for employees

     – Boost company morale

      – Summer Fridays boost productivity

      – Avoid burnout and stress overload

How to implement summer hours in your workplace

The typical time frame for summer hours is between Memorial Day and Labour Day. While you can choose to incorporate them however you want, most companies take part in “summer Fridays.” You can allow employees to take a half-day every Friday (or every other Friday depending on the nature of your company). The point is, you’re showing employees that you value them enough to give them more time to enjoy themselves outside of work—and increasing efficiency at the same time.

Questions for leaders

1.     Do you currently have a policy for summer hours? If not, what makes you hesitate to implement them?

2.     What do you do to help prevent employees from experiencing burnout? 

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.

For more information and to register: https://lnkd.in/gaSm-2vn

Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.

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Mental Health Strategy Series: Making Adjustments to Work Design

Once you conduct your employee engagement and mental health assessment, you can start to focus on adjusting the current work design. This is the stage where you get to make changes to your employee engagement strategies. 

Some of the most important ones to consider include: 

·       Resources: make sure everyone has what they need to do their job.

·       Recognition: employees tend to feel more energized when they receive encouragement.

·       Skills: take time to find out employees’ strength and put their best skills to practice.

·       Opportunity for growth: communicate with employees about important decisions and training opportunities.

·       Socialization: collaboration tools and other outlets help foster a connection and leads to improved engagement.

·       Inclusion: sometimes considered a form of mental safety, people feel more engaged when they’re included and invited to share their thoughts and ideas. 

Questions for leaders:

  • Have you made any changes recently to your work design?
  • What do you think is the most important for employee engagement and mental health?

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.

For more information and to register: https://lnkd.in/gaSm-2vn

Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.

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Redworks Blog (all posts)

Mental Health Strategy Series: Conduct an Assessment

If you want to start implementing mental health support strategies in the workplace, that’s great! But before you can do that, you need to make sure you know exactly where you stand. This is the time to reflect on current practices and do what you can to measure employee engagement. 

How to measure employee engagement:

·       Employee engagement surveys

·       Direct indicators of engagement

·       One on one meetings with employees

·       Talent review metrics

·       Goal tracking

·       Pulse surveys

·       Employee lifecycle surveys

When you put things in place to measure employee engagement, you’re going to gain valuable metrics to make improvements across your business. When you can identify strengths and challenges, you’ll gain insight into what needs to change to support mental health in the workplace. Not only will you develop a greater sense of trust with your employees, but your company culture stands to improve from the moment you begin to take action.

Questions for leaders:

  • What are you currently doing to measure employee engagement?
  • What do you think is the most effective tool for measuring employee engagement and mental health? 

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.

For more information and to register: https://lnkd.in/gaSm-2vn

Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.

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Redworks Blog (all posts)

Mental Health Strategy Series: The Role of Mental Health in the Workplace

There’s no denying that mental health and employee engagement are directly related. Things like stress, anxiety, depression, and burnout can make engagement feel impossible, even if an employee has the best intentions. 

Your employees might recognize that there is an opportunity in front of them but if they’re struggling with their mental health, they need extra support to remain engaged. In fact, according to a Public Health Agency of Canada’s Survey on COVID-19 and Mental Health, found that 30% of disability claims are related to mental health, so taking action to safeguard your employees’ wellness is more important than ever. 

You are much more likely to retain your workforce and see improved signs of employee engagement when you place a priority on mental health support in the workplace. 

Questions for leaders:

Are you noticing any signs of burnout or stress among your employees?

Are you potentially feeling it yourself?

Do you have any mental health support systems in place? 

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.

For more information and to register: https://lnkd.in/gaSm-2vn

Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.

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Redworks Blog (all posts)

How Employee Engagement Impacts Mental Health

It’s hard to get out of a rut, but once you’re out it feels amazing. This doesn’t just apply to daily life, but in your work too. When employees are more engaged at work, they usually feel more confident in what they’re doing and end up doing a better job. 

When employees are more engaged, you can expect:

–        Higher levels of confidence

–        Reduced stress and anxiety

–        Less indecisive 

Employees aren’t the only ones who benefit—if managers don’t have to spend as much time micromanaging the workplace, they form a better sense of confidence and trust with their team.

Not only that, but managers have more time to focus on their own responsibilities, leading to an overall improvement in productivity.

Develop more strategies with our Great Engagement: Engage and Mobilize Employees Training Program.

For more information and to register:  https://lnkd.in/gaSm-2vn

Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.