In vitality you often think of more exercise, feeling fit and exercising. You think less of mental vitality when it is a very important aspect of a person's overall fitness. Someone who runs 5k every day while the work pressure is much too high, may not be as vital as at first glance suggests. Work stress, poor time management and gloom can contribute to reduced vitality. How can you, as an employer, also invest in that important mental fitness of your employees? Below are five relevant tips:
Stimulate efficient work
People often spend most of their time at work. In this place they must feel good and safe in order to achieve the desired results. And feeling good is of course much more than an ergonomically well-adjusted office chair and getting coffee from time to time. Professionals often have the tendency to just keep on buffering and a focus on vitality is usually not part of that. They work on, eat a sandwich behind the desk, so do not take breaks and expect to be particularly productive. Not so. Employees who work 60 hours a week can use some time management tips. Usually a lot of overtime is not a sign of commitment but a sign of inefficiency.
"It has been said so often: happy people work better! People are even 12% more productive when they say they are happy. "
Tip for the manager: Discuss with the employee how you can help him or her in better planning and prioritizing work . And also indicate that the organization benefits more from a healthy employee who goes home in time, than an employee who will soon be home with stress complaints.
Make working happiness a priority
It has been said so often, happy people work better! Research from the University of Warwick shows that people are even 12% more productive when they say they are happy. The researchers Prof. dr. Andrew Oswald, Dr. Eugenio Proto and Dr. Daniel Sgroi himself say about this:
" We can conclude that there is a causal relationship between happiness and higher productivity ", and, " Positive emotions provide a lot of energy while negative emotions cause the opposite ".
An employer is not and can not be ultimately responsible for someone's happiness. But in the hours that the employee is at work, the employer can indeed contribute to the feeling of happiness during that specific period. Take care of fun team outings, involve people at drinks so they do not stand alone and sometimes just ask the question 'How are you?'. Take the time for a personal conversation and ask for it. Let someone do the work that he or she is good at and can be proud of. This is how the employee also feels and is taken seriously.
Encourage internal flex work
Many offices have open offices that force many people to be constantly in contact with others. As a result, there is almost always a distraction from a radio, a telephone conversation or a chat from employees. A solution to this is flexible workplaces where an employee can withdraw temporarily. That can be very nice because you can then choose silence if you need it. But why are these places so often empty? Employees feel embarrassed to isolate themselves from time to time. As if you then give the signal that you do not want to join the others. Sin! Because precisely those temporary moments of silence can help someone particularly well in stress management.
Motivate the use of the flexible workplaces by often talking about this. Explain to managers that they can emphasize this during consultations. Precisely in view of stress reduction in employees.
Avoid bore-out among employees
A bore-out is a form of extreme boredom at work and is caused by routine work, or work that is below the level of the employee. Some symptoms would be similar to those of a burn-out: fatigue and depression. It can not be the case that at every moment every employee does exactly the work he or she jumps out of bed in the morning. And there are also employees who do work that they do not like or do not challenge. Maybe these people can very well fulfill a different role within the story of your company, but then you as an employer have to be open to offer that employee another opportunity. An employee himself will not very quickly indicate that he is bored out of fear of losing his job.
Once again it is important to talk to an employee that you suspect is "bored" and to find out what he can help to find more challenges in the short term. Maybe an inspiring, external workshop or other, tasks with more responsibility, or even a completely new future planning.
"Encourage employees to go outside more often. Or go brainstorming in a room with just paper and pen. "
Stimulate offline behavior
An adult sits around his smartphone for about three hours a day, and there is also a mountain of mail every hour and we stare at our screen in the meantime. Not very healthy of course. Stimulate offline behavior, inspire people to go outside more often, take a walk, or brainstorm in a space with only pen and paper. People remember more when they think and do at the same time.
Incidentally, as an employee and as a manager you really do not always have to be available and your mail can also wait a while. Give as employer the good example, stimulate offline behavior and reduce the workload. Give the signal that it is okay to walk outside a circle, or to take an extra 15 minutes break in a different location than behind the computer. After all, you want energetic, vitale medewerkers, toch?
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Benefits for your organization:
• better understanding of strategy, policy, mission and core values
• helping new employees to get to know the organization more quickly
• effectively transfer changes within the organization
• also place the responsibility of personal development, leadership or vitality on the employee.
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