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8 Ways to Boost Employee Well-Being + Workplace Performance

8 Ways to Boost Employee Well-Being + Workplace Performance

The wellbeing of your employees is directly linked to productivity and how well your business performs. A happy workforce will mean that it’s easier to recruit staff, you can retain them longer, plus they will perform well while they are in your employment.

If you want to increase the wellbeing of your workforce, it’s important that measures are implemented from the top down and each line manager should be trained in the key aspects which can make the biggest differences. Let’s look at eight of these in turn.

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1. Start Right

The induction stage is a crucial aspect of workplace performance. Get this right and you will have staff members who settle quickly, who are up to speed in their job much faster and who are invested more heavily in the future success of the business.

2. Be Clear On the Job Specification

Even before you hire an employee, you need to define clearly the job specification. If this is in place before recruitment you are more likely to hire the right person, plus the employee will recognise that not only are they a great fit for the role but that their skills are being well used.

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3. Offer Training

Offering in-house and external training is a great way to improve retention and gain better-skilled staff. For the employee it’s a signal you are happy to invest in them and that you value them as part of the workforce.

4. Play Fair With Remuneration

Naturally, everyone wants to be as well paid for a job as they can. However, this doesn’t mean people are always seeking the next increase. As long as they feel their salary is fair in terms of the market rate and the business as a whole they will be satisfied.

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5. Don’t Shy Away From Appraisals

Both employees and their managers can dread appraisal time, but approached constructively it’s an opportunity for both sides to communicate about what’s being done well and what leaves room for improvement. Ensuring staff members feel heard is an important element in employee wellbeing.

6. Implement Policies and Procedures

Staff members want to know they will be treated fairly and they also expect the same for their colleagues. The atmosphere in a workplace which tolerates bullying, whether from colleagues, managers or even clients, will quickly decline. While it’s not possible to guard against this eventuality, you should ensure there are robust policies in place to deal swiftly with any issues which arise.

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7. Create a Welcoming Environment

The workplace environment is important to employee wellbeing as you want your staff members to be keen to come to work. In part, this is down to the fabric of the building and the facilities you provide. However, a big factor will be a lively and friendly atmosphere and you should do all you can to foster this, offering benefits in terms of team dinners and staff parties.

8. Pay Attention to Your Employees’ Health

Many employees will go through difficult issues relating to their home life whilst they are in your employment. Ensure you have strategies in place for dealing with this, including a designated member of staff they can speak to or a confidential telephone counselling service they can turn to, these are often included in Private Medical Insurance cover for no additional cost.

You can also take proactive steps to encourage your staff to improve their physical health. Offer subsidised gym memberships; make healthy snacks and chilled water readily available, and provide information to help people quit smoking through alternatives such as e-cigarettes or nicotine patches. With smoking being a hindrance to employee productivity, e-cigarettes are more socially acceptable and be a great method for quitting smoking for good.

Some of these steps will take time and financial investment to implement. However, you will quickly see a return in terms of a happier and more productive workforce.

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James Timpson

Marketeer

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Last Updated on March 29, 2021

5 Types of Horrible Bosses and How to Beat Them All

5 Types of Horrible Bosses and How to Beat Them All

When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

The Dream Type Of Manager

My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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“Okay…”

That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

The Complete Catalogue of Bad Managers

The Bully

My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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The Invisible Boss

This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

The Micro Manager

The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

The Over Promoted Boss

The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

The Credit Stealer

The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

3 Essential Ways to Work (Cope) with Bad Managers

Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

1. Keep evidence

Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

2. Hold regular meetings

Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

3. Stand your ground, but be ready to jump…

Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

Good luck!

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