Posts Tagged ‘employee wellbeing’
At some point, all leaders will be severely tested as they nurture a variety of personalities. To get the best out of your team when times are tough, it’s important to have strategies in place.
I have these three suggestions to help you.
1. Coach performance, not results
When he managed Wigan Athletic, Roberto Martinez had a very limited budget at his disposal. Remarkably, they survived in the Premier League season after season and were finally relegated at the same time as being crowned FA Cup champions. Read the rest of this entry »
Work-related stress is defined as a harmful reaction people have to undue pressures and demands place on them at work. A report by the Health and Safety Executive for 2011/12 says that 40% of reported work-related illnesses are caused by stress.
Of course, some stress can be good for people. It takes us out of our comfort zones and into our stretch zones – a place of personal and professional growth.
And while not all types of stress are negative, it’s useful to focus on something positive we can do to combat it.
Be positive to be resilient
Obviously – and this sounds simplistic – positive emotions drive wellbeing. But there’s a catch: For every negative emotion we must have three positive ones. Read the rest of this entry »
Indra Nooyi, Marissa Mayer and Ursula Burns are examples of high profile women with very successful global careers. The chair and CEO of Pepsico, president and CEO of Yahoo, and chair and CEO of Xerox have reached the top of their game, but the route to get there can’t have been easy.
If you’re a woman who aspires to a senior position, working internationally, what challenges will you face and how can you overcome these?
Pressure on personal relationships
Last year in Argentina, career transition expert Bruno Matarazzo ran 20% of the country’s expat programmes. This helped secure roles for the partners of women who had moved to Argentina to take up positions with international companies. Although it made financial sense for couples to relocate, Matarazzo reported that partners typically struggled with their feelings of self-esteem, which proved a challenge for women when embarking on their new role. Read the rest of this entry »
Come with me, if you will, into the ‘dark satanic mills’ of the mid-19th century. The lot of the working folk is a bad one and families give up their children into apprenticeships to ensure that they are fed and clothed in some manner. Working conditions are terrible, accidents are rife, and industrial diseases common. It is at this time that factory inspectors are first employed, in an attempt to stem the flow of child deaths.
The biggest sporting event of the year is kicking off on the 27 July, and organisations have been busy making sure that sufficient processes and procedures are in place so that business can carry on as normal.
But it should not stop there. As the Olympics kick off, HR professionals have a huge opportunity to make their mark and use this as a way to drive change and demonstrate how investing in the health and wellbeing of staff can improve business performance. From a business and individual perspective, the timing is perfect to push the importance of health, energy and performance. Here are some simple steps to help you implement a wellbeing programme that will improve the performance of your business:
The recent Beecroft proposals on no-fault dismissal have been described as controversial to say the least. Notably, business secretary Vince Cable described the report as ‘bonkers’ and suggested that implementing its recommendations would leave the ‘dead hand of fear’ hanging over employees.
Feel the fear – or leave
Dr Cable’s point seems to be, rather obviously, that living with fear is something employees would not want, and creating such an environment would be morally unacceptable. While I agree with him, others point to the net creation of jobs, declaring: ‘Times are tough, take the job and the fear, or leave it’.
Moral considerations aside, there is a sound business case for avoiding an unpleasant emotional climate in the workplace. Put simply, the amount of positive and negative feelings that an individual experiences has a direct influence on the extent to which that individual will flourish or languish. This applies to business teams, too. Read the rest of this entry »