7 steps for a health-promoting work environment and great employee experience
A clear organisation with clear goals and expectations of everyone is fundamental to feel good at work. Clarity can be about goals, tasks, responsibilities, powers and priorities. Like that there is clear communication.
With the demands for flexibility and quick jerks in today’s working life and many services with a lot of their own freedom, clarity becomes even more important.
Best employeeship in practice and sustainable workplaces
By Jeanette Köster, about 4 minutes reading
In the question of what makes us feel good at work, clarity at work has previously been underestimated as a health factor. It is often the importance of one’s own control and influence to be able to control one’s work that is highlighted, but if it is not clear what to do, the benefit of control is not so great. If you do not get a clear idea of what your expectations are, it is difficult to do your job well. This means that we may run into the wrong things, double work with colleagues or that it simply becomes a bit too much. It is often strongly related to having a manageable workload.
Lifestyle factors affect how you feel at work
Include that it is more than what employees encounter at work that determines how they feel at work. Things in our lifestyle and our life outside of work also affect how we feel at work. It requires that we can illuminate the whole, ie – have a holistic perspective.
Insights and reflection provide sustainable employees
Provide knowledge to employees about how different factors affect well-being to create insights, reflection and self-leadership. By reflecting on how we are affected by different things, we can make active decisions about prioritizing working with them.
What is best for employees to strengthen?
Find out what is actually important for employees to strengthen, not just how the current situation is experienced. What gets the lowest grade in a survey is not the same as the fact that it is most important to fix for the employees.
Active co-operation, action plan
Complete the organisational action plan by letting employees formulate their own desired situation and develop activities that they themselves are prepared to contribute. Things you yourself have come to the conclusion that you want to contribute tend to get executed much easier. Therefore, we must supplement the action plan for the work environment with the employees’ perspective.
Health factors that strengthen mental health
Focus on the health factors, ie what positively affects health. Traditionally, work environment has often focused on finding risks and then avoiding them. By instead focusing on what is good. With the right focus, well-being in the workplace increases and builds the foundation for a sustainable working life.
Employee survey, pulse survey and action plan
Follow up several times a year to see that your action plan gives the results you want and re-plan otherwise. Persistence is affected by the fact that there is a response to what works and what does not. Follow up the employee survey with pulse surveys in areas that are to be strengthened. Compare with the action plan which is an active document.
Feedback for employees
Be transparent and provide feedback on investigations and follow-ups. Information creates participation and commitment.
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