| Margaret is 49 years old. She has a bad back and | | | | when you see it, celebrate it! Give them sincere praise |
| takes pain killers to work and knows they make her | | | | immediately, be clear on precisely what is was they |
| feel drowsy but doesn't know what else to do. Paul is | | | | did, share your feelings and encourage them to keep |
| 37 and is getting divorced and feels like he is losing his | | | | up the good work. |
| family and is not sure how long he can keep things | | | | 2. Ban fast food in the workplace |
| together. He is depressed but glad of the distraction of | | | | This may sound like a harsh measure but why not set |
| work. Sarah-Jean's 3 year old daughter is sick and | | | | the standard in a big way? Think of this like a |
| wakes up several times each night. Sarah-Jean is | | | | workplace health and safety measure similar to |
| exhausted and worried but she drags herself to the | | | | banning smoking on site. Don't be afraid to let your |
| office each day. | | | | employees know what you're doing to improve their |
| These are real snapshots of people's lives and what | | | | health. "I don't want you to get diabetes or die of heart |
| can you as an employer do about this? How do you | | | | disease people!" Put up signs on the staff noticeboard |
| promote health and happiness? How do you provide | | | | and circulate emails that explain the changes and why |
| an understanding environment while still getting the job | | | | you are doing it. They may really appreciate your |
| done? These are big questions that every employer | | | | support in dietary changes. |
| needs to ask themselves at some point. Your business | | | | 3. Share your vision with your employees |
| is a direct reflection of the people who work there and | | | | Do your people know where you want to take your |
| the bottom line is that your staff will go the extra mile | | | | business? Do they understand the importance of their |
| for you if they know you care. They will perform their | | | | role? Are they personally invested in making a |
| best despite what's going on at home because they | | | | difference? Do you communicate this regularly with |
| value what you give them. The real question is, how | | | | your team? If yes, you are well on the way to a |
| does an employer do all this while still protecting their | | | | dynamic, supportive workplace culture that people will |
| dollars and cents? | | | | never want to leave. How about having a dream |
| The first step in creating a happy, healthy workplace is | | | | board in a place where everyone can see it? Or a |
| understanding your current culture - the ideas, attitudes | | | | visual chart of the progress toward the end goal with |
| and environment that you and your staff contribute to | | | | each team member represented? |
| and gain from. Workplace culture affects everyone | | | | 4. Have a health program in place |
| from part-time casual staff through to the very top | | | | Make sure each staff member knows why it's there |
| and is often one of the first things your customer | | | | and what it can do for them so they can get easy |
| becomes aware of about your business. | | | | access to health professionals and information when |
| To understand your workplace culture have a look at | | | | they need it. This minimizes personal issues impacting |
| the following questions: | | | | on work and improves quality of life. Make sure they |
| How do you view your employees? Are they a | | | | know it's confidential and private. This doesn't have to |
| necessary evil? An overhead you don't really want? | | | | be a big expense and can take many forms. How |
| Or, are they worthy individuals who form an essential | | | | about bringing a local health practitioner in to talk about |
| part of your team? Are they happy to give a little | | | | simple nutrition at your next staff meeting? Or personal |
| extra at times or do you feel they take advantage of | | | | training once a fortnight for your team? |
| what you provide? Is your business better because of | | | | 5. Have a weekly joke competition |
| the people who work in it? | | | | Laughter truly can be the best medicine and it's free! |
| How do your employees view you? Are they just | | | | It's also really, really good for our physical and mental |
| after the money and do the bare minimum to get by | | | | health. It's infectious, creates a sense of sharing and |
| or do they respect your vision and want to be part of | | | | promotes happiness. Why not host some entertaining |
| it? | | | | group physical activities? How much fun would a staff |
| Find out. Ask questions. Get feedback. Once you have | | | | belly-dancing lesson be! Team building activities allow |
| a clear picture of the culture you exist in, you'll know | | | | your staff to get to know each other, develop rapport |
| exactly what needs to change and can begin | | | | and ultimately, work together as a more cohesive unit. |
| addressing issues. To get started, here are 5 low-cost, | | | | Ask yourself how you can bring more fun into your |
| high-impact strategies that can make all the difference | | | | workplace. |
| to the health and happiness of your team. | | | | Improving the health and happiness of your team |
| 1. Acknowledge your staff as often as you can | | | | doesn't have to be expensive or time-consuming. Of |
| I'm not just talking about the big party at the end of the | | | | course, there are some limitations (you can't exactly |
| year. I'm talking about gifts, Birthday and Christmas | | | | follow people home and make sure they exercise or |
| cards, personally addressed and hand-written notes, | | | | force them to seek help) but you can create a culture |
| celebrations and of course, verbal acknowledgment. It | | | | of health and understanding in your workplace - an |
| costs nothing to say "Thank you. I appreciate what | | | | environment where your staff know that you care and |
| you did for me today" but it goes a long way toward | | | | acknowledge the pressures they have in their |
| creating an environment where staff feel recognized | | | | everyday life outside of work. Your workplace can be |
| for what they do. Finding a way to give back to your | | | | an abode of sanity for your employees, a stable, |
| team and acknowledging their input is the first step to | | | | supportive environment that recognizes and celebrates |
| creating a happy, healthy team. Do you have a formal | | | | individuality, a workplace your team feels proud of and |
| rewards program for staff? If not, why not create one | | | | a workplace they can look forward to being part of |
| and let them know about it? Look for what they are | | | | every single day. |
| doing right rather than what they are doing wrong and | | | | |