Post by account_disabled on Jan 3, 2024 15:38:36 GMT 8
Sizes across industries. Here are four steps CEOs and senior leaders can take now. Regularly take the pulse of employee well-being. Conducting quick, repeatable surveys and polls can help employers understand where workers’ stressors lie, such as work-life balance and mental health issues, and they can respond to these challenges quickly. Survey tools available to employers include , , and . Aim to keep these data collection requests as short and convenient as possible. For example, limit the pulse survey to one minute and poll two questions at the beginning of the call. Data collection should be supervised by personnel trained in the ethics of data collection and assessment responses.
Send regular messages to employees that highlight us and us. Employees pay more attention to certain messengers than others. During this crisis, hearing from a CEO via a short video message on Monday morning can be particularly impactful. Setting the direction and how to adapt to the new operating environment, what measures are in place to support employees and occasionally updating official health Job Function Email List guidance, can help create a more fearless workforce. Additionally, by using collective pronouns and language, leaders can help increase workers' sense of safety and moral support. Managers should help employees understand where to focus their time and energy. One way to do this is to have managers send calendar reminders to their teams of their priorities for the week.
Managers who support their employees in understanding how to prioritize their responsibilities and not feel overwhelmed can gain overall productivity gains. Reminding employees of individual development goals as well as team milestones and goals is one way to achieve this. These calendar reminders can also further encourage people to set aside time for lunch and breaks, or have informal catch-up meetings with colleagues. The goal is for employees to use the calendar as the go-to way to assess what needs to be done each day, rather than relying on reading the emails they receive in their inboxes as a starting point. This easy-to-implement technology will ensure employees start their day in a proactive rather than reactive manner and don't lose sight of what's important.
Send regular messages to employees that highlight us and us. Employees pay more attention to certain messengers than others. During this crisis, hearing from a CEO via a short video message on Monday morning can be particularly impactful. Setting the direction and how to adapt to the new operating environment, what measures are in place to support employees and occasionally updating official health Job Function Email List guidance, can help create a more fearless workforce. Additionally, by using collective pronouns and language, leaders can help increase workers' sense of safety and moral support. Managers should help employees understand where to focus their time and energy. One way to do this is to have managers send calendar reminders to their teams of their priorities for the week.
Managers who support their employees in understanding how to prioritize their responsibilities and not feel overwhelmed can gain overall productivity gains. Reminding employees of individual development goals as well as team milestones and goals is one way to achieve this. These calendar reminders can also further encourage people to set aside time for lunch and breaks, or have informal catch-up meetings with colleagues. The goal is for employees to use the calendar as the go-to way to assess what needs to be done each day, rather than relying on reading the emails they receive in their inboxes as a starting point. This easy-to-implement technology will ensure employees start their day in a proactive rather than reactive manner and don't lose sight of what's important.