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A workplace where the right people are recruited to the right positions – not only because they have the right skills, but because they fit the team where they are being placed.

A workplace where tools to enhance employees’ social, mental, and emotional resilience are provided. Where regular “How are you?” meetings are held, with no more than three months in between, to make sure everyone is happy and engaged, and that there are no lurking conflicts.

A workplace where employees feel valued, guided and supported, and where work/life balance isn’t just a trendy term, but a reality. Imagine a workplace where honest and transparent communication is encouraged and in which all team members feel comfortable, safe and supported.

Am I talking about a fictional utopia? Unfortunately, for many of today’s workplaces, the circumstances are very different and the above is a far-away place of wishful-thinking.

How are you dealing with challenges, which are not “just part of being a leader”?

The challenges leaders are facing in workplaces today are many – they fill a book, not a couple of paragraphs. In countless situations, what the person you report to requires of you, and what your team needs from you, is vastly different.

Work/life balance is a pipe dream and employees’ disengagement leads to absenteeism and resignations resulting in lack of productivity and a failure to create profitability. Worst of all, no-one is taking responsibility; it’s a blame game and there is little structure and limited processes in place to be able deal with conflict. There are insecurities and lack of trust between management and employees.

‘4 Pillars of Workplace Prosperity’

What if there was a way to turn it all around? A way to not only strive towards, but achieve, that utopic destination of workplace prosperity that are summarised in our ‘4 Pillars of Workplace Prosperity’:

  1. Employees and the businesses values aligning, and heading in a clear strategic direction
  2. All stakeholders’ entitlements are being met, and all feedback is welcomed
  3. Training and personal and professional development are being offered on a regular basis to both enhance hard skills (tasks related to your employees’ job description) and soft skills (how to effectively interact and work with other people)
  4. A work environment that does not impact an employee’s mental health during or outside work hours.

Where do you start?

It starts by asking some tough questions about your current situation, your employees’ wellbeing, as well as the company’s profitability:

  • Have you got the right people in the right roles? i.e. do you take into account employees’ communication styles, introverts and extroverts, preference for autonomous work vs collaboration and so on, when slotting people into roles within your company?
  • What is your current feedback process for your stake-holders? And are you meeting their expectations in a way that satisfies them, you, and your team?
  • How would you describe your employees’ current personal and professional development plan? Are there processes to help nurture and develop personal and professional development long term? Do you have the right processes in place or are you flying by the seat of your pants?
  • How do you ensure an environment that supports your employees’ mental health? Are things like emotional and social resilience considered? Are there clear guidelines for dealing with conflict? Are your leaders approachable?

These questions aren’t easy to face nor are they easy to answer. Often, the answers will evade you and working towards a solution might seem just too overwhelming.

Avoid being part of the statistics below

In accordance with a Gallup study:

  • 60-70% of employees are not engaged or actively disengaged
  • 30-40% of managers spend 1/3 of their time on dealing with conflict
  • Disengaged employees had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects
  • In organizations with a bad workplace culture experienced 18% lower productivity, 16% lower profitability, 37% lower job growth, and 65% lower share price over time.

(Businesses with highly engaged employees compared to business with disengaged employees enjoyed 100% more job applications).

In accordance with beyondblue:

  • Only 50% of employees think that their workplace in mentally unhealthy
  • 1 in 3 will at some point in their life experience depression or anxiety and a stressful working environment can trigger these.

A fresh set of eyes can be beneficial. Our Workplace Prosperity Program sees us working intensively with your business on a weekly or fortnightly basis for six months. Over this period your employees will gain a deep level of self and social awareness through 15 interactive group sessions & individual sessions as well as ongoing support.

If you are ready to work towards workplace prosperity and gain a clear advantageous edge over your competitors, let us be the ones to assist you in achieving your goals. Let us remove everyday obstacles within your team that are jeopardising your employees’ mental health and your company’s profitability. Why not start the conversation within your company today? It is a clear win-win scenario.

If you would like to receive a hard copy of our new brochure, please send your email to prosperity@venusconsulting.com.au

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Michella Francis is the founder and managing director of Venus Consulting. With extensive experience in conflict resolution, Michella’s expertise is helping employers create a harmonious and productive workplace environment.

Her qualifications in neuroscience and PRISM Brain Mapping (behavioural preferences assessments) have seen her develop a range of unique programs including the new ‘Workplace Prosperity Program’.

Michella is also a Nationally Accredited Mediator specialising in Workplace Mediation as well as Family Law Mediation.

If you would like to know how you can maximise productivity, inspire innovation and collaboration in a drama-free working environment, please contact Michella on mfrancis@venusconsulting.com.au or on 1300 30 40 18.