Creating A Healthy Workplace: Insights From 5 HR Leaders On Promoting Well-Being

Explore effective strategies and real-life impacts

In our quest to foster a supportive and healthy work environment, we turned to seasoned human resources (HR) managers and directors for their insights. They shared five strategies they have implemented to promote employee well-being, from leading by example in well-being initiatives to tailoring recognition to employee preferences. Explore these approaches and discover the real-life impacts of their implementation.
 

• Lead by Example for Well-Being
• Promote Openness About Assistance Programs
• Quarterly Team Well-Being Check-Ins
• Empower and Recognize for Motivation
• Tailor Recognition to Employee Preferences

Lead by Example for Well-Being

Leaders have a direct impact on employee well-being through their own behavior. As an HR leader, there is a double responsibility to not only put in place good policies that protect employees but also to demonstrate they are committed to them. Businesses can so often make the mistake of thinking they have ticked all the boxes, but because their leadership doesn't lead by example, the policies become almost meaningless.

For example, an organization can have very clear guidelines on how they help employees maintain a healthy work-life balance, but if leaders are not actively and publicly adhering to those guidelines themselves, then they simply don't become part of the company culture. However, if leaders themselves stick to agreed working hours and set an example by demonstrating good boundaries, then there is a noticeable impact on the behavior of the rest of the team and, as a result, a positive effect on well-being overall.
 

Wendy Makinson, HR Manager, Joloda Hydraroll

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Promote Openness About Assistance Programs

To promote employee well-being, I talk openly and honestly about the Employee Assistance Program. I have invited the HR Director of Training and Development to present on the resources available to employees. I regularly email resource links to our employees and keep resource flyers at the front of the office. Because of my openness, I remember an employee thanking me after a presentation, sharing that my candor had helped her decide to reach out for help through our employee assistance program or EAP program.
 

Michelle Forstrom, HR Manager, BYU Library

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Quarterly Team Well-Being Check-Ins

Since the start of the pandemic, almost everyone has found it harder to unplug and recharge during off hours. In HR, teams have borne the weight of employee anxiety, cost-cutting, frequent strategic shifts, and reductions - all of which have increased our need to be vigilant about physical and emotional burnout for our teams.

One thing that's helped my team prioritize their own well-being is a quarterly check-in on how we work as a team. This includes making our schedules visible and blocking off non-working hours, revisiting how and when we'll contact each other during off-hours, and what our plans are for time off in the coming quarter. We can't always honor teammates' preferences, but these discussions help us help each other when it comes to our well-being.
 

Marca Clark, Senior Director, Talent & Organizational Development, New Relic

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Empower and Recognize for Motivation

Prioritizing employee well-being within my team involves staying attuned to each team member's motivations, as not everyone is equally motivated all the time. Individuals may experience fluctuations in motivation due to personal and professional life events. During such times, empowering and recognizing team members can help them feel valued and appreciated. That's why I believe in encouraging open communication and soliciting feedback from employees to foster a sense of trust and belonging.

This demands implementing well-being initiatives like on-site fitness classes, offering healthy snack options, and organizing lunchtime walks to promote healthy habits and facilitate social interactions among team members. Additionally, arranging team-building events and casual gatherings outside of work hours can further strengthen relationships and cultivate a sense of community within the team, ultimately enhancing their overall well-being at work.
 

Arundhati Chafekar, Principal Consultant, Vertical Lead – Learning and Strengths, NamanHR

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Tailor Recognition to Employee Preferences

Our recognition and reward system is tailored to ensure that team members receive genuine appreciation that demonstrates how much the company values their unique efforts. My aim is to embed a sense of belonging and social connection within the team. I have tailored my rewards approach to individual preferences.

For example, if a team member performs well and shows leadership potential, I offer opportunities such as managing new projects or taking on more responsibilities. This is my way of acknowledging their skills and preparing them for future leadership roles. Conversely, if a team member performs well but they are not interested in leadership, I increase their salary or reward them with a fully-paid vacation.

Tailoring rewards in this manner ensures that every team member feels valued and appreciated for their distinct contribution to company success.
 

Fred Winchar, Founder, Certified HR professional, MaxCash

Brett Farmiloe is the CHRO & CEO of Featured.