How do you support the well-being and development of your employees in a changing work environment?

Supporting employees development is not only a smart thing to do for the business, but imperative for the sustainable growth of that individual and society at large. When we employ new people, the initial form they complete before any interview has an important question that requires them to state what their ambitions are in 1, 5 and 10 years. When a person states that they want to be in a certain position in 5 or 10 years, we look at where they are in and agree on a path for them to attain that goal from day 1. Where there is need to send that person to trainings outside the business, we do that. In most cases, the individual's personal goals become aligned to the business goals that eventually creates a win/win situation.

It's really no different than in a static environment. Be a strong leader who gets to know their employees personally, meet with them 1:1 weekly (camera on if you're remote) - and not just for project updates. Check on them, what they want - what makes them stay, what would make them want to leave. This establishes trust so when someone is going through something, they are apt to open up. Create a development plan with your employee. Each has a responsibility. Development doesn't have to mean a promotion - it can be a special project, job shadowing, time to do learning, be a mentor - get a mentor, stretch assignments, etc. Think outside the box. Set goals, set dates, follow up and stay invested in the employee's development.

Being included in a work group is much harder when we are working remotely and a continent away from our colleagues. The learning curve is much more gradual due to the absence of hearing your peers talk about products or processes over lunch or coffee at the office. It takes a bit longer to break in and takes more effort, but it is possible to eventually gain the needed knowledge and insights.

Actively foster a culture of inclusivity within organizations. Consider initiatives such as diversity training, mentorship programs, and Employee Resource Groups (ERGs) to promote a sense of belonging among employees.

Inclusivity and engagement: Feeling included and valued enhances employee morale and commitment to the organization. Diversity's impact: A diverse and inclusive workplace fosters innovation and different perspectives.

Cultivate belonging through open dialogue, diverse perspectives, and genuine connections, fostering an inclusive space where everyone feels recognized and valued. Best practices involve mentorship opportunities, continuous feedback channels, and promoting an environment where every voice is heard and appreciated.

Creating a culture of belonging in the workplace environment is vital to the success of any organization. My firm’s mandate is to empower employers on menstrual health issues. With the increasing number of women transitioning through menopause at the prime of their careers, it is important to ensure that employers are educated on menstrual health and how it can affect their employees. This helps to better support them through this natural transition. Our training is especially important in enabling male employees to be more sensitive and empathetic towards their female colleagues, paving way for female employees to thrive in their careers for as long as THEY wish to without discrimination or feeling embarrassed.

Psychological safety is a cornerstone of creating a culture of belonging. Encouraging employees to express their ideas and concerns without fear of retribution fosters trust and inclusivity.

Do you have a best friend at work? Having a "best friend" at work contributes to a thriving employee experience and to communication, commitment and other outcomes. Research suggests that these relationships provide a greater sense of well-being. This is a contributing factor to greater job satisfaction, higher engagement, higher-quality of work.

Encourage diversity: Promote diversity in hiring, decision-making, and team compositions. Open communication: Foster an environment where all voices are heard and respected. Recognition and appreciation: Acknowledge and celebrate diverse contributions and achievements.

Normalize talking about failure. Employees are tired of pretense, of hyping up their projects since failure is looked at with disdain and the whole cultural transparency goes for a toss. Establish a culture that rewards failures and learnings and enable collaboration with no fear/insecurity. Culture-Productivity, win-win.

Building resilience in a team is a crucial aspect of leadership development and culture transformation. It's not just about fostering a growth mindset, but also about creating a safe and supportive space where employees feel valued and encouraged to take risks. Authenticity is key here - leaders must model the behaviors they wish to see, including self-care, openness to feedback, and a commitment to ongoing learning. Furthermore, it's important to respect work-life balance and not overemphasize drive and ambition, as this can lead to burnout. Instead, promote relationship building and a culture of mutual support and collaboration.

'Resilience' is more about having a strong community around you than anything else. We can learn all the stress management and resilience techniques we like but none of them can hold a candle to consistent support from those close to us. Connect with your team, connect them to each other, and communicate open and honestly at every turn and you'll create a resilient unit

Establishing a culture of listening underpins the resilience of an organisation. Enable leaders in the organisation to be more visible and accessible - either face-to-face or using digital communications channels. Give the green light for employees to raise their thoughts and concerns. Let people express themselves honestly and authentically - talking about experiences to enable learning and growth. By creating an open communication culture, an organisation becomes more elastic. It can absorb shocks and bounce back quickly. It can become faster, better and bigger.

Uma pesquisa da Harvard Business Review revelou que colaboradores satisfeitos são 31% mais produtivos, 85% mais eficientes e 300% mais inovadores. Ou seja, investir no bem-estar dos colaboradores também gera retorno financeiro para as organizações. É uma via de mão dupla. Dessa forma, aproveite os benefícios oferecidos pela sua empresa e motive os colaboradores a adotar hábitos saudáveis, como se hidratar, manter uma dieta balanceada e praticar exercícios regularmente. Algumas empresas, por exemplo, incluem pausas no calendário dos colaboradores para incentivar o relaxamento durante o horário de trabalho, permitindo que eles espaireçam, se alonguem e retomem as atividades com suavidade, encerrando o dia satisfeitos.

Encouraging teamwork and open communication among team members can significantly bolster resilience. When individuals feel connected and supported by their colleagues, they are better equipped to navigate challenges and setbacks. Foster a sense of camaraderie by organising team-building activities, facilitating peer support networks, and encouraging mutual mentorship. A collaborative atmosphere not only strengthens resilience but also cultivates a sense of unity, making the team more adaptable and cohesive in facing adversities.

I actually agree wholeheartedly with this statement. I will also add that even as a seasoned leader, you can still learn to improve your leadership skills/style from the team that you serve.

One of the areas which is often neglected when it comes to organisational change is actually assessing ‘how much change, can this team now bear’. We have all experienced to varying degrees multiple collective traumas through natural disasters, COVID19, wars, economic stress. Many of us have faced ongoing uncertainty for years which impacts on how we show up at work and our capacity to navigate change. Change management practices need to change and integrate trauma-informed practices to support staff wellbeing in a meaningful way.

The key to supporting employee well-being and development lies in unwavering transparency. It's about maintaining open, honest communication at all levels, ensuring that every team member feels informed and involved. By being transparent about company changes, challenges, and strategies, we create a trust-based culture where employees feel secure and valued. This openness not only helps in managing uncertainties but also empowers employees to contribute their ideas and feedback, fostering a collaborative and adaptive workplace. Transparency isn't just a policy; it's the foundation of a supportive and dynamic work culture

This is so true - and I would add, how much change does the team want to bear? Capacity for change may be apparent in a strong, well-functioning team - and that is latent energy: is it used for further change or for consolidation?