Kingsdown’s Post

🌟 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲: 𝐀 𝐆𝐚𝐦𝐞 𝐂𝐡𝐚𝐧𝐠𝐞𝐫 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧 & 𝐎𝐮𝐭𝐩𝐮𝐭 🌟 Imagine your team includes: - A 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐦𝐨𝐭𝐡𝐞𝐫 juggling deadlines and daycare. - A 𝐟𝐚𝐭𝐡𝐞𝐫 pulling double duty to support his family. - A 𝐬𝐨𝐧 caring for a bedridden parent at home. For them, flexibility isn’t just a perk – it’s a 𝐥𝐢𝐟𝐞𝐥𝐢𝐧𝐞.. Restricting employees to strict hours can drain motivation and stifle their potential. On the other hand, when you give your team 𝐫𝐞𝐚𝐬𝐨𝐧𝐚𝐛𝐥𝐞 𝐟𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲, it’s a clear message: 𝑾𝒆 𝒕𝒓𝒖𝒔𝒕 𝒚𝒐𝒖. And what happens when employees feel trusted? They bring their best selves to work, producing quality results. 💡 Let’s start embracing flexibility, not just as an HR trend but as a responsibility. It's time to create environments where our teams can thrive and be held accountable for results, not just time. ⏳ #HR #Leadership #Flexibility #EmployeeWellBeing #Trust #Productivity

Over the past few years, since I started sharing my expertise on this platform, I’ve noticed a trend every time "Mental Health Month" rolls around. Executives and founders frequently reach out to ask why their employee engagement surveys show poor results regarding mental health and well-being. Despite their efforts—like adding an extra day off per quarter, installing a pool or ping pong table, or including more "happy hour" events—they’re still puzzled by the negative feedback. Then, I ask them about their compensation structure... I usually get a "huh" or a "umm... well depends on where they (employee) lives...". 😕 Then, I ask them to share some feedback they have received around compensation and pay structure. Usually, the responses are: "Well, who doesn't want more money?? I know I do haha" and then, I cringe (sometimes visibly, sometimes not). And every year, this is my advice: 🗣 𝐏𝐚𝐲. 𝐘𝐨𝐮𝐫. 𝐏𝐞𝐨𝐩𝐥𝐞. 𝐄𝐪𝐮𝐢𝐭𝐚𝐛𝐥𝐲. 𝐍𝐨𝐭 𝐣𝐮𝐬𝐭 𝐚𝐭 𝐭𝐡𝐞 𝐛𝐚𝐫𝐞 𝐦𝐢𝐧𝐢𝐦𝐮𝐦 𝐦𝐚𝐫𝐤𝐞𝐭 𝐬𝐭𝐚𝐧𝐝𝐚𝐫𝐝𝐬. 𝘐𝘧 𝘺𝘰𝘶𝘳 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴 𝘢𝘳𝘦 𝘴𝘵𝘳𝘶𝘨𝘨𝘭𝘪𝘯𝘨 𝘵𝘰 𝘤𝘩𝘰𝘰𝘴𝘦 𝘣𝘦𝘵𝘸𝘦𝘦𝘯 𝘱𝘢𝘺𝘪𝘯𝘨 𝘧𝘰𝘳 𝘶𝘵𝘪𝘭𝘪𝘵𝘪𝘦𝘴, 𝘧𝘰𝘰𝘥, 𝘰𝘳 𝘳𝘦𝘯𝘵 𝘦𝘢𝘤𝘩 𝘮𝘰𝘯𝘵𝘩, 𝘯𝘰 𝘯𝘶𝘮𝘣𝘦𝘳 𝘰𝘧 𝘩𝘢𝘱𝘱𝘺 𝘩𝘰𝘶𝘳𝘴 𝘰𝘳 𝘴𝘶𝘱𝘦𝘳𝘧𝘪𝘤𝘪𝘢𝘭 𝘱𝘦𝘳𝘬𝘴 𝘸𝘪𝘭𝘭 𝘤𝘰𝘮𝘱𝘦𝘯𝘴𝘢𝘵𝘦 𝘧𝘰𝘳 𝘵𝘩𝘢𝘵 𝘴𝘵𝘳𝘦𝘴𝘴. Better yet, be transparent about how compensation is calculated and what factors are considered. Paying employees equitably and above market standards directly contributes to enhanced mental well-being. For ex. when employees are fairly compensated, they can source affordable therapy and develop a long-term collaborative relationship with a mental health professional. They are not in a constant state of anxiety, trying to figure out which bills they can pay or not pay for the month. Fair financial compensation allows them to focus on their job and find purpose in their role. 𝐘𝐨𝐮 𝐜𝐚𝐧'𝐭 𝐚𝐝𝐯𝐨𝐜𝐚𝐭𝐞 𝐟𝐨𝐫 "𝐦𝐞𝐧𝐭𝐚𝐥 𝐰𝐞𝐥𝐥-𝐛𝐞𝐢𝐧𝐠" 𝐚𝐧𝐝 "𝐩𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐬𝐚𝐟𝐞𝐭𝐲" 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐢𝐟 𝐲𝐨𝐮𝐫 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐚𝐫𝐞 𝐟𝐨𝐫𝐜𝐞𝐝 𝐭𝐨 𝐜𝐡𝐨𝐨𝐬𝐞 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐰𝐡𝐢𝐜𝐡 𝐛𝐚𝐬𝐢𝐜 𝐧𝐞𝐞𝐝𝐬 𝐭𝐡𝐞𝐲 𝐜𝐚𝐧 𝐚𝐟𝐟𝐨𝐫𝐝 𝐭𝐨 𝐦𝐞𝐞𝐭 𝐞𝐚𝐜𝐡 𝐦𝐨𝐧𝐭𝐡. 𝑩𝒐𝒕𝒕𝒐𝒎 𝒍𝒊𝒏𝒆: 𝑷𝒂𝒚 𝒚𝒐𝒖𝒓 𝒑𝒆𝒐𝒑𝒍𝒆, 𝒂𝒏𝒅 𝒑𝒂𝒚 𝒕𝒉𝒆𝒎 𝒘𝒆𝒍𝒍. 🎤 #compensation #equitablepay #hrconsulting #peopleleaders

This is an interesting article from BBC which aligns with my recent post about burnout. Check out this article on the four-day week: https://lnkd.in/e_DEszWw What are your thoughts on the four-day week - thumbs up or thumbs down? #4dayweek #workplace #worklifebalance

Many other countries have clearer rules around the "rights to disconnect" than we do. Are we running the risk of reductions in productivity & performance, along with increase risk of burnout and regrets about work-life balance in the future? https://lnkd.in/eSFF2YYv #worklifebalance #performance #productivity #switchingoff #rightstodisconnect #burnout #smallstepsleaphealth #leaphealth #workplacewellbeingworkshops #workplacehealth #healthandperformancecoaching

𝐁𝐢𝐠𝐠𝐞𝐬𝐭 𝐥𝐞𝐬𝐬𝐨𝐧 𝐄𝐌𝐏𝐋𝐎𝐘𝐌𝐄𝐍𝐓 𝐡𝐚𝐬 𝐭𝐚𝐮𝐠𝐡𝐭 𝐦𝐞: 1. HR is not your friend. They are there to protect both the employee and the company. 2. Document EVERYTHING. 3.Train and develop yourself to be relevant in that place of work 4. Everyone is replaceable. 5. Your family and mental health is more important than any job. 6. Some of your coworkers secretly hate you. 7. Never stay at one job longer than 4 years unless the pay increase is substantial. 8. Don’t let them promote you in title but not in compensation. 9. Keep your personal life private. Do not overshare. #copiedpost #corporatelife #workplace #environment #culture #worklife #worklifebalance #employement #workethics #corporateculture

With Return-to-Office plans making headway, companies are realizing that an employee’s ability to show up for work goes far beyond walking in the front door. Concerned employers are addressing the Social Determinants of Health (i.e., safe housing, reliable transportation, healthy food, clean water and air, and freedom from discrimination and racism), to support job stability and worker well-being. https://loom.ly/knJOKOA

With Return-to-Office plans making headway, companies are realizing that an employee’s ability to show up for work goes far beyond walking in the front door. Concerned employers are addressing the Social Determinants of Health (i.e., safe housing, reliable transportation, healthy food, clean water and air, and freedom from discrimination and racism), to support job stability and worker well-being. https://loom.ly/vSAM-n4

I have realised there is a lot of joy that comes with having "Time" for yourself. Out there are employers who want to employ you, fully control you because they think they pay you "fairly well" Most employees are currently not looking at climbing the coorporate ladders, but looking at making the most amount of money working by the least of hours possible so that they create majority of time to spend with family, on personal development, traveling etc. Nobody wants burnout, a wholesome lostness or spiralling in a humdrum job, depleting oneself with no back up plan, unaware of their personal welfare. Nobody delights in misery.Let's make our workspaces habitable, culturally likeable, connected and appropriately rewarding. Remember, Culture is not aspirational,(what we think or say).Culture is transactional (What we do).

Be the Change #SageAdvice #Sage300People #SageAccounting #SageAI #SagePayroll&HR #Innovative #BeTheChange #SageLife #midsizebusiness #businessfinance