• 减少缺勤
    【伦敦】员工健康体验应用平台GoJoe获得280万欧元融资,推动现代工作场所的健康和健身活动 领先的健康和健身员工体验应用 GoJoe 宣布完成最新一轮 280 万欧元的融资,以在数字健康和健身市场实现增长。 本轮融资由 Venrex Partners 领投,Amrock Ventures 和 Hellen's Rock Ventures 跟投。GoJoe 还得到了 Superbet Ventures 以及包括奥运选手 Alistair Brownlee MBE 和足球运动员兼教练 Michael Carrick 在内的天使投资人的支持。 GoJoe 活跃于 150 多个国家,其开发理念是社会联系能促进健康。该应用程序利用游戏化和社会责任来激励和鼓舞用户实现更好的身体、精神和社会健康,同时帮助全球企业应对与员工健康有关的挑战和不断上升的成本。 GoJoe 拥有创新的应用程序功能,包括游戏化的虚拟团队挑战、市场首创的 50 种不同活动的加权积分系统、实时跟踪地图以及与名人和专业运动员一起进行虚拟训练的能力,它打破了地域、语言、技术和体能的障碍,为任何地方的企业提供真正全球化和包容性的福利,同时还提供员工援助计划和健康保险,所有这些都集中在一个地方。 GoJoe 联合创始人 Will Turner 说:"我们非常高兴能获得领先企业的投资,这些企业曾帮助我们扩大了一些非凡的业务并打造了家喻户晓的品牌。近年来,我们已经证明,像我们这样的社交产品可以为个人和他们工作的公司带来巨大价值。这笔投资对 GoJoe 来说是一个巨大的机遇,我们很高兴 Redrice Ventures、Venrex Partners 和 Amrock Ventures 能与我们一起踏上下一阶段的征程。投资不仅能让 GoJoe 增加资源以支持其发展,还能扩大其覆盖范围,支持企业应对在现代工作场所面临的健康和健身挑战。 GoJoe 的产品对健康产生了重大影响,尤其是对以前相对不活跃的用户。个别企业客户发现,超过 61% 的员工报告其身体、精神和社会健康状况有了显著改善,这些趋势在久坐不动和稍微活跃的人群中最为明显,在某些情况下,GoJoe 看到以前久坐不动的用户的活动水平提高了 800%。 GoJoe 旨在满足全球、分散和多样化劳动力不断变化的身心健康需求,目前正与领先的健康保险公司合作,量化其产品对降低发病率、索赔和保费的影响,并与人力资本管理系统整合,量化身心健康对减少缺勤的影响。 Venrex 风险投资者Alistair Russell补充说:"我们很高兴能与 GoJoe 在体育和消费领域的交汇点合作。我们特别高兴能利用我们在其他成功的消费和体育相关初创企业(如 Ellipse Data 和 Revolut)的投资经验。这个团队体现了我们在 Venrex 合作过的最成功创始人的许多特点。
    减少缺勤
    2024年07月09日
  • 减少缺勤
    【HR术语】什么是员工健康(What is employee wellbeing?) 什么是员工健康? 员工幸福感是指专业人员在心理、情感和身体健康方面的综合状态。根据盖洛普研究人员的研究,员工幸福感包括五个核心组成部分: 职业幸福感。人们对工作职责的满意度,以及他们每天在工作中花费时间的方式。 社会福祉。与朋友和家人建立健康、有意义的关系。 财务健康。能够成功管理个人财务。 身体健康。有健康的体魄和充沛的精力来维持基本功能和完成任务。 社区幸福。与他人建立联系,对所居住的地方有归属感。 人力资源领导为什么要关注员工福利? 作为公司最宝贵的资产--员工的监护人,人力资源部门应优先考虑员工的福祉。 幸福超越了健康。它表明员工在个人生活和工作中全面发展、发挥最佳功能并实现自身潜能。 员工健康和幸福有哪些优势? 身心健康可以增强心理耐力、情商和应变能力--这是提高生产力、创造力和效率所必需的三项软技能。 因此,员工身心健康是高绩效工作、蓬勃发展的员工队伍和成功企业的基石。 员工身心健康在很大程度上有助于: 实现目标 承担风险 为出现的挑战找到实用、明智的解决方案 减少缺勤 提高员工留任率和参与度 减少医疗开支 蓬勃发展的企业文化 人力资源领导者如何促进员工福利? 如果您想把员工的健康放在首位,就应将其作为公司文化的一部分。虽然每个人都必须关注自己的健康,但人力资源部门可以通过强调健康是一种工作价值来鼓励员工的健康。以下是将健康融入公司工作方式的三种方法: 平衡工作与娱乐。虽然保持工作流程是提高生产力的必要条件,但人不是机器人。要有精力工作,就必须有时间娱乐。组织员工徒步旅行或公园野餐等促进情绪、社区建设和社交聚会,让员工有机会充电和重新建立联系。 培养感恩之心。人力资源领导者可以通过表彰和感谢员工的辛勤工作和取得的成就来鼓励员工之间的友情和有意义的工作经历。表达谢意可为工作社区注入良好的氛围和意义。 鼓励正念。正念为明智的决策、高质量的工作、更好的沟通和发散思维奠定了基础。养成正念的习惯有助于人们调节情绪和思想。团队可以在开会前通过集体呼吸练习或冥想来练习正念。为了在个人层面上支持正念,公司可以指定一个房间或花园作为无技术区,让人们有安静、不受干扰的独处时间。 制定有效的员工福利计划和措施有哪些技巧? 虽然整合一个通用的健康计划可能很诱人,但还是要尽量考虑贵公司的具体需求。您可以通过以下方式做到这一点: 确定问题所在。这些问题可能包括职业倦怠、缺乏目标和动力以及工作与生活失衡。 评估影响福利的主要障碍。也许是管理不善、工作量过重,或者是工作场所的价值观不一致,阻碍了员工实现身心健康。 评估员工幸福感低的代价。缺乏幸福感会如何影响生产力和底线? 规划福利计划。贵公司目前正在采取哪些行动来促进员工身心健康,这些措施与内部和外部基准相比有何不同? 实施量身定制的健康计划。健康计划应为员工提供切实可行、量身定制的解决方案,应对他们面临的挑战和不同的人生阶段。例如,该计划可包括员工援助计划(EAP)、辅导和导师机会或个人财务咨询机会。 如何有效衡量员工福利? 幸福是综合的,因此您需要收集幸福拼图的所有部分,才能看到完整的画面。让我们来看看一些评估和衡量幸福感的方法: 通过脉搏调查收集反馈。通过提出正确的问题,人力资源部门可以了解团队成员的健康状况。与某一具体问题相关的问题,如果能让员工对自己的感受进行评分,就能提供有用的答案。开放式问题也能提供见解,但要确保有时间和资源来阅读和处理每个答案。调查可以包括涉及薪酬、参与度、归属感、工作量和职业目标等主题的问题。 跟踪员工数据。虽然数据不能反映一个人的内心挣扎,但它可以说明面临的挑战,如高缺勤率或低生产率--潜在潜在问题的迹象。 简短的检查。人力资源部门或经理可以定期与专业人士会面。无论是当面交谈还是通过视频聊天,都能提供调查和数据无法显示的反馈信息。 员工福利如何改善公司文化? 欣欣向荣的员工构成了欣欣向荣的企业文化。当整体的每个部分--每个人--都处于健康状态时,他们就能高效地工作,与团队成员有效合作,并为积极而充满活力的企业文化做出贡献。 以下为文章原文: What is employee wellbeing? Employee wellbeing refers to a professional’s holistic state of mental, emotional, and physical health. According to Gallup researchers, employee wellbeing includes five core components: Career wellbeing. The satisfaction people feel with work responsibilities and how they spend their time at work every day. Social wellbeing. Engaging in healthy, meaningful relationships with friends and family. Financial wellbeing. Being able to manage personal finances successfully. Physical wellbeing. Having health and energy for basic functioning and accomplishing tasks. Community wellbeing. Having a connection with others and feeling a sense of belonging in the place you live. Why should HR leaders care about employee wellbeing? As guardians of a company’s most valuable asset—its people—employee wellbeing should be a priority for HR. Wellbeing goes beyond health. It indicates that people are thriving holistically, functioning optimally, and actualizing their potential in their personal lives and at work. What are the advantages of employee health and wellbeing? Wellbeing can support mental stamina, emotional intelligence, and resilience—three soft skills necessary for productivity, creativity, and efficiency. Thus, employee wellbeing is the bedrock of high-performance work, a thriving workforce, and a successful business. Employee wellbeing largely contributes to: Goal achievement Risk taking Finding practical, intelligent solutions to challenges that arise Decreased absenteeism Increased retention and engagement Reduced healthcare expenses A thriving company culture What can HR leaders do to promote employee wellbeing? If you want to make your people’s wellbeing a priority, make it part of your company culture. While everyone must take care of their health, HR can encourage wellbeing by emphasizing it as a work value. Here are three ways to infuse wellbeing into your company’s approach to work: Balance work with play. While maintaining workflow is necessary for productivity, people aren’t robots. To have energy for work, there must be time for play. Organizing mood-boosting, community-building, and social gatherings, such as staff hikes or park picnics, gives people a chance to recharge and reconnect. Cultivate gratitude. HR leaders can encourage camaraderie and meaningful work experiences by recognizing and thanking people for their hard work and accomplishments. Communicating appreciation infuses good vibes and meaning into the work community. Encourage mindfulness. Mindfulness sets the foundation for smart decision-making, high-quality work, better communication, and thinking outside the box. Making mindfulness a habit helps people regulate their emotions and thoughts. Teams can practice mindfulness through group breathing exercises or meditations before conducting a meeting. To support mindfulness on an individual level, companies can designate a room or garden as a tech-free zone for people to have quiet, uninterrupted alone time. What are some tips for building effective employee wellbeing programs and initiatives? While it may be tempting to integrate a generic wellness program, try to consider your company’s specific needs. You can do so by: Identifying the problem areas. These may include burnout, lack of purpose and drive, and work-life imbalance. Evaluating the major barriers to wellbeing. Perhaps there is poor management, too heavy a workload, or a misalignment of workplace values preventing people from achieving a state of wellbeing. Assessing the cost of low employee wellbeing. How does a lack of wellbeing affect productivity and the bottom line? Planning a wellbeing program. What actions is your company currently taking to promote wellbeing, and how do these initiatives compare with internal and external benchmarks? Implementing a customized wellness program. The wellness program should provide practical, tailored solutions for staff, addressing their challenges and different life stages. The program could include, for example, an Employee Assistance Program (EAP), coaching and mentorship opportunities, or personal financial advising opportunities. How can you effectively measure employee wellbeing? Wellbeing is integrative, so you’ll need to gather all pieces of the wellbeing puzzle to see the complete picture. Let’s look at some ways to assess and measure wellbeing: Gather feedback through pulse surveys. By asking the right questions, HR can narrow in on team members’ state of wellbeing. Questions that relate to one specific issue and give people the option to rate how they’re feeling on a scale can provide helpful answers. Open-ended questions can also offer insightl, but make sure you have the time and resources to read and address each answer. Surveys can include questions that touch on topics such as compensation, engagement, belonging, workload, and career goals. Keep track of workforce data. While data doesn’t reflect a person’s internal struggles, it can illustrate challenges such as a high rate of absenteeism or low productivity— signs of a potential underlying issue. Brief check-ins. HR or managers can routinely meet with professionals. Getting together to talk, whether in person or through video chats, can provide feedback that may not have been apparent through surveys and data. How can employee wellbeing improve company culture? Thriving people make up a thriving company culture. When each part of the whole—each person—is in a state of wellbeing, they can work productively, collaborate effectively with team members, and contribute to a positive and vibrant culture.
    减少缺勤
    2024年06月17日
  • 减少缺勤
    【HR术语】什么是工作充实?(What is job enrichment?) 什么是工作充实? 工作丰富化是一种激励策略,其重点是使人们从事的工作更有价值、更令人满意。更具体地说,工作丰富化为个人成就提供了更大的空间、更具挑战性的工作、更多的责任以及个人成长和发展的机会。 我们都希望对自己所从事的工作感觉良好,但只有 15%的人对自己的工作感到投入。这就是工作丰富化发挥重要作用的地方,它能让团队成员更快乐、更有动力。 工作丰富化的例子 人们喜欢挑战、被接受和被重视的感觉。人力资源经理需要采取正确的工作充实策略来持续促进这种感觉,从而培养职场参与度。 那么,该从哪里入手呢?有帮助的是,这些策略可分为四大类和技巧: 增加职位的难度和责任。例如,可以让团队成员在日常工作中拥有更多的自主权或控制权。 增加需要新技能的新任务。这将有助于增加角色的趣味性,促进团队成员的专业和个人发展。 让团队成员参与决策过程。这应该与团队成员的工作或部门相关,能让他们感觉到自己在工作中更有价值、更投入。 提供培训机会,促进职业发展。这样,员工就能在现有技能的基础上更上一层楼,避免停滞不前。 工作丰富化和工作扩大化有什么区别? 工作充实和工作扩展这两个词经常被混淆。我们知道,工作充实是指让工作变得更有趣、更有挑战性、更有回报--其中大部分涉及在工作中增加更有意义的任务。 然而,工作扩大化是指增加工作的广度,增加更多难度或技能水平相似的任务。这被认为是纵向的工作扩展,即在某一技能范围内增加职责,从而减少无聊感,但并不一定能提高工作积极性。 从本质上讲,这两种策略都是为了提高工作满意度,但工作丰富化是通过使工作更复杂、更有价值来实现的,而工作扩大化只是使工作更多样化。 工作丰富化有哪些好处? 以下是丰富工作内容能改善员工体验的好处: 提高工作满意度 当任务变得更加复杂、更有意义时,工作内容的丰富化会使工作更有满足感,从而使团队成员更加快乐,工作环境更加积极向上。 成功留住人才 对工作的满意度意味着你的优秀人才不太可能离开。这可以降低与高离职率相关的成本,也意味着企业在顶尖人才的掌舵下不断向前发展。 减少缺勤 美国雇主每年每小时员工的旷工成本为 3,600 美元。因此,当团队成员有参与感时,他们就会更加投入、更有动力,并随时准备投入最佳工作。 继任规划和职业发展 对员工提出挑战意味着你可以看到他们真正的潜力和能力。大家都知道,从公司内部招聘人才的成本效益要高得多,而丰富工作内容则是一种简便的方法,可以让你感觉到哪些人非常适合在未来担任更高级别的职位。 授权带来生产力 当人们感到自己有能力时,生产力就会开始飙升。授权有助于建立自尊,而自尊来自于自主、信任和责任。 工作丰富化有哪些挑战? 工作丰富化有很多好处,但与任何事情一样,它也伴随着潜在的挑战: 技能组合错位。新的任务和职责必须与团队成员的职业目标相一致。如果团队成员对复杂的任务不感兴趣,或者根本就不在自己的技能范围内,就会导致不满情绪的产生。 增加工作量。如果管理不当,工作丰富化可能会造成任务超负荷,从而导致倦怠。关键是要为员工提供资源和支持,以应对增加的责任。 需要培训和支持。承担新的技能和复杂的任务可能意味着团队成员需要额外的培训和持续的支持。这就需要对预算和资源管理进行细致的前瞻性观察,以确保培训成本不会飙升。 人力资源技术如何帮助丰富工作内容? 人力资源技术可以成为工作丰富化道路上的盟友。它可以帮助识别员工的优势和能力,使他们更容易匹配具有挑战性和满足感的任务和角色。反过来,这也可以通过识别准备好进行角色转换的人员,支持继任规划和职业发展。 提供反馈和认可空间的人力资源平台是工作丰富化的一个关键部分,尤其是在人们追求新技能和接受挑战的时候。为同事点赞是一种很好的激励方式,能让人们对自己的工作感到满意。 与此同时,人力资源平台还可以提供反馈功能,如员工满意度调查。这可以让您监测工作丰富化的效果如何,以及哪些方面需要改变。 以下为文章原文: What is job enrichment? Job enrichment is a motivational strategy that focuses on making the work people do more rewarding and satisfying. More specifically, job enrichment gives greater scope for personal achievement, more challenging work, more responsibility, and the opportunity for personal growth and development. We all want to feel good about the work we’re doing, yet only 15% of people feel engaged with their work. This is where job enrichment plays a vital role, leading to happier, more motivated team members. Examples of job enrichment People like to feel challenged, accepted, and valued. HR managers need to adopt the right job enrichment strategies to facilitate this on an ongoing basis, so they can nurture workplace engagement. So, where to start? Helpfully, these strategies fall into four main categories and techniques: Increasing the level of difficulty and responsibility of a role. This could involve giving a team member more autonomy or control over their day-to-day tasks, for example. Adding new tasks that require new skills. This will help make the role more interesting and add to the team member’s professional and personal development. Making team members part of the decision-making process. This should be related to their job or department and can help people feel more valued and invested in their work. Offering training opportunities to propel career development. So people can build on their existing skillset and stop stagnation from creeping in. What’s the difference between job enrichment and job enlargement? Job enrichment and job enlargement are terms that often get confused. We know that job enrichment is about making a job more interesting, challenging, and rewarding—and much of this involves adding more meaningful tasks into the mix. However, job enlargement involves ramping up the breadth of a job and adding more tasks of a similar level of difficulty or skill. It’s thought of as vertical job expansion, where adding responsibilities within a skillset reduces boredom but doesn’t necessarily increase motivation. In essence, both strategies aim to increase job satisfaction, but job enrichment does it by making a job more complex and rewarding, while job enlargement simply makes a job more varied. What are the benefits of job enrichment? Here are the benefits of job enrichment that will improve the employee experience: Greater job satisfaction When tasks are more complex and meaningful, job enrichment makes the job more satisfying—and you get happier team members and a more positive working environment as a result. Success with retaining talent Satisfaction in a job means your top talent will be less likely to leave. This can reduce the costs that are linked with high turnover rates, and also means that the business keeps moving forward with top talent at the helm. Reduced absenteeism Absenteeism costs U.S. employers $3,600 per hourly employee per year. It makes sense that when team members feel engaged they will be more present, more motivated, and turn up ready to do their best work. Succession planning and career pathing Challenging people means you can see their true potential and capabilities emerge. As you know, it’s far more cost-effective to recruit from within your company—and job enrichment is an easy way to sense-check who would be a great fit for higher-level roles in the future. Empowerment leads to productivity When people feel empowered, productivity starts to soar. Empowerment helps to build self-esteem, which springs from autonomy, trust, and responsibility. What are the challenges with job enrichment? Job enrichment comes with many benefits, but—like everything—it comes with potential challenges: A misalignment of skillsets. It’s important that new tasks and responsibilities are in line with a team member’s career goals. Loading on complex tasks that aren’t of interest, or simply aren’t within a person’s skillset can actually lead to dissatisfaction. Increased workload. When not managed properly, job enrichment can cause an overload of tasks that could result in burnout. It’s key that employees are given the resources and support to handle the increased responsibility. A need for training and support. Taking on new skills and complex tasks may mean a team member needs extra training and ongoing support. This will need careful foresight to watch over budget and resource management to make sure training costs don’t spiral. How can HR tech help with job enrichment? HR tech can be an ally on the road to job enrichment. It can help identify the strengths and abilities of employees, making it easier to match them with tasks and roles that are challenging and satisfying. In turn, this can also support succession planning and career pathing by identifying the people who are ready for a role shift. An HR platform that gives space for feedback and recognition is a key part of job enrichment, especially as people are reaching for new skillsets and taking on challenges. Giving kudos to colleagues can be a great way to motivate and make people feel good about their work. Alongside this, HR platforms can offer a feedback feature such as an employee satisfaction survey. This lets you monitor how well job enrichment is working—and what needs to change.
    减少缺勤
    2024年03月19日
  • 减少缺勤
    【HR术语】什么是员工援助计划?(What is an employee assistance program?) 什么是员工援助计划(EAP)? 员工援助计划,简称 EAP,是以工作为基础的计划,旨在发现并帮助团队成员应对可能阻碍他们在工作中发挥最佳水平的个人挑战。 从人际关系问题、心理健康问题到药物滥用问题,员工援助计划都是一个组织致力于营造健康、心理稳定和提高生产力氛围的象征。 员工援助计划范例 EAP 可以根据每个工作场所的独特需求进行调整和定制。它们可以包括一系列服务,例如: 保密咨询。为员工提供一个安全的避风港,让他们可以就个人和工作相关的问题和压力获得指导。 法律指导。为从家庭法到财务问题等各种法律情况提供可靠的建议。 健康计划。通过以健康为中心的举措(如健身房会员资格和营养咨询)提升员工的幸福感。 转介服务。帮助您的团队成员找到有用的外部资源,如康复中心或托儿服务。 财务咨询。允许员工获得财务规划方面的援助,尤其是在人生重大转折时期。 员工援助计划的益处 员工援助计划可为团队成员和组织带来多种益处: 提高士气和工作效率。EAP 可以通过解决对员工的注意力产生负面影响的任何个人问题来提高工作效率。 减少缺勤。有了 EAP,许多导致缺勤的问题都会得到解决,缺勤率也会大幅下降。 增强工作场所的心理健康。EAP 通常会提供心理健康服务,营造一个更健康的工作空间,让员工认识到健康心理的重要性。 减轻工作压力。EAP 提供压力管理资源,有助于营造更轻松的工作环境。 留住员工。通过为个人问题提供支持,企业可以提高团队成员的忠诚度,降低员工流失率。 员工援助计划的缺点 尽管员工援助计划有很多好处,但它也有一些潜在的缺点: 费用。实施和维护 EAP 可能会造成经济负担,尤其是对小型企业而言。 利用率低。团队成员可能会因为缺乏认识、认为有污点或担心保密性而不使用该计划。 有效性。EAP 的成功取决于服务质量。如果服务质量不佳或处理不当,该计划可能不会有效,反而会浪费时间和金钱。 如何实施员工援助计划 推出有效的 EAP 是一个精心策划的过程,涉及多个步骤: 第 1 步:确定需求 首先要对团队成员进行调查或组织焦点小组,以了解他们的需求以及造成他们压力的原因--无论是经济压力、工作与生活的平衡、人际关系问题还是心理健康问题。这有助于您定制 EAP,以应对团队面临的具体挑战。 第 2 步:选择计划 现在是时候选择一个能满足团队需求的 EAP 了。这可以是由人力资源部门管理的内部计划,也可以是由第三方专家提供的外包计划。 第三步:沟通 既然您已经选择了 EAP,下一步就是向您的团队成员介绍它。您可以通过电子邮件、通讯或团队会议等各种沟通渠道,让他们了解该计划的所有细节、服务和好处。营造鼓励使用的环境。其中至关重要的一点是向团队成员保证计划的保密性,减轻他们可能存在的任何潜在恐惧。 第四步:培训 除了沟通,提供培训课程或研讨会向团队成员介绍 EAP 也很重要。他们应该知道如何使用该计划,并了解该计划能为他们做些什么。 第 5 步:监控和调整 实施 EAP 并不是整个过程的最后一步;计划的成功取决于持续的监控和调整。定期收集团队成员的反馈意见,审查计划的使用率和成果。它是否有助于减少压力和缺勤?团队成员是否更满意,工作效率是否更高?根据这些信息,您可以做出或大或小的调整,帮助改进 EAP,确保它始终对每个人有益。 EAP 如何影响公司文化? EAP 可以对公司文化产生积极影响。除了员工的职业贡献之外,EAP 还能传达企业对员工福祉的真诚关怀。 通过提供管理个人和职业挑战的工具,EAP 营造了一个包容、支持的环境,其结果往往会提高团队的满意度、参与度和忠诚度,从而促进充满活力的公司文化。 营造更快乐、更健康的工作环境 通过全面了解什么是员工援助计划,我们可以利用它的益处创造更健康、更有弹性的工作环境。 员工援助计划提醒我们,我们的团队成员不仅是员工,也是在复杂生活环境中摸爬滚打的真实的人。通过为他们提供支持,我们投资于组织的力量和整体幸福感,并帮助建立强大、持久的公司文化。 以下为文章原文: What is an employee assistance program (EAP)? Employee assistance programs, or EAPs for short, are work-based programs designed to identify and assist team members in handling personal challenges that might be holding them back from performing their best at work. From relationship troubles and mental health issues to grappling with substance abuse, EAPs are a symbol of an organization’s dedication to cultivating an atmosphere of wellness, mental stability, and boosted productivity. Employee assistance program examples EAPs can be adapted and tailored to fit every workplace’s unique needs. They can include a range of services such as: Confidential counseling. Offering a safe haven for your people where they can get guidance for both personal and work-related issues and stresses. Legal guidance. Providing reliable advice for legal situations, from family law to financial issues. Wellness programs. Promoting employee happiness through health-centric initiatives such as gym memberships and nutritional counseling. Referral services. Helping to connect your team members to helpful external resources, like rehabilitation centers or childcare services. Financial advice. Allowing access to aid for financial planning, particularly during significant life transitions. Employee assistance program benefits EAPs provide a wide range of benefits for both team members and the organization: Boosted morale and productivity. EAPs can elevate productivity by addressing any personal issues that are negatively impacting an employee’s focus. Reduced absences. With access to EAPs, absenteeism can significantly drop as many issues leading to absence get resolved. Enhanced mental health in the workplace. EAPs often incorporate mental health services, fostering a healthier workspace that embraces the importance of a healthy mental state. Less workplace stress. Offering resources for stress management, EAPs can contribute to a more relaxed work environment. Employee retention. By providing support for personal issues, an organization can increase team member loyalty and reduce turnover. Disadvantages of employee assistance programs Despite the fact that EAPs come with multiple benefits, EAPs do come with a few potential downsides: Expense. Implementing and maintaining EAPs might be a financial burden, especially for smaller businesses. Under-utilization. Team members might not use the program due to a lack of awareness, perceived stigmas, or confidentiality concerns. Effectiveness. The success of an EAP depends on the quality of services. If subpar or mishandled, the program might not be effective and can be a waste of both time and money. How to implement an employee assistance plan Rolling out an effective EAP is a carefully planned process involving several steps: Step 1: Identifying needs Start with conducting surveys or hosting focus groups with team members to understand their needs and what is causing them stress—whether that’s financial stress, work-life balance, relationship troubles, or mental health concerns. This helps you to tailor your EAP to address the specific challenges facing your team. Step 2: Selecting a program Now it’s time to choose an EAP that caters to your team’s needs. This could be an in-house program managed by your HR department, or it could be an outsourced program provided by a third-party specialist. Step 3: Communication Now that you’ve selected your EAP, the next step is telling your team members about it. You can let them know all of the details about the program, its services, and its benefits through various communication channels like emails, newsletters, or team meetings. Create an environment that encourages its usage. A crucial aspect of this is to assure team members about the confidentiality of the program, alleviating any potential fears they may have. Step 4: Training In addition to communication, providing training sessions or workshops to introduce the EAP to your team members is important. They should know how to access the program and understand what it can do for them. Step 5: Monitoring and adjusting Implementing the EAP is not the final step of the process; the program’s success depends on continuous monitoring and adjusting. Regularly gather feedback from team members and review the usage rates and outcomes of the program. Is it helping to reduce stress and absenteeism? Are team members more satisfied and productive? Based on this information, you can make small or large adjustments that help to improve the EAP and ensure it remains beneficial for everyone. How do EAPs impact company culture? EAPs can positively influence a company’s culture. They communicate the organization’s genuine care about employee wellbeing, beyond their professional contributions. By offering tools to manage personal and professional challenges, EAPs cultivate an inclusive, supportive environment with the result often leading to increased team satisfaction, engagement, and loyalty—contributing to a vibrant company culture. Fostering a happier, healthier working environment Through a comprehensive understanding of what an employee assistance program is, we can harness its benefits to create healthier, more resilient workplaces. EAPs remind us that our team members are not just employees but real people navigating through complex life situations. By supporting them, we invest in the strength—and the overall happiness—of our organization and help build a strong, lasting company culture.
    减少缺勤
    2024年03月12日
  • 减少缺勤
    提升员工福利和幸福感的七个关键 在当前的职场环境中,对员工的关怀不仅仅是提供基本的福利和津贴。雇主们意识到,关注团队的健康和心理福祉不仅是人类的行为,也是明智的商业行为。 为什么这么说呢?因为当员工有积极性和良好的状态时,他们就会对工作充满热情。这并不是一个简单、好听的理论;事实证明,培养工作满意度和员工满意度的组织始终会取得更好的业绩。 在本文中,我们将探讨全面关爱员工的理念。本文将分为七个关键方面,每个方面都涉及员工生活的一个重要部分,以及在这些方面的投资不仅能让员工更快乐,还能创建一个以员工为本的组织。 1. 支柱 1:身体健康 对于人力资源专业人士、决策者和首席执行官来说,确保员工的全面福祉非常关键,因为身体健康是这种福祉的第一支柱,实际上也是员工健康及其生产力整个概念的主要支撑。 各组织可以通过举办研讨会,宣传经常参加体育锻炼和营养均衡饮食的必要性,从而促进健康的工作场所,鼓励员工采用健康的生活方式。这对员工的整体健康和工作表现都会产生积极影响。 世界卫生组织的一项研究显示了促进体育锻炼的经济效益。在促进身体健康方面每投入 1 美元,就能在医疗保健方面节省 3.20 美元,回报显著。认识到员工健康与经济责任之间的这种联系并付诸行动,是培养一支稳定的高绩效员工队伍的基本步骤。 2. 支柱 2:职业健康 对于人力资源专业人员、管理人员和团队领导而言,了解并培养员工的职业幸福感至关重要,因为它可以直接影响员工对自身角色的看法、工作满意度以及组织的成功。 将职业幸福感放在首位的原因在于,让员工感到自己的技能不仅得到了认可,而且还得到了积极的发展,从而产生使命感和满足感。那些投资于支持专业成长和创造职业晋升机会的项目的组织,其员工的参与度会明显提高。 盖洛普公司的一项研究表明,87% 的千禧一代认为专业发展和职业成长机会是他们选择工作的重要因素。承认这些方面并将其纳入战略,是使个人职业抱负与公司集体成功相一致的关键。 3. 支柱 3:财务状况良好 人力资源专业人员和首席财务官必须关注财务健康。 现在的问题是:应该优先考虑财务福利吗?财务压力会对员工产生重大影响。它不仅会影响员工的钱包,还会影响他们的整体健康,进而导致压力。为了解决这个问题,许多决策者正在引入财务健康计划。这些计划通常包括预算研讨会和退休规划帮助等实用元素。 这些举措的积极成果显而易见。建议投资改善员工财务健康状况的首席财务官们发现,他们的工作效率提高了,缺勤情况也减少了。普华永道的 "2020 年员工财务健康调查 "显示,56% 的员工认为财务压力会严重影响工作。解决财务健康问题不仅能缓解个人压力,还有助于提高员工的专注度和参与度。 4. 支柱 4:社会福祉 在工作场所获得认可和建立社区感会直接影响员工的满意度和参与度。 优先考虑社会福祉的原因显而易见。积极包容的工作文化会提高员工的满意度。有了社区感和包容性,就能为团队成员之间的协作和支持创造条件。 Harvard Business Review的一项研究表明,在工作中拥有稳固社交关系的员工,其参与度要高出七倍。对人力资源专业人士来说,投资于工作中的社会福利计划具有实际优势,是一项战略性举措,旨在提高员工满意度,培养一支更加敬业的员工队伍。 5. 支柱 5:社区福利 积极参与社区服务和社会责任倡议会影响员工士气,从而形成积极的组织文化。 当组织和行业领导者将社区服务融入其企业文化时,就会提高员工的满意度和使命感。 德勤志愿服务调查显示,89% 的员工一致认为,支持志愿服务活动的组织能提供更好的工作环境。了解社区福祉与员工满意度之间的联系并付诸行动,不仅是一种社会责任,也是人力资源专业人员和组织期待培养一个更加积极、目的性更强的工作场所的战略举措。 6. 支柱 6:情感幸福 "实现职场梦想的最佳途径是照顾好自己的情绪"。我们都知道,心理健康是幸福感的一个重要组成部分,而那些致力于提供咨询服务和压力管理计划等资源的组织也看到了实际的好处,比如员工缺勤的情况减少了,从挑战中反弹的能力提高了,这在竞争激烈的商业世界中确实很突出。 世界卫生组织的一项研究强调了投资心理健康的经济效益。在治疗常见的心理健康问题上每花费 1 美元,就能在改善健康和提高生产力方面获得 4 美元的可观回报。对于人力资源专业人士和决策者来说,认识到情绪健康问题并将其纳入组织战略不仅是一种富有同情心的做法,也是一种明智的投资,可以提高员工的健康水平、应变能力和工作效率。 7. 支柱 7:以目标为导向的幸福感 对于首席执行官和组织而言,承认并整合目的驱动型幸福感具有重要意义。 优先考虑目标驱动型幸福感的基础是认识到个人价值观与工作相一致的深远影响。将目标感融入使命和价值观的企业,员工会更加坚定地投入工作。这种由共同目标感驱动的承诺有助于提高员工保留率。 Imperative 公司和 LinkedIn 公司进行的一项调查显示,认同其角色使命感的员工更有可能留在当前的雇主身边。对于寻求提高员工承诺和长期参与度的人力资源专业人士和决策者来说,将目的驱动型倡议纳入组织计划不仅是一项战略决策,也是一个文化因素。 取得成功: 照顾员工的明智之举 关爱员工不仅是做正确的事,也是明智之举。数据和实例表明,投资于员工福利的方方面面都会带来好处和积极影响。 员工不仅能提高工作效率,还有助于降低医疗成本。我们知道这似乎是一种幻觉,但这正是全面关爱员工的实际优势所在。 在现代工作场所,事情可能会变得复杂,确保员工的快乐和健康不仅是一件很好的事情,也是在竞争激烈的商业世界中脱颖而出的必要条件。
    减少缺勤
    2024年02月06日