Listening can never be over-communicated or discussed. It is the heart and soul of every successful relationship we will ever have as we walk through our journey of life. We have to listen to those around us day in and day out, even when it comes to our livelihoods. The workplace is where we spend the majority of our time, so having excellent employee communication has an especially huge impact on the way organizations operate and the overall well-being of their people. Which has been a struggle for a long time now. Historically, well-being initiatives were not considered a priority for many employers. But things are finally changing. Thankfully!
How is Employee Wellbeing Defined?
Employee wellbeing, happiness, engagement, experience, and satisfaction are all terms often used interchangeably. While they are related, they don’t mean the same things, and the strategies around how to improve them can be significantly different. When talking about employee wellbeing, think about it as the way employees’ duties, expectations, stress levels, and working environments affect their overall health and happiness. Organizations need to understand that employee well-being encompasses much more than just physical health and contributes to the overall well-being of the organization, too.
When an employee’s demeanor has changed or their mood has been affected, it can detract from not only overall productivity, but can be distracting to other employees as well. Though it can be challenging to place yourself in their shoes, creating an employee-centric culture by getting to the bottom of and listening to their needs is critical in creating retention and inclusivity.
Designate an Employee Engagement Committee
The post-light that has been shed on many work cultures gave organizations the opportunity to step back and incorporate a listening strategy to assist employees in opening up and providing critical feedback. What was once considered an option, has now become a requirement. Meaning meeting the continuous needs of those who operate it and understanding when less isn’t more.
One of the biggest obstacles I see is many organizations have well-structured teams, but not enough designated hands to address employee feedback. This ultimately leaves employees feeling like they have no one at all. It can seem like a simple task in the beginning when dispersing anonymous surveys until the responses return and reality sets in that these concerns must be categorized and actually addressed with action. But organizing a committee to be the face of employee engagement, can help alleviate the overwhelming nature of creating these initiatives and acting on concerns in order of importance. So instead of collecting employee survey responses in a vacuum, take the time to say, “Hey, thank you so much. We listened. Here’s what we’re doing, and stay tuned,” so that you’ll be better equipped to address your people.
Employee Wellbeing Makes the Difference
I received feedback from a client that after establishing roles to tackle employee feedback within their committee and implement changes, their team is now more disciplined about its priorities and more thoughtful about communication and connecting the dots for employees. Meeting every single need of every single employee isn’t realistic, but you can certainly prioritize them. And the best way to do that is to lean in, listen, and take action.