Employees are 38% more engaged if they believe their company cares about their well-being. Managers may improve employee health and happiness by asking questions, listening, removing obstacles, and providing support and encouragement, coaching, or providing team-building and learning opportunities.

1.     Give Employees Greater Say in How They Complete Their Tasks

According to research, having little control over how work is completed is linked to not just poor mental health but also increases the risks of heart disease. Furthermore, poor job management and high demands from work raise the risk of diabetes and even fatal cardiovascular conditions.

Even little improvements in worker autonomy may have a significant impact on employee happiness. Giving workers additional training so they can then take on more duties and handle complaints from customers on their own, for instance, increased both employee effectiveness and well-being on the job, according to research conducted in a customer service contact center.

2.     Provide Workers with More Freedom in Terms of Where and When They Work

According to many studies, providing employees greater flexibility or choice over the work schedule enhances their mental health. This may be as simple as allowing for different beginning and ending hours and simpler shift swapping in tasks that must be completed on-site. A study of a Fortune 500 company showed overall health improvements for the staff as well as lower turnover for the company when IT workers were given greater control over where and when they did the work while still collaborating with their colleagues to ensure needed coordination.

3.     Make Employees’ Schedules More Consistent

Many service and retail businesses now utilize “just in time” scheduling to adapt the labor to changing demand. On the other hand, Frontline employees find it difficult to balance their personal life and family obligations due to irregular and unexpected schedules. According to research, employees with this kind of irregular schedule have a variety of negative consequences, including lower sleep quality and increased mental discomfort.

In contrast, research conducted by Gap showed that increased schedule consistency benefits both employers and workers. Increased worker schedule consistency resulted in a 7% increase on average in sales and a 5% improvement in labor productivity at retailers. Employees with children reported better sleep quality and less stress as a result of the additional stability.

4.     Celebrate The Wins of Your Employees

Simply praising your workers’ efforts is a simple approach to demonstrate that you care. (Think thank-you notes or standing ovations during team meetings.) Remember the number of people who are 38% more engaged when they feel their managers appreciate them? That can be a tremendous accomplishment. Send a handwritten message, birthday cards written by other employees, a gift certificate to local coffee shops, movie tickets, or even flowers to show the team members that you care.

Alternatively, you may utilize your social recognition system to announce your achievements to the rest of the business. Acknowledging individual and team achievements in a meaningful manner fosters a high-performing, pleasant work environment.

5.     Give Workers the Opportunity to Identify and Address Issues at Work

Providing chances for workers to engage in workplace changes may be an effective way to promote their well-being. A study of physicians, physician assistants, and nurse practitioners showed that individuals who were asked to engage in a systematic process of identifying and resolving workplace issues had lower burnout rates and higher job satisfaction. Employees who had the opportunity to collaborate on an issue were also less likely to indicate they wanted to quit their employment, which is a significant advantage for companies looking to retain top talent.

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