Employee engagement, what a subject!
Like all businesses, when offering something new to our clients we need to be able to navigate the area of engagement. Luckily, I know a little bit about human behaviour and business, so I have so far successfully managed great engagement with all the businesses we work with. These processes have taken some time to nail down and do differ slightly with different industry types, but the overall advice stays the same.
Changing people’s habits to increase engagement in something new is not an easy task but it can be done quickly and effectively with a good plan and strategy! Here are some tips to help you get started.
Culture, everyone on board
This is the first essential building block. If there is not positivity, visible engagement, cooperation and organisation from the business lead, senior employees, and management then it will be difficult to get others engaged.
Proximity, convenience, and visibility
There have been lots of studies done that show that to change people’s habits (to improve engagement in this case) things need to be close by, convenient and visible. Consider ways to do this. We use emails, posters, e-magazines, webinars and talks carefully and slowly put in place to naturally increase engagement without people feeling overwhelmed. It is important not to use every strategy all at once or to implement things to quickly.
Engaging, helpful content
I have seen some very ‘interesting’ things sent out by internal systems in businesses when it comes to mental health support and guidance. I am guessing this is because the people in the business and not trained effectively in mental health and well-being (no, a weekend mental health first aider course although great to do, does not make you an expert). Keep information useful and try to make it inclusive to the types of people that still feel insecure with dealing with their mental health challenges. They need straight forward, easy to work out information and techniques that work!
Surveys and check ins
Although this is often done internally it might be good to consider having someone come in for this so that the employees feel they can be honest. Statistics show that 1 in 5 of employees still don’t feel comfortable talking about their mental health and well-being to their employer. If you do decide to do this yourself, just make sure the employees know that the survey is confidential, and insure it is.
When done correctly this plays a key role, this is because it will help you know what the people in your business want help with and where they feel you already do enough. Helping you to focus on what they need to help them thrive. Not only this but they will also feel listened to and cared for.
Do you have time??
This is a key element to consider! When looking to engage employees in something new (like mental health and well-being support) you really need time to make this a key responsibility, to create and implement a strategy that will engage employees and positively affect them on a deep level. Creating a culture of emotional wellness and positive, proactive people is not something to be taken lightly. And if you do not take the right time, care, and get the right advice from professionals you are not likely to be able to make the change needed.
If you need any further help or advice to help engage your employees in mental health and well-being at work get in touch – firstname.lastname@example.org