Use PERMAH for your positive duty

Use PERMAH for your positive duty

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Use PERMAH for your positive duty

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The wonderful team at the Michelle McQuaid Group has done an update for the PERMAH workplace wellbeing survey adding a suite of questions specifically addressing the 14 psychosocial hazards in Safe Work Australia’s “Model code for the management of psychosocial hazards at work”. That means that you can address your positive duties to assess risks and consult your people while giving your business and your people a great platform for improving wellbeing at individual, team and organisational levels.

About PERMAH 

In his celebrated book “Flourish”, Professor Martin Seligman, a world leader in the field of positive psychology and wellbeing theory, set out the PERMA model for wellbeing as “a practical guide to using positive psychology to make you happier and healthier”. Other positive psychologists subsequently added an “H” for “Health” to his model with his endorsement.

The 6 pillars of wellbeing in PERMAH (as described by Dr Michelle McQuaid in the context of  workplace wellbeing) are:

POSITIVE EMOTIONS: such as joy and hope have been found to have a significant effect on our wellbeing. Researchers suggest that experiencing positive emotions broadens your outlook, helps you to build creativity and resourcefulness and to be more resilient and successful.

ENGAGEMENT: being able to use and develop your strengths at work – those things you are good at and enjoy doing – has been found to boost your confidence, engagement and energy at work.

RELATIONSHIPS: creating genuine connection with others at work can give you satisfaction and enrichment. Researchers suggest that it can also lower your levels of stress, improve your concentration and help advance your career.

MEANING: understanding how what you do at work makes a positive difference to others has been found to increase your wellbeing motivation, commitment and sense of satisfaction at work.

ACCOMPLISHMENT: cultivating grit has been found to give you the determination to pursue your goals and having a “growth mindset” can help you learn and grow from setbacks and challenges to achieve your true potential.

HEALTH: staying healthy by eating well, moving regularly and sleeping deeply has been found to build a solid foundation for your wellbeing.

Source: https://www.michellemcquaid.com/ 

PERMAH and psychosocial hazards

One of the central tenets of Professor Seligman’s work is the recognition that we all have our struggles in life but that doesn’t mean that we cannot flourish. If we work on our wellbeing with a positive mindset, we can equip ourselves to deal with our struggles more proactively and productively.

The positive duty that is being imposed through State and Territory legislation on Australian workplaces is also requiring “Persons Conducting a Business or Undertaking” to be proactive in conducting risk assessments and putting in place appropriate measures to eliminate or mitigate/control any risks arising from psychosocial hazards. 

As noted in the preamble, part of the positive duty is also to consult your people about psychosocial hazards.

There are  clear links between the psychology underpinning PERMAH and the positive duty as well as between  the content of the PERMAH pillars and the prescribed psychosocial hazards.

The addition of the suite of survey questions on the psychosocial hazards just adds to the relevance and effectiveness of the PERMAH survey as a tool for measuring wellbeing and workplace risk and building cost effective risk controls based on real data provided by your own workforce.

The other bonus with the PERMAH workplace wellbeing survey is that every employee who does the survey gets their own personal report on where they sit against the 6 PERMAH pillars, a template for putting together their own personal wellbeing plan and access to a stack of resources that they can use to explore and improve their personal wellbeing. 

So there are lots of reasons why we use and recommend the PERMAH workplace wellbeing survey with the psychosocial panel add-on as a great place to start the process of meeting your positive duty to eliminate or control psychosocial hazards in your workplace.

PosWork Practice leader Peter Maguire is accredited to debrief on the PERMAH Workplace Wellbeing Survey with the Psychosocial Panel add-on. If you would like to learn more about how we might be able to assist you in the areas of workplace wellbeing and management of psychosocial hazards, please call us on 1300 108 488 or email info@poswork.com.au.

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Gallup tells us how to engage employees in 2024

Gallup tells us how to engage employees in 2024

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Gallup tells us how to engage employees in 2024

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Gallup has released a “2024 Employee Engagement Strategy Checklist” in which it tells us that 44% of employees worldwide say they are stressed and proposes some things that organisations can do to get people more engaged and less stressed. 

Here is Gallup’s list:

  1. Check in on your managers because they are more likely to be feeling burned out and stressed and you need them to feel supported and capable of leading their people effectively.
  2. Prepare managers to have meaningful conversations with employees in which they recognise strengths and achievements, set and refine goals and priorities and support then in relationships and collaboration.
  3. Prioritise promoting vision and purpose, especially among remote workers for whom Gallup’s research says that only 28% feel connected to their organisation’s mission and purpose.
  4. Measure engagement to show employees that you care about their feedback and want to know how they are doing.
  5. Take action on survey results – nothing builds positive momentum for an engagement initiative more than asking for feedback, doing something about it and sharing and celebrating positive results.

They say that their research shows that 80% of employees who say they have received meaningful feedback in the past week are fully engaged, regardless of how many days they worked in the office.

When it comes to having meaningful conversations with employees, Gallup said that they should include:

  1. Recognition or appreciation of recent work
  2. Collaboration and relationships
  3. Current goals and priorities at work
  4. Employee strengths and the things that they do well

How long should these conversations be? If they are done regularly (ie weekly), they should take no longer than 15 to 30 minutes.

Our EngageMentality Model

This is a continuous coaching model which incorporates all of the features that Gallup recommends plus more.

We did our own research on the things that we believe impact on an employment experience and by extension employee engagement and wellbeing – these “coaching lenses” are:

  1. Roles  – the job that I do plus any of those other responsibilities that I might take on as a leader or an employee or safety representative or first aider, etc
  2. Relationships – I rely on certain people for certain things and others rely on me for certain things
  3. Values and behaviours – the behavioural attributes that we want to see practised in our organisation to make it respectful, inclusive and high performing
  4. Strengths – using the VIA Character Strengths framework to use a strengths-based approach which optimises opportunities for me to use my signature strengths and to work on and be supported with my lesser strengths
  5. Wellbeing – using the PERMAH workplace wellbeing survey, build on my psychological safety, life balance and overall wellbeing. 

We explore and address each of those items through a process of:

  1. Positioning – doing a stocktake of where I sit in each of those areas
  2. Planning – identifying the actions that I want to take for my performance and development, timelines for doing that and supports that I need and any people who are involved
  3. Performing – implementing my plan and catching up with my manager each week for a coaching session
  4. Presenting – providing me with the opportunity to showcase my achievements in performance and development and areas for further development 

The coaching conversations simply involve asking and answering these 4 questions in the context of each of the 5 coaching lenses:

  1. What has worked well (celebrate)?
  2. What has been a struggle (recalibrate)?
  3. What has changed (update)?
  4. What are we going to do about all of that (activate)?

If you would like to explore our EngageMentality process or any other of our PosWork programs for your workplace, please call us on 1300 108 488 or email info@poswork.com.au.

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Turning positive duties into positives

Turning positive duties into positives

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Turning positive duties into positives

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The introduction of positive duties for the elimination of sexual harassment and psychosocial hazards does represent a step up in employer’s obligations and, if you just look at such things from a risk management perspective, you will see them that way.

And one of the problems that that traditional approach to risk management creates is that it is just about fixing problems rather than optimising solutions.

But what happens if you flip the narrative from just a deficit approach (what risks do we have?) to a strengths-based approach ( what are we doing well and what can we do better?)?

For example, try swapping:

  • “Unreasonable job demands” for “What do reasonable job demands look like for us, what are we doing well here and how can we get better?” and
  • “Inadequate reward and recognition” for “What are the ways that we recognise and reward our people, what’s working well and what can we do better?” and
  • “Violence and aggressive behaviour” for “We know our people encounter violent and aggressive behaviours in the course of their work – what are we doing to prepare them for that and to support them in dealing with that hazard, what is working well and what can we do better?”

Taking that balanced approach really changes the mindset and the conversation as well as being a much more effective way to build a psychologically safe work culture built on open communication, a shared commitment to continuous improvement and trust.

That’s what our Better Workplace Projects are all about and it is one way how we can help your workplace to deal with your positive duty in a positive way.

If that has you interested, call us on 1300 108 488 or email info@poswork.com.au to book your free first consultation.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Pondering the Strength of Spirituality

Pondering the Strength of Spirituality

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Pondering the Strength of Spirituality

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Spirituality is one of the five character strengths that comprise the Virtue of Transcendence.

Transcendence describes strengths that help you connect to the larger universe and provide meaning.

What is spirituality?

As a character strength, spirituality involves the belief that there is a dimension to life that is beyond human understanding. Some people don’t connect this belief with the concept of a divinity and prefer to think of it in terms of a sense of meaning rather than spirituality, but in the VIA Classification the terms are considered closely related. 

Spirituality is believed to describe both the private, intimate relationship between humans and the divine, and the range of virtues that result from the relationships. Spirituality is universal. 

Although the specific content of spiritual beliefs varies, all cultures have a concept of an ultimate, transcendent, sacred force.

Some of these include meaning, purpose, life calling, beliefs about the universe, the expression of virtue/goodness, and practices that connect with the transcendent. Some of these include meaning, purpose, life calling, beliefs about the universe, the expression of virtue/goodness, and practices that connect with the transcendent. 

Why is spirituality of value?

  • Spirituality, through the expression of religiousness or sense of meaning, provides a sense of being grounded, increases optimism and helps to provide a sense of purpose in life.
  • People who are spiritual often experience benefits in their physical and psychological health and are resilient in the face of challenges.
  • Spirituality is connected to compassion, altruism, volunteering and philanthropy.

A couple of questions to consider

  • How do you define spirituality for yourself?
  • How does spirituality affect your relationships with others?

Some things that you can do to practise spirituality

  • Think of a spiritual role model in your community. Even if there are important differences between their beliefs and yours, consider their best qualities and one way that you might learn from them.
  • Find meaning at work – consider what matters most in the work that you do and the impact it has upon others. Pause to appreciate this.
  • Pause to connect with your inner spirit. Return to this solitude that resides within throughout the day. Breathe deeply and be at peace with yourself. 

For more information on the strength of hope, go to https://www.viacharacter.org/character…/spirituality

If you are interested in exploring how the practice of Character Strengths might be of benefit to your business and culture, contact Peter Maguire on 0438 533 311 or at info@poswork.com.au.

Acknowledgement: the primary reference for this post is “The Power of Character Strengths: Appreciate And Ignite Your Positive Personality” by Ryan M. Niemiec & Robert E. McGrath (An Official Guide From The VIA Institute on Character)

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Launching the Maroondah Workplace Wellbeing Project

Launching the Maroondah Workplace Wellbeing Project

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Launching the Maroondah Workplace Wellbeing Project

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The Maroondah Workplace Wellbeing Project is an exciting new initiative that is designed to enable:

  1. local businesses and other organisations to learn about good wellbeing practice, measure
    levels of wellbeing for their workplaces and implement strategies to enhance the wellbeing
    of their people;
  2. workers in Maroondah to assess their personal wellbeing against a best practice framework
    and use simple tools and practical tips to create their own personal wellbeing plan; and
  3. both Communities of Wellbeing and Maroondah City Council to measure the state of
    workplace wellbeing in the local community as an aid to ongoing planning and evaluation of
    workplace wellbeing initiatives in the local community.

Why do you want to sign up?

There are some really significant business imperatives:
1. We need to meet our positive duty to eliminate or minimise psychosocial hazards
and sexual harassment.
2. We are suffering unprecedented levels of mental illness and burnout and we need to
find ways to help our people through investment in their wellbeing.
3. We are challenged to find and retain the people that we need to succeed in our
organisation and we need to get better at that.
4. As business owners and managers, we need to invest in our own wellbeing so that
we are OK and we can lead the way positively in our organisations and our
communities.

And, of course, you will be making a contribution to wellbeing in your local business community. 

About the PERMAH Survey

The PERMAH Workplace Wellbeing Survey is a centrepiece of Business Victoria’s small
business workplace wellbeing programs and the instrument used by the Australian Human
Resources Institute to measure workplace wellbeing nationally.
It is derived from the work of Professor Martin Seligman, a luminary in the field of positive
psychology.
The Michelle McQuaid Group, developers of the survey, have recently added additional
content to address the 14 psychosocial hazards contained in the Model Code for Managing
Psychosocial Hazards at Work published last year by Safe Work Australia.
So organisations which participate in this project will not only learn more about good
wellbeing practice and get a line of sight on where that is in their businesses, they will also
start to address their positive duties in assessing risks associated with psychosocial hazards
and consulting their people about those things.

PROGRAM PARTICULARS
1.Maroondah Workplace Wellbeing Survey – participating organisations undertake
the survey from mid-September to mid-October
2. Free workshops:
a. Understanding PERMAH: 9.30 – 11.30, Wednesday 11 October 2023
b. Leveraging Character Strengths, 9.30 – 11.30, 18 0ctober 2023
c. Managing Psychosocial Hazards, 9.30 – 11.30, 25 October 2023
3. Celebration – event presenting aggregated data for community and showcasing
organisational stories of success.
PRICING BENEFITS
Businesses with 10 or more employees will be able to access special pricing for a 12 month
sub-licence for the PERMAH Workplace Wellbeing Survey and the Psychosocial Hazard Panel
Add-on as follows:
PERMAH SUB-LICENCE – NORMALLY $1997 – NOW $499
PSYCHOSOCIAL HAZARD ADD-ON – NORMALLY $799 – NOW $499
For businesses with less than 10 employees, there will be options for debriefs from
professionally accredited PERMAH consultants at heavily discounted (or free) rates.
THE BONUS
Every employee who does the survey gets their own personal report and the tools and
tips to develop their own personal wellbeing plan….for free.

Want to sign up?

Go to http://communitiesofwellbeing.org.au/mww/ and register.

Our Practice Leader, Peter Maguire is the Project Leader and, if you have any questions, give him a call on 0438 533 311 or email info@poswork.com.au.

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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How work can be a haven from everyday worries

How work can be a haven from everyday worries

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How work can be a haven from everyday worries

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I recently watched a video on Linkedin which featured expert employment and WHS lawyer, Andrew Douglas, talking about psychological safety in the workplace. In that, he spoke about the role that work plays as a haven from everyday personal stresses and anxieties and that really resonated. So I thought I should explore that concept further and here are a few thoughts.

Would you agree that being able to focus your mind on a job and use your talents can really give you a bit of temporary relief if you have any worries personally, with family or elsewhere in life? I do – it won’t solve whatever problems you might be struggling with but it can help you to live a bit better with those struggles.

Of course, you need to have the right “psychologically safe” work environment to do that. Simply replacing one set of stresses and anxieties for another doesn’t help – that just adds further weight and continuity of anxieties and that aggregation can be especially damaging to mental health and wellbeing.

So let’s consider why the right work environment can help us to manage our everyday struggles in life.

Firstly, work can provide a sense of structure and purpose, helping to keep your mind focused and occupied. When you’re engrossed in meaningful tasks, it can redirect your attention away from anxious thoughts and uncertainties.

Additionally, work often involves goal-setting and problem-solving, which can give you a sense of achievement and control over your circumstances. By engaging in productive work, you may experience a boost in confidence and a feeling of accomplishment, counteracting the negative effects of anxiety.

Furthermore, work can offer a social environment where you interact with colleagues and form connections. These relationships can provide support and a sense of camaraderie, which can be comforting and contribute to overall well-being.

When you look at these factors, the PERMAH wellbeing model makes a lot of sense as a tool to develop good mental health and wellbeing practice. Every one of the 6 pillars – Positive emotions, Engagement, Relationships, Meaning, Accomplishment and Health – feature in those three ways that the right work environment can provide a haven.

A bonus is that, with the new positive duty that businesses have to eliminate or control psychosocial hazards, the PERMAH Workplace Wellbeing Survey can play a significant part  in meeting the duty to assess risks associated with psychosocial hazards in your workplace…..plus every employee who does the survey gets their own personal wellbeing report and access to a personal wellbeing plan template and lots of tips on things to do to enhance wellbeing in each of the 6 PERMAH pillars.

Try the survey free at https://permahsurvey.com/

iInterested in learning more about PosWork’s workplace wellbeing and psychologically safe workplace services? Call us on 1300 108 488 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

LET'S HAVE A CHAT