Gallup tells us how to engage employees in 2024

Gallup tells us how to engage employees in 2024

Blogs and Stories

Gallup tells us how to engage employees in 2024

meeting

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

LET'S HAVE A CHAT

Pondering the Strength of Spirituality

Pondering the Strength of Spirituality

Blogs and Stories

Pondering the Strength of Spirituality

chalk writing choose direction

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

LET'S HAVE A CHAT

Launching the Maroondah Workplace Wellbeing Project

Launching the Maroondah Workplace Wellbeing Project

Blogs and Stories

Launching the Maroondah Workplace Wellbeing Project

flashing neon sign

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

LET'S HAVE A CHAT

Latest Gallup State of the Workplace report is in and…

Latest Gallup State of the Workplace report is in and…

Blogs and Stories

Latest Gallup State of the Workplace report is in and…

flashing neon sign

The “State of the Australian and New Zealand Workplace 2023” report by Gallup has been released with the good news being that there has been a little improvement in employee engagement levels but , when you look at the numbers, we still have a long way to go.

The report says that 80% of employees are not thriving at work and that low engagement costs Australia and New Zealand AU$245 billion each year.

Notably, the report comments on the fact that four Australian States have already legislated to introduce codes of practice to address psychosocial hazards at work. With the numbers quoted above, it is understandable why Governments are doing that.

What are the current engagement levels?

Focusing on Australia, the report says that just 20% of Australian employees are thriving at work but that is only one point off a record high rating…. and that is a bit of a worry if that is the best that we can do.

It also reports that 67% of our people are present but disengaged and the remaining 13% are actively disengaged.

The reality is that these reports always show that by far the biggest group is those who are present but disengaged. That is consistent with most other studies as well.

What else are the numbers saying?

Other significant statistics are:

  • Nearly 5 in 10 Australian workers say they experienced a lot of stress the previous day with younger people and women the most likely to be stressed.
  • 4 in 10 Australians are actively looking for or watching out for another job.
  • More employees work in hybrid or remote work situations than those who are required just to attend on-site.

What would you change about your workplace to make it better?

This was a question that was asked of the employees who were “present but disengaged” and there were a number of common responses detailed in the report. The really interesting thing with these was that each of the responses can be directly linked to at least one of the psychosocial hazards in Safe Work Australia’s “Model code for managing psychosocial hazards at work”. For example:

  • Response: For everyone to get recognised for their contributions (Hazard: inadequate reward and recognition).
  • Response: I would like it if the managers were more approachable and we could talk openly (Hazard: poor supervisor support).
  • Response: They should grant more autonomy in the work to stimulate everyone’s creativity (Hazard: low job control).
  • Response: I would like to learn more things but the work I do is quite repetitive (Hazard: low job demands).
  • Response: I just wish they respected me more (Hazard: inadequate reward and recognition).
  • Response: Give everyone a fair chance to get promoted (Hazard: poor organisational justice).
  • Response: Clearer goals and stronger guidance (Hazard: unachievable job demands).

Note: more than one psychosocial hazard might be in play in each of these cases.

What can we take from all of that?

When you consider the fact that engagement levels have really not changed that much for years and research consistently shows that only around 1 in 5 workers is really engaged, there is massive opportunity for improvement.

Given that 80% of the workforce is not engaged, it is quite understandable that we have got to the point where a positive duty to eliminate or control psychosocial hazards is progressively being legislated as a new employer obligation across the country. Lack of engagement has clear links to depressive illnesses and is one of the reasons for the escalation in WorkCover costs for claims associated with mental illness or injury.

The good news is that the Model Code produced by Safe Work Australia and the various legislative instruments coming in to play in each State actually provide us with a great roadmap for building highly engaged workforces.

As Gallup says in the report, “…..we have the tools to fix the problem. By changing how leaders manage their employees, organisations can significantly reduce workers’ stress, improving their productivity and wellbeing at the same time”.

Need help?

Our PosWork suite of services have been built to help businesses and their people to “flourish by design”. If you are looking for someone to help you to develop a better workplace, why don’t you give us a call on 1300 108 488 or email info@poswork.com.au to arrange a first free 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

LET'S HAVE A CHAT

The Business Case for Strengths

The Business Case for Strengths

Blogs and Stories

The Business Case for Strengths

meeting

I have recently been exploring research on why it is worthwhile for people to understand and use their character strengths. In the process, I came across an excellent publication by The Strengths Lab, a Michelle McQuaid Program which sets out a Business Case for Strengths citing 10 reasons overwhelmingly supported by authoritative research.   

Those 10 reasons are:

  1.  People who use their strengths more are more likely to be happy and flourishing with research indicating lower levels of depression, higher levels of vitality and good mental health.
  2. People who use their strengths more experience less stress with higher levels of positivity reported.
  3. People who use their strengths more feel healthier and have more energy associated with a number of healthy behaviours and lower likelihood of absenteeism reported.
  4. People who use their strengths more feel more satisfied with their lives with reportedly good problem solving skills and better work performance, resistance to stress and physical health.
  5. People who use their strengths more are more confident with studies showing that strengths knowledge and strengths use are associated with self-efficacy, self-esteem, self-acceptance and self-confidence.
  6. People who use their strengths more experience faster growth and development especially when learning something new or difficult.
  7. People who use their strengths more are more creative and agile at work being able to better adapt to change, engage in more creative and proactive behaviours, pay more attention to detail and work harder.
  8. People who use their strengths more feel more satisfied and experience more meaning in their work with studies showing that those using their signature strengths are more likely to experience job satisfaction, pleasure, engagement and meaning in their work.
  9. People who use their strengths more are more engaged in their work with studies showing that people regularly using their strengths are up to 6 times more engaged in what they’re doing.
  10. Managers who focus on people’s strengths experience improved team performance and greater success with lower levels of staff turnover and higher levels of productivity, customer satisfaction and profitability.

So, in summary, investing in strengths delivers massive paybacks through increases in employee engagement, staff health wellbeing and happiness, productivity, profitability and customer satisfaction and reductions in absenteeism, depression and staff turnover.

That sounds like a pretty good business case to me.

Acknowledgement: content on the 10 reasons is drawn from “Introduction to strengths – The Business Case for Strengths published by The Strengths Lab, a Michelle McQuaid Program” . Refer https://www.michellemcquaid.com/.

Interested in learning more about PosWork’s strengths coaching 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

How work can be a haven from everyday worries

How work can be a haven from everyday worries

Blogs and Stories

How work can be a haven from everyday worries

meeting

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