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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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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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

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Why you need an EVP

Why you need an EVP

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Why you need an EVP

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We hear employers everywhere telling us that they need more and better people which is no surprise given that we have been having very low unemployment rates and there are chronic skills shortages in so many sectors for lots of reasons. 

So what can a business do about that to get an advantage over competitors in the labour market?

You need an Employer Value Proposition (EVP) which essentially answers the question (in a positive way): “Why would I want to work for you?”

Here are several reasons why having a compelling EVP is important:

  1. Attracting top talent: A strong EVP helps you stand out from other employers and attract highly skilled individuals. Job seekers are increasingly looking for more than just financial compensation. They seek opportunities for growth, life balance, a positive work environment, and a sense of purpose. By clearly articulating your value proposition, you can appeal to the aspirations and needs of potential candidates.
  2. Retention of employees: A well-defined EVP can help retain your existing employees. When employees feel valued and connected to and understand what they like about working in your business, they are more likely to stay.
  3. Employee engagement and productivity: When employees feel that their needs and aspirations are aligned with the organisation’s goals, they become more committed and motivated. They are more likely to go above and beyond in their work, leading to higher productivity and better outcomes.
  4. Cost savings: Investing in a strong EVP can result in cost savings in the long run. By attracting and retaining the right talent, you can reduce turnover, save on hiring expenses and training costs, and maintain a more stable and productive workforce.
  5. Cultural alignment: An EVP helps attract individuals who align with your organizational culture and values. When employees share common values, it fosters a sense of belonging and creates a positive work environment. This, in turn, enhances collaboration, teamwork, and overall organizational effectiveness.

So there are lots of reasons why having an EVP makes good business sense (just as having the right value proposition for your customers does).

Of course, it has to be real or it will just create contradictions which can be far more damaging than not having an EVP at all.

 

Want to know more about how we can help you define your EVP and make it real? 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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Is forgiveness divine?

Is forgiveness divine?

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Is forgiveness divine?

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“To err is human, to forgive divine”. That famous quotation from celebrated English poet, Alexander Pope

Did you know that having an attitude of forgiveness has many positive effects on our mental health and wellbeing?

Let’s explore those.

  1. Emotional well-being: Forgiveness frees you from the burden of negative emotions such as anger, resentment, and bitterness. By letting go of grudges, you release yourself from the emotional pain associated with holding onto past grievances. This can contribute to improved mental and emotional well-being.

  2. Reduced stress: Holding onto anger and resentment can lead to chronic stress, which negatively affects both your physical and mental health. Forgiveness helps to alleviate this stress by promoting a sense of peace and acceptance. It allows you to move forward without carrying the weight of past grievances.

  3. Improved relationships: Forgiving others can strengthen your relationships. Holding onto grudges creates a barrier between you and the person you’re holding a grudge against. By practicing forgiveness, you open the door for reconciliation and improved communication. It fosters empathy and understanding, leading to healthier and more fulfilling relationships.

  4. Personal growth: Forgiveness is a powerful tool for personal growth and development. It requires introspection and self-reflection, as it encourages you to examine your own emotions and reactions. By choosing forgiveness, you demonstrate emotional maturity and resilience, which can help you navigate future conflicts more effectively.

  5. Health benefits: Studies have shown that forgiveness has positive effects on physical health. Letting go of grudges and cultivating forgiveness has been associated with lower blood pressure, reduced risk of heart disease, improved immune system function, and decreased levels of depression and anxiety. Forgiveness contributes to overall well-being by promoting a healthier mind and body.

  6. Inner peace and happiness: Forgiveness allows you to find inner peace and happiness. By releasing negative emotions and letting go of past hurts, you create space for positive emotions such as love, compassion, and joy. It helps you to live in the present moment and focus on building a brighter future, unburdened by the weight of the past.

  7. Spiritual and moral growth: Forgiveness is often seen as a virtue in many spiritual and religious traditions. It aligns with principles such as compassion, kindness, and mercy. Cultivating forgiveness can contribute to your spiritual and moral growth by helping you develop a greater sense of empathy, understanding, and acceptance towards others.

Remember that forgiveness is a personal journey, and it doesn’t mean condoning or forgetting the actions of others. It is about freeing yourself from the negative impact of those actions and choosing to move forward with a lighter heart and a more compassionate mindset.

 

Want to know more about how we can help you with workplace wellbeing? 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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It starts with why

It starts with why

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It starts with why

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We love Simon Sinek’s Golden Circle and use it as the starting point for developing a strategy on pretty much anything from an overall business plan to program design and workshops and communications and social media etc. We start with “WHY” and then move to “HOW” and “WHAT” and then we add on “WHERE” and “WHEN”.

Here is a bit of background on the theory behind his Golden Circle model.

Simon Sinek’s Golden Circle is a concept he introduced in his book and TED Talk titled “Start With Why.” The Golden Circle provides a framework for understanding the fundamental drivers behind successful individuals, organizations, and movements. It consists of three concentric circles: Why, How, and What.

  1. Why: At the core of the Golden Circle is the question of “Why?” Sinek argues that truly exceptional leaders and organizations start with a clear sense of purpose or belief—why they exist and why they do what they do. The “Why” represents the underlying motivation and values that inspire action and resonate with people on a deeper level.
  2. How: The next circle is “How.” This represents the unique approach or guiding principles through which an organization or individual pursues their purpose. It involves the actions, strategies, and processes that differentiate them from others in achieving their goals.
  3. What: The outermost circle is “What.” This refers to the tangible results or products an organization produces or the services they provide. It represents the visible outputs, such as the products they sell or the tasks they perform.

Sinek’s key proposition is that most organizations communicate from the outside in, starting with the “What” and moving towards the “Why.” However, he suggests that truly influential leaders and organizations communicate from the inside out, starting with the “Why” and moving towards the “What.” By focusing on the “Why” and effectively communicating their purpose, they can inspire others and build deep loyalty and engagement.

The research behind Sinek’s Golden Circle draws on various fields such as psychology, biology, and neuroscience. Sinek highlights the importance of the limbic system—the part of the brain responsible for emotions, decision-making, and behavior—in influencing human behavior and decision-making. He argues that by appealing to the emotional “Why,” leaders can tap into the part of the brain that drives loyalty, engagement, and trust.

While Sinek’s concept is not based on a specific scientific study, it synthesizes research findings and provides a practical framework that resonates with many people, offering insights into effective leadership, communication, and building successful organizations.

 

Want to know more about how we can help you to find your WHY? 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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