Employee vitality – the human factor

Happiness and joy. Young happy female

Its a common fallacy that technology alone and the cost factor are key ingredients on the global corporate playing field. Yet when looking at highly successful companies its the vitality and positive-mindset of its people who have that slight but crucial edge.

These are the corporates with a high stress resilience in rough times, open to innovation and change and who go into positive resonance with clients.

The mindset of key players in a company is crucial. This means having a permanent learning culture of self-development, reflection and positive feedback. Investment in the well-being of employees makes itself paid on all levels.

As the lines between work, family and leisure time become increasingly blurred in the digital world of today, it is all the more necessary to keep in mind essential human needs. We are social animals who feel a great need to interconnect positively with those immediately around us. It gives us a feeling of safety and security because humans have depended on each other for survival since the earliest of times.

Old style management that leads with fear and intimidation creates an environment that stifles all form of healthy human communication, inevitably stirring basic human survival instincts that lead to mobbing, burnout and other psychological fallouts. On the long-run companies that rule by fear are doomed.

A healthy work environment has room for recuperation phases and encourages them. There needs to be a healthy cycle between intensive work sessions, times of stress and rest periods. Its old school thinking not to include private issues at the work place. Immediate colleagues are often the first support network we fall back on when we have tough times at home. So how do you create a healthy corporate culture?

  • Its a long-term learning process. Supervisors and managers need  to keep their ears close to the ground in addressing the needs of their employees. Listening is one of the most important yet least found ingredients among leaders.
  • Self-development, team training and investment in soft-skills training is a crucial element.
  • Self-responsibility on personal health, nutrition, recuperation and lifestyle management can be actively nurtured in a learning environment.
  • Creating a culture of mindfulness and attentiveness is a high ideal but can be learned and creates a highly positive resonance with clients. We are after all dealing with humans.

We spend most of our lives at the workplace and it is sad to see that so little effort is being made in investing in the “human factor”. Do we live to work or work to live?  To quote Studs Terkel:

“Work is about a search for daily meaning as well as daily bread, for recognition as well as cash, for astonishment rather than torpor; in short, for a sort of life rather than a Monday through Friday sort of dying.”

Reino Gevers – coach, author, trainer

http://www.reinogevers.com

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Filed under corporate health, Job satisfaction, lifestyle management, Uncategorized, work environment, work purpose

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