Post-pandemic, employees prefer to work remotely beyond the bounds of a physical office. Therefore, virtual teams connect and work via online platforms. Although going virtual has its perks, there are some challenges that must be addressed to ensure a seamless operation. Remote employees struggle due to a lack of training, communication gaps, unclear goals, etc. The Human Resource function can assist managers to navigate these roadblocks to help virtual teams collaborate successfully.

HR’s Role to Support Virtual Teams

Below are five ways HR can be vital in supporting virtual teams:

1. Technology-train Employees

HR must revisit its training and learning plans and adapt to technological demands. Train employees across all levels to operate on digital platforms for communication such as MS Teams, Zoom, Skype, etc.

Moreover, provide tools for document sharing and time management such as Microsoft Drive, Google Drive, Trello, etc. Relevant training equips virtual teams with resources and tools to work together smoothly.

2. Provide Digitally Accessible Resources

Ensure digital access of important information and data to all relevant parties. Virtual teams will cease to operate let alone succeed if they lack the resources to do their job. HR must guarantee that managers maintain a transparent flow of information to their team members. Devise policies and rules for accountability.

3. Virtual Goal Setting

The significance of goal setting doubles when employees go virtual. Managing the expectations and performances of remote employees poses a challenge for managers. HR can introduce an adaptable goal-setting framework specially devised for virtual teams.

It will require managers and employees to agree on individual and collective goals, expected contributions, and outcomes. Moreover, set a frequency for feedback, progress review, and define reporting mechanism.

4. Ensure Open and Transparent Communication

Communication gaps lead to employee demotivation, disengagement, team conflicts, and value loss. The lack of open and transparent communication has been a pain point for employees in physical offices. However, virtual teams can suffer more from the absence of sound communication channels and mechanisms.

HR must devise communication practices and protocols for virtual teams. These would underline rules for what is shared via emails, response deadlines, the virtual team meets, post-work communication, etc.

5. Take Care of Employee Well-being

The well-being and safety of virtual teams are vital to avoid employee burnout and work-related stress. Remote workers must feel safe and have a sense of belonging to the organization. HR can achieve this by catering to collective and individual employee needs.

For example, periodic virtual team-building events, virtual coffee breaks, online home tours, etc. will engage multiple teams simultaneously. Likewise, take care of individual needs such as providing remote work equipment, data package, working station, etc. Above all, reach out to your remote workers personally to stay informed.

Final Thoughts

Although virtual teams have the liberty to work location free, however, they have their specific set of challenges. A proactive HR department ensures that sound mechanisms and policies are in place to tackle these issues. Training interventions on digital platforms, accessible resources, transparent communication channels, mutual goal setting, and employee well-being initiatives are a few ways Human Resource department can support virtual teams.

How can métier help you?

Let your teams reach their potential performance and add tremendous value to your business.

We at métier will create customized employee engagement strategies to help your virtual teams connect, communicate, and collaborate for continuous success.

Reach out to hr@metierme.net for a consultation today.

Strategies to Build Worker Resilience Burnout Amidst

Reasonable and manageable stress at work is important to stay focused. However, prolonged work-related worry leads to employee burnout. Burnout is the result of constant mental and physical exhaustion at work.

Burnout does not occur overnight, rather its symptoms start to show long before it surfaces. However, the symptoms of burnout are subtle and can be easily missed. Therefore, the workforce must be mindful of the warning signs to stay resilient in the face of burnout.

Signs and Symptoms of Employee Burnout

It is advisable to keep a tab on yourself and your colleagues to spot burnout. An unexpected behavior change, decrease in performance, and poor work-life balance are a few examples.

Moreover, someone at risk of burnout is likely to:

• Go silent and avoid conversation
• Miss important targets and deadlines
• Feel exhausted and drained
• Easily get angry and annoyed over minor issues
• Stay behind on performance goals
• Experience frequent headaches, insomnia, and digestive problems
• Feel vulnerable, demotivated, and helpless
• Compromise relationships

Ways to Build Worker Resilience

Resilience is the ability to bounce back from difficult situations and events. Employees can stay resilient amidst burnout through mindful comeback strategies.

Let’s look at a few ways to deal with burnout:

1.Keep Track of Burnout Symptoms

Awareness is the first step to approaching and dealing with burnout. Be conscious of signs and symptoms and stay alert to your patterns. Track your mood swings, behavior changes, eating and sleeping habits, mental health, and overall quality of life.

Anxiety, fatigue, procrastination, and loss of energy are key symptoms of burnout. Do not ignore these red flags and take immediate action.

2.Prioritize Deliverables

The workload is a major contributor to burnout in workers. Your health takes the plunge when the deliverables are beyond your capacity to manage. It results in mental fatigue, long work hours, pressure, and physical strain.

Prioritize your to-do list and take up only urgent and important tasks. Park jobs that do not need your immediate attention for later. Moreover, delegate some of your work to your team members instead of doing everything yourself. Additionally, only agree to projects that you can easily manage and deliver without getting stressed out.

3.Take Mini Breaks at Work

Dedicate small chunks of your calendar to practice deep work. It is better than completing a task in one go. Take productive mini breaks in between sessions. Treat yourself to a refreshing cup of tea or take a walk around the floor. Or simply indulge in a light conversation with your coworkers.

Breaks are important to refresh your mind and body. Allow yourself to rejuvenate your energy stretch your muscles and rest your eyes. Do not stress yourself to a point of burnout.

4.Communicate Your Stressors

If you are unable to deal with your ever-growing task list and maintain a healthy work-life balance, talk to your supervisor. It is better to voice your concerns than suffer in silence. Your manager is likely to listen and support you.

5.Seek Professional Help

Seek the help of a therapist or counsellor for your situation. Prolonged burnout can lead to several physical and mental health problems. It can result in diseases such as anxiety, depression, and insomnia. Reach out for professional advice if your symptoms are beyond your control.

Final Thoughts

Extended periods of work-related stress in employees cause burnout. It is essential to stay aware of the warning signs such as loss of appetite, behavior change, irritability, etc. Track symptoms, prioritize your work, and incorporate mini breaks to break the burnout cycle. Moreover, communicate your stressors with your supervisor and a counsellor and seek the support you need.

How can métier help you?

Burnout can result in demotivation and decreased performance. Do not let your workforce fall short of their potential.

Our consultants at métier will help you develop customized employee well-being programs.
Prevent employee burnout and build a resilient workforce through our result-oriented strategies.

Reach out to hr@metierme.net for a consultation today.

Leaders can cause organizations to either flourish or perish. The responsibility to build safe and inclusive culture lies with the leadership. Employees who feel respected, heard, and valued are much happier, productive, and engaged; an inclusive leader ensures that it’s true for every employee in the company.

What is inclusive leadership?

Inclusive leadership is defined as a leadership style that fosters equal respect, voice, involvement, and belonging for employees – an environment that celebrates individual values, ideas, and unique perspectives for collective harmony and business growth. Inclusive leaders care about the well-being, development, and empowerment of all employees equally without discrimination or bias.

Diversity and Inclusion (D&I)

Diversity provides everyone equal and fair access to employment opportunities irrespective of their backgrounds. It means implementing systems that eliminate bias against gender, age, color, race, nationality, and religion.

Inclusion goes beyond merely employing a diverse workforce. It means engaging employees with distinct ethnicities, experiences, beliefs, and behaviors in the decision-making process. And give them an equal voice, space, and spotlight similar to others. Diversity and Inclusion (D&I) are keys to inclusive leadership in a workplace.

Promote Inclusive Leadership in the Workplace

Leaders can lean into inclusive leadership by incorporating subtle behaviors in their style that reflect their commitment to inclusion and diversity.

Below are 6 traits of inclusive leaders:

1. Feedback

Consistent and timely feedback works wonder for employee motivation, productivity, and engagement. Inclusive leaders give meaningful and useful feedback to their employees on a regular basis. Do not wait for a mid-term or annual review exercises to share feedback; rather do it on a weekly or monthly basis.

Similarly, inclusive leaders seek employee feedback on their management style, company policies, and culture. They take employee opinions as a means of improvement rather than a personal attack.

2. Communication

Inclusive leaders know each of their employees by name and strive to build a personal connection. Indulge in open and two-way communication to promote transparency, trust, and comfort. Reach out to employees hailing from different backgrounds to make them feel safe, welcomed, and part of a team.

3. Hiring process

The talent acquisition process at inclusive workplaces treats all applicants with equal respect and honor. No one is given preference over others on basis of personal qualities, gender, color, language, religious beliefs, etc. The hiring and assessment process is transparent and unbiased.

4. Create opportunities

Inclusive leaders have a brilliant quality to spot employees’ special talents and skills. Create opportunities and avenues for team members to prosper and explore their growth potential. For example, if an employee has an extraordinary passion for data analysis, recommend them for specialized training or a high-value project.

5. Recognize your bias

Bias is human nature and leaders are no exception. But, inclusive leaders are keen to remain self-aware and identify their biased qualities. They critically reflect on their decisions, remarks, choices, and judgments and alter their behaviors.

6. Don’t overlook the small stuff

Inclusion in the workplace is all about embracing diversity. It’s usually the small stuff and tiny incidents that can make a huge difference in the culture. Providing a foot-rest to an expectant mother or a post-vacation welcome back note to employees are tiny but great gestures that make employees feel like they matter.

Final Thoughts

Inclusive leaders who leverage the strength of their diverse employees are likely to succeed and thrive more rapidly than their competitors. Inclusion at the workplace increases employee performance, and engagement, promotes well-being, and fosters a culture of trust and belonging for all.

How can métier help you?

Learn to lead like an inclusive leader through métier’s exclusive leadership training. The program will equip you with practical tricks and techniques to incorporate into your leadership style right away. Contact us at info@metierme.net to speak to one

The future of work calls for smart, reliable, and fast solutions for better decision-making. Businesses today are moving from traditional paper-based processes to advanced digital applications. Conversion of manual documents, data, or procedures to a digital format is digitization. However, mere conversion is not enough to create or add value. Organizations call for digitalization; transform your business by leveraging technology for increased revenue generation.

Digitalization in HR

Like all business functions, Human Resources is also going through a massive transformation from paper to digital. HR practices around the globe are becoming more diverse, inclusive, and accessible to existing and potential workforce. It enables HR professionals to receive valuable insights, create a collaborative culture, and formulate effective employer branding strategies.

Here are five ways digitalization is impacting Human Resources for the better:

People Analytics for Employee Retention

One of the many advantages of people or HR analytics is data-driven employee insights. HR Professionals can utilize this data to manage employee retention and reduce voluntary turnover. For example, data extracted through employee exit interviews can help identify similar patterns. Based on these insights, HR professionals can make better people and policy decisions that help retain the valuable workforce.

Improved Employee Experience

HR leaders can enhance the overall employee experience through smooth and user-friendly systems in place. Making HR policies accessible across the employee base for quick referencing, eliminating lengthy paper-based forms, and implementing a digital Performance Management process are a few ways to enrich the employee experience.

Promote E-Learning

Training and development initiatives can be supported through in-house e-learning modules and digital platforms such as a Learning Management System. HR Professionals can run a company-wide Training Need Analysis to identify the skill gap, and subsequently reduce the gap by helping employees acquire the necessary skills to perform their job. Long-term learning programs for technical skills such as Advanced Excel or MS Project and track employee progress through scored quizzes and hands-on exercises can also be improved.

E-Recruitment Portal

The talent acquisition process can be made transparent and smooth through a digital recruitment portal. An online portal will help Talent Acquisition personnel to manage the recruitment of multiple positions efficiently and reduce the overall Time to Fill. It also makes shortlisting easier as it matches relevant candidates to required skills and experience with the help of the Applicant Tracking System (ATS). E-Recruitment portals also let candidates track their application status and stay updated in real time.

Improved Employer Branding

HR Leaders can use the digital space to attract potential talent and project their organization to the masses as a brand. Employer branding via social media platforms, company websites, blogs, and digital marketing tools is essential in today’s age. HR can promote company vision, values, unique culture, and employee experience and establish their organization as a place worth working for. It helps not only in retaining existing employees but also in attracting potential talent.

Final Thoughts

Digitalization is the future of work, and HR is no exception. HR professionals can now get valuable insights through people analytics and improve the overall employee experience. Online platforms such as e-learning modules and e-recruitment portals reduce paperwork, save time, and ensure a smooth process. Companies can create online communication channels to improve employer branding to the internal and external audiences.

How can métier help you?

Join the digital HR space to get real-time updates, reduce tiring paperwork, and improve the employee experience. Our consultants at métier will help you digitize all your HR processes according to your company standards. Let your employees access and navigate through multiple HR services available with one click.

It was not until long ago that employees would rely on their existing skills to perform a job. Having a skillset related to a particular profession was considered sufficient. Moreover, training and development programs for employees were also focused on the jobs they were already doing. However, the rules have changed and the future of work expects employees to acquire multiple skillsets to succeed and stay relevant.

What are Upskilling and Reskilling?

Up-skilling is used to make employees learn new skills to help them advance within their current role in the company. Whereas, reskilling is used for gaining new skills that replace existing ones. The purpose of reskilling is to enable employees to take up a new role.

Organizations are also making efforts to upskill and reskill their employee base. Specialized training and capacity-building programs are designed to equip workers with the required expertise.

Upskilling and reskilling are the need of the hour for employees and employers alike to stay competitive.

Transferability

Skills that can be utilized in different job roles regardless of the profession are called transferable skills. Problem-solving, teamwork, communication, leadership, etc. are all examples of transferable skills. Someone hands-on with a transferable skillset can thrive in any given role irrespective of the function or even industry.

Automation

Given the rapid advancements in the technological world, most manual jobs are now made redundant. And therefore, many people lose their jobs each year. Upgrading existing skills and learning new skills is the only way to stay relevant. For example, a traditional marketing professional cannot bring in his top game until he/she learns digital marketing techniques through upskilling. Or a Customer Service Executive may need to reskill as an Accounting Assistant since chatbots are gradually taking over their jobs. Even many processes in HR, Supply Chain, and Finance are now automated through online software.

 Support Cross-functional Teams

Employees who up-skill and reskill can better contribute to cross-functional projects. It allows for teamwork, collaboration, open communication, and culture building. For example, someone highly skilled in Advanced Excel can be valuable to Finance, Audit, Tax, and even Human Resource teams.

The world of work keeps on changing. Upskilling and reskilling existing skills are the only ways to keep up with its pace. Depending upon a particular skillset is not recommended or beneficial in the long run. Therefore, employees and organizations are making continuous efforts to upgrade their competencies. Up-skilling and reskilling enable workers to gain skills that can be transferred and used in various other job roles. Also, with technology replacing mundane manual jobs, redundancy is inevitable. Therefore, upgrading oneself is the only way to sustain the change. Last but not the least, upskilling and reskilling support in cross-functional team collaboration. A single skillset can be utilized in a variety of projects and assignments.

We at métier provide an array of customized training programs. We offer a range of soft and technical skill training that will serve your upskilling and reskilling interventions.  Our master trainers will provide you with learning solutions specific to your business needs.

Turnovers are inevitable. Companies face employee turnovers in large or small numbers for various reasons. Involuntary turnovers that occur due to retirement, immigration, or death are not in control of the employers.

On the contrary, voluntary employee turnover can be anticipated and certain steps in the right direction can help improve employee retention.  It can be predicted only if managers know where to look.

Although HR can devise employee engagement and retention policies, however, most resignations occur due to factors directly influenced by managers. Therefore, the utmost responsibility, in this case, lies with direct supervisors.

Appropriate Compensation

Lack of a market-compatible compensation package is one of the top reasons why employees leave. Therefore, benchmark your compensation and benefits as per industry and design packages commensurate with years of experience, seniority, and skillset.

Conducive Environment

Managers should provide a conducive environment for their team members to operate. Factors such as toxicity, micromanagement, unclear expectations, inadequate resources, communication gap, etc. force employees to leave.

Work with a Purpose

Employees who feel a sense of purpose and belonging to their work are likely to stay. Everyday mundane work is going to create disengagement and monotony. Design job deliverables and tasks that make employees feel their contribution is valued. A company should have a strong vision and every employee should feel connected with it through their work.

Growth Opportunities

Employees stay with companies that provide avenues to grow. No one wants to be stagnant and do the same kind of work for years. Managers should assign their team members dynamic projects enabling their growth and learning.

Training & Development

Conduct periodic Training Need Analysis (TNA) to identify gaps in current and expected performance. Design a comprehensive training plan for employees to fill the identified skill gap. Moreover, arrange learning programs to upskill and reskill your employee base according to technology advancement and changing market trends.

Recognition Programs

Never delay in recognizing the efforts of your team members. Create employee reward and recognition policies and programs. Rewards can be monetary such as a paid holiday, a voucher, or a sum of money. Non-monetary rewards can include plaques, shields, or recognition letters.

Timely Feedback

Give employees timely and regular feedback on their work. Give it respectfully so it encourages them to improve and not feel insulted and dejected. Employees who receive feedback are likely to put in extra effort and level up their performance. No or late feedback results in demotivation of employee morale.

Flexibility

Managers should be flexible in their approach and allow team members to choose a schedule that best suits them. It enables employees to tend to their commitments without feeling guilty or missing work. Give your employee base the liberty to work from home or office as per their preference. The end goal should be the timely delivery of work regardless of the workspace.

Healthy Work-Life Balance

Do not call or email team members after work hours. Do not make them sit post-work or expect them to be available on weekends. Encourage them to turn off their email notifications when they are on vacation. Create a culture that enables them to attend important family events such as a parent-teacher meeting, a kid’s sports day at school or a parent’s birthday, etc.

Final Thoughts

Employee turnover occurs in every company and can either be voluntary or involuntary. Although involuntary turnover is out of managers’ control, however voluntary resignations can be predicted and mitigated.

A market-competitive salary, conducive work culture, meaningful work, recognition programs, growth and learning opportunities, and a flexible and balanced schedule are all factors imperative for increasing employee retention.

We at métier can help you benchmark your Total Reward strategy, devise employee-friendly policies, conduct TNA and design training programs, and develop employee reward programs to increase employee loyalty and retention.

In September 2021, a record 4.5 million Americans resigned from their jobs. The phenomenon termed The Great Resignation is now making its way to other parts of the world. In UAE alone, it’s speculated that 56% of professionals intend to switch jobs in the next 12 months.

The Great Resignation was triggered in early 2021 as an aftermath of the Covid-19 pandemic. Employees across industries are quitting in bulk in search of jobs that better suit their individual and family needs. People are now revisiting the purpose of their life and looking for work that provides meaning and fulfillment.

As voluntary resignations continue to rise, employee retention poses a serious challenge. It’s high time for organizations to rethink their HR strategies and redefine the way they work.

Thoughtful Diversity & Inclusion (D&I) Interventions

Making employees a priority makes a big difference in the long run. Organizations need to put genuine efforts into their diversity and inclusion (D&I) initiatives. D&I is far more than employing people of color or specially abled persons. It entails respecting and honoring individual needs, ideas, and what they offer. It involves the creation of avenues and opportunities enabling each employee to be and bring their whole selves to work.

Work-life Balance

The pandemic has made people realize the importance of family and the need for personal space. Employees now prefer jobs that let them strike a balance between their work and personal time without feeling guilty. Employees no longer appreciate working late, receiving post office hours calls/emails, and working weekends. Though still a norm at many organizations; however, it’s about time that culture is changed.

Availability of Flexible or Remote Work

Working from home during the pandemic has proven that most jobs do not require a physical presence to get done. Remote work eliminates the bounds of space, long commutes, and saves precious time. Most employees prefer jobs that give them the flexibility to work remotely in the post-pandemic era. Or hybrid schedules that include both work from home and on-site options. The fact is – employees are still skeptical to return to work post-pandemic. Therefore, the focus should be put on work and end-result rather than physical presence.

Work with Purpose

One of the major reasons that led to The Great Resignation is the lack of purpose. Employees that no longer find meaning in their work tend to leave. According to a recent survey by métier, 61% of respondents do not find a sense of purpose in their current jobs. Employees should be able to connect with their work on a personal level. Organizations can boost employee retention by developing projects/tasks that trigger a sense of belonging. Employees who feel their contribution creates value and makes a difference are likely to stay a long time.

Lead with Empathy

Empathy in leadership is defined as the ability to understand employee needs and be aware of their feelings. Managers need to be mindful and respect where other employees may be coming from. Active listening and offering genuine support go a long way. Empathy lets employees feel comfortable in their skin and gives them a sense of safety. It promotes a culture of trust, open communication, innovation, and happiness at work.

The Great Resignation is an eye-opener for organizations across industries. Millions of voluntary resignations call for innovative employee retention strategies. Companies can make employees stay through robust D&I programs, flexible schedules, work-life balance, purposeful work, and empathic leaders.

Our consultants at métier can help you develop customized HR strategies to enable you in dealing with possible employee retention challenges in the future.

Making new year resolutions is a common norm all over the world. Every new year’s eve, people set certain goals and promise to stick by them.  Learning a new skill, speaking up in meetings, and eating healthy are a few examples of new year resolutions people make. These goals provide them with focus and a definite path to follow the entire year. Goal setting in organizations is a similar and rather significant annual exercise.

Goal setting enables organizations in laying a solid plan for the upcoming financial year. The importance of goal setting for organizations is deep-rooted in its long-term success.

Goals with a top-down approach

A well-intended goal setting exercise lets leaders and management sit together and set clear goals for the organization first. These goals define a wider perspective of what the organization wants to achieve as a whole in the following year. Next, the organizational goals are used as a base for setting department and individual goals. Therefore, the top, middle, and lower-level members of the organization are all on the same page and are aware of what is expected of them.

Measurable Goals

It’s imperative to measure goals throughout the year. Certain quantitative and qualitative criterion is put in place to compare expected and actual progress. Measurement of goals is important to manage shortcomings and lack of performance. Moreover, the goals are spread quarterly, making it practical and convenient to keep a periodic track.

Track Individual and Collective Performance

Department and individual goals with their relative measurement methods enable managers to gauge the performance of an individual employee and that of teams/departments. For example, a 20 member Sales department of an Insurance company may be lacking behind its departmental sales target; however, 5 employees may be on track with their individual goals. The overall team result overshadowed the individual performances of those 5 employees.

Adaptability to Change

The business world is all about changing scenarios and unforeseen events. Therefore, a well-documented goal plan comes into play when an unexpected occurrence takes place. The goals can be updated, modified, or replaced if they are no longer relevant to the current business situation. The adaptability to change and staying aligned with the organizational vision is only possible through proper goal setting.

 

Empowerment and Autonomy

SMART (specific, measurable, attainable, relevant, and time-bound) goals give employees a sense of empowerment and autonomy. Employees are in charge of their projects and have clarity on the deliverables. Having the end goal in mind is key to planning and successful execution of targets and reaching intended outcomes.

Personal Accountability of Employees

Goal setting enables employees to take personal responsibility for their performance. Since the goals are documented and agreed upon, therefore, employees can track their target timelines. This allows for the identification of improvement areas and accountability for lacking behind.

Target Achievement and Rewards

Goal setting is linked with rewards. Employees who successfully achieve their work and performance targets are rewarded against defined criteria. The reward system boosts employee engagement, retention, promotes healthy competition, and provides motivation for hard work.

Our expert consultants at métier can help your company develop Goals, and Key Performance Indicators (KPIs), along with a comprehensive performance management system and rewards strategy. Reach out to us today for a customized solution for your organization.

Workplaces around the world are beginning to open their doors for employees again. Amidst the havoc caused by COVID-19, the shift in the conversation towards employee mental health is no less than a silver lining. Employers are now making conscious efforts to manage employee mental health issues and create a conducive environment providing a safe space for people to open up without fear of judgment and bias.

The first step towards managing employee mental health is by removing the stigma attached to it. Giving paid time-off, allowing remote work, and flexible work hours may be good measures to start with. Yet the long run requires for concrete steps to bring a significant improvement in this direction

Members of HR and leadership teams have an important role to play here. Open conversations about personal experiences, training of supervisors, creating safe spaces and groups, and formulating of employee mental health focused policies can prove vital.

Leaders Share Their Own Struggles

When leaders show their willingness to talk about their struggles with mental health, that’s where the stigma starts to wear-off. Having leaders share their experiences makes it easier for employees to relate and feel comfortable in speaking up.

Train Managers to Identify Vulnerable Team-members

Employees may feel skeptical returning to work, and readjusting may take a toll on their ability to perform and concentrate. Supervisors and direct managers have an enormous responsibility in maintaining open communication with employees and providing the support and guidance needed. Additionally, some may be stressed about personal and household issues or mourning the loss of a loved one. Ignorance of subtle signs as such may put employees on the verge of serious mental health concerns in the future.

HR, through customized training programs – can instill the required skills in supervisors so they are able to identify signs of at-risk employees and take appropriate action.

Corporate Counselling

Employers can also engage professional counsellors to help employees achieve personal and team effectiveness at the workplace. Having counsellors to speak to can be a source of stress relief, promote a culture of respect, maximize your employees potential, and ultimately result in increased employee engagement.

Employee Mental Health Policy

Along with other interventions, formulation of a precise and well-documented employee mental health policy will safeguard employees’ interest in the long run. The presence of a policy means that employee mental health has now become part of the company’s strategic agenda. The policy may contain guidelines to reach out, available information sources, details of company sponsored professional help, and an information confidentiality clause. Once approved, the policy may be communicated with all staff to build trust and transparency.

Nonetheless, a substantial change will only occur with persistence. Talking a couple of times about personal experiences or counselling meetings are not going to bring progress immediately. A systematic approach with defined SOPs, timelines, and a tracking mechanism is what will ensure the success of an employer’s efforts towards managing employee mental health in the future.

Leverage the services of métier’s seasoned professionals possessing extensive expertise and knowledge to formulate a customized solution for your employees’ well-being. We will assist you with developing a mental health policy that is aligned with your strategic goals and is unique to your organization’s needs.

Moreover, with our tailor-designed training programs, you can equip your managers with the right tools to identify team members prone to signs of mental disturbance and lead in the right way with empathy, compassion, and support.

Organizations are now slowly and gradually preparing to open their office premises again. The coronavirus pandemic has changed the way a physical office used to operate, forever. This poses multiple challenges for employers to ensure a safe return to work for their staff.

After over a year of work from home, employees are now skeptical about making this return. One of the many reasons behind this uncertainty is personal safety against the virus. To alleviate concerns employees may have on returning, organizations must effectively manage the change, and ensure their employees safety is kept as a priority.

We share 5 ways to help employers safely welcome their employees back:

Workplace Safety Measures

Revisit workplace safety bearing COVID-19 guidelines in mind. This may require employers to plan periodic disinfection of the office, modify cleaning schedules, re-skilling janitorial staff, install hand-sanitizer dispensers at multiple locations, display signs as a reminder to maintain social distance, ensure employees are wearing masks, and avoiding physical contact.

Track Symptoms

Encourage employees to stay alert and the track occurrence of any COVID-19 related symptoms such as body ache, fever, loss of taste or smell, etc. In which case, the respective employee should be advised to stay back, inform their manager, and continue working from home. If the symptoms continue to show, a negative PCR test may be made mandatory before joining back.

Modify Floorplans

We may be vaccinated, but we continue to be vulnerable. Maintaining a safe social distance upon returning to work is still relevant and should not be compromised. Make changes to the existing floorplan so it accommodates for recommended distance. This calls for limited occupancy of workstations, meeting rooms, and dining areas, etc. Moreover, clearly display identification signs to mark workstations, tables, and spaces not allowed to be used.

Make Face Masks Mandatory

The importance of wearing face masks cannot be emphasized on enough. Employers must make it mandatory to wear face masks when close to other employees. Also, as and when required, educate employees about the benefits of face masks in protection against the virus, its accurate use, and safe disposal.

Communicate Safety

Inform employees about the improved safety standards and policies through the HR team, company leaders, and managers. These communications can be in the form of an email, a video message, virtual town halls, or displayed on a company noticeboard. Teams can hold weekly or fortnightly meetings where they discuss safety and ways to promote it. The conversation around health and safety should continue so it becomes part of the culture.

Returning to work may be challenging for employees in one way or the other. It’s up to an organization on how far it can go to safeguard its most valuable asset – their employees. By adapting existing safety standards, installing new equipment, modifying seating arrangements, educating employees on the correct use of safety gears, and most of all maintaining continuous communication around new safety policies may be some of the ways through which this change can be managed positively.

With metier’s client-focused solutions, you can now deal with this challenge by creating a safe and healthy workspace for your employees. Our experts will help you formulate a sustainable and periodic communication strategy, and provide HR policy recommendations for preventive safety measures you can implement to make your employees feel safe upon their return.