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Why Showing Kindness Benefits Business and Society

As employers seek to ease the lockdown, many ethical dilemmas will need to be resolved. As the compassionate approach demonstrated by the leaders of countries such as New Zealand, Germany, Taiwan and Finland showed, there’s much to be said for moral decision-making based on the principles of care and benevolence.

Instead of attempting to defy the virus on the grounds that most people would be okay, these leaders locked down hard and early to protect as many people within their communities as possible. The result was a masterclass in the value of kindness, which is, if nothing else, putting other people’s needs above your own.

在过去,解决方案通常基于道德框架,这些框架专注于立即应用规则和原则,即使他们将一些人放在劣势。但远远不受阻碍进展,这种类型的决策被称为“护理道德”带来了巨大的社会,经营和经济效益,因为当集团茁壮成长时,它茁壮成长。

善意福利企业

善良是今年的主题Mental Health Awareness Week,值得注意的是,善意带来了巨大的商业效益。

We all know how much more likely we are to go the extra mile for an employer or colleague who shows us kindness. A major study into the link between福祉和生产力shows that employers who treat people well, by prioritizing employee well-being, are up to 10.6 days more productive, per person, than those that have just average physical and mental well-being.

这是一个值得一旦行业,在流行病前的生产率差的时间受到了影响,现在正在寻求恢复跌倒60%-80%的产出。

不幸的是,而不是向员工展示善意,而不是研究mental health工作中的问题表明,近三分之二的经理(62%)使其组织的利益归于员工福祉。虽然当时这可能似乎是良好的商业意义,但长期以来会伤害企业和个人。

In This Climate, Kindness Has Become a Priority

迅速行动的雇主允许人们从家里工作,让他们安全,在他们被命令被政府订购之前,将加强本组织的文化,通过让人们觉得他们很重要。

Similarly, employers who perhaps weren’t prioritizing well-being as much as they could have in the past, now have a unique opportunity to shift the culture of their organization, by relaunching their well-being strategies and putting the welfare of their people at the heart of their business strategies.

Ordinarily, such a focus on people would have been met with mistrust, unless accompanied by another shift in culture, such as the appointment of a new CEO. But the disruption caused by the virus and emotional impact of the lockdown means we are ready to re-evaluate the importance of health and well-being, the meaning of work, and the value of work-life balance for boosting mental well-being.

这意味着在实践中188比分直播吧足球比分

想要利用这一切的雇主必须首先展示组织的关怀面,并在人类需求周围重新设计他们的工作场所,而不是继续要求人们依靠工作。

有些事情可能永远不会恢复“正常”,并具有灵活的内容来留下来的元素。也许更重要的是,围绕工作的目的和意义的问题将被提出,并提供创造性和有效的答案。

Going forward, showing the caring face of the organization isabout recognizing the need to design work around human needs, and not the other way round.

The impact of the coronavirus on the mental health of the workforce is not to be underestimated.

人们在情绪上被孤立的长时间,家庭教育压力和减少机会,以做出快乐的事情。已经患有现有心理健康问题和问题的人,如家庭暴力,因此他们的问题取得了糟糕的问题。

这不是提供免费水果

Going forward, showing the caring face of the organization isn’t about giving people free fruit, the odd day off, or the opportunity to take part in one-off mindfulness workshops.

It’s about recognizing the need to design work around human needs, and not the other way round. It also requires introducing and thoroughly embedding the concepts of “good work” into health and well-being strategies and the culture of the organization itself.

Not least by asking: Can we keep our people safe once they return to work? Do people have realistic targets? Are they allowed to control their workflow and deadlines to reduce stress levels? Do they have the opportunity to take breaks, exercise and eat well? Are they able to enjoy positive interactions with others?

他们有机会每天在工作中使用他们的关键优势吗?他们有机会达到全部潜力或至少接近它吗?他们是否有灵活地满足工作的需求?

一个新的数据驱动福祉时代

Most employers have now reached a crossroads of maturity where health and well-being at work is about to move on from haphazard and uncoordinated programs based on anecdotal evidence. The future requires a strategic and evidence-based approach, based on data-driven assessment, sector insights and benchmarks.

正如您希望锁定的缓解基于事实数据和合理的假设,因此您应该希望您的幸福策略基于您可以看到的可靠业务数据,从而获得积极的影响。

例如,研究通过谷歌进行了,心理安全的团队,人们可以自我摆脱嘲笑或指责,超过17%的目标,而那些在心理上安全的球队中的目标错过了19%的目标。

这需要对人民的需求综合了解,从他们的金融福祉和归属感,他们平衡工作和生活的能力,并从事工作感。

定义工作的未来

对于太长,工作实践已经发展而来,尤其没有考虑到支持本组织对促进团队工作或减少心理健康问题这样的事物的目标所需的目标所需的目标。

示例:将人们的工作环境放入云中,因此团队可以远程工作,而无需考虑如何188bet滚球投注最好地促进知识共享,团队合作,社会互动和解锁转型价值所需的其他人为要素。

现在,最近的危机有助于将我们的思想集中在真正重要的事情上,雇主有一个独特的机会,以允许人们在工作中茁壮成长的方式改变他们的工作场所,这将使业务和社会也茁壮成长。

Wolfgang Seidl.

Mercer的合作伙伴

Wolfgang Seidl博士是Mercer的合作伙伴,在英国和欧洲提供工作场所健康咨询。他向组织提供健康和幸福策略,综合卫生保健,数据分析和主动干预措施,例如恢复性计划。

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