风险的边缘 菜单 Search
关于全球经济的企业风险与恢复力的新思考。
188比分直播吧足球比分

为什么表现出善意的福利商业和社会

随着雇主寻求缓解锁定,需要解决许多道德​​困境。随着新西兰,德国,台湾和芬兰等国家领导人所表明的富有同情心的方法,基于护理和仁慈的原则,道德决策有很大的待存在。

而不是试图在大多数人都可以做到的场地上蔑视病毒,而是这些领导人难以尽早阻止他们在社区内的许多人。结果是善良的价值中的大师,如果没有别的,那就是把别人的需求放在自己身上。

In the past, solutions would typically be based on moral frameworks that focus on the just application of rules and principles, even if they put some people at a disadvantage. But far from hindering progress, this type of decision-making known as “ethics of care” brings huge social, business and economic benefits because when the group thrives, the individuals within it thrive.

Kindness Benefits Businesses

善良是主题year’s心理健康意识周, and it’s worth bearing in mind that kindness brings huge business benefits, too.

我们都知道,我们将多少一英里为展示我们善良的雇主或同事。一项重大研究进入了联系well-being and productivity展示通过优先考虑员工福祉的雇主,每人的生产力高达10.6天,而且比平均身体和心理健康的人更高的效率。

This is something worth bearing in mind at a time when industries, already impacted by poor productivity before the epidemic, are now looking to recover outputs that have fallen by 60%-80%.

Unfortunately, instead of demonstrating kindness to employees, research into the causes of精神健康issues at work shows that nearly two-thirds of managers (62%) have put the interests of their organization above staff well-being. Although this might seem to make good business sense at the time, it hurts businesses and individuals in the long run.

在这种气氛中,善良已成为优先事项

Employers who acted swiftly to allow people to work from home, to keep them safe, before they were ordered to do so by the government, will have enhanced the culture of the organization, by making people feel like they mattered.

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.

通常,除非伴随着文化的另一种转变,但是,由病毒和锁模情绪影响造成的破坏意味着我们已准备好重新评估健康和福祉的重要性,工作的意义,以及促进心理福祉的工作生活平衡的价值。

What This Means in Practice

Employers that want to harness this must start by showing the caring face of the organization and re-engineering their workplaces around human needs, instead of continuing to ask people to fit their lives around work.

Some things may never return to “normal,” with elements of flexible working here to stay. Perhaps more importantly, questions around the purpose and meaning of work will be posed, and creative and effective answers provided.

展现,展示了组织的关怀面临关于认识到需要设计人类需求的工作,而不是另一轮。

冠状病毒对劳动力心理健康的影响不会被188bet投注网站低估。

People have been emotionally bruised by the prolonged period of isolation, pressures of home-schooling and reduced opportunities to do things that gave them joy. People who were already suffering from existing mental health issues and problems, such as domestic violence, have had their problems made worse.

It’s Not About Giving Free Fruit

展望未来,展示该组织的关怀面临不是让人们自由水果,奇怪的一天休息,或者有机会参加一次性心态研讨会。

这是为了认识到需要设计人类需求的工作,而不是另外一轮。它还需要介绍和彻底地将“良好工作”的概念纳入健康和福祉策略以及组织本身的文化。

并非最不重要的是:一旦他们重返工作岗位,我们可以让我们的人民安全吗?人们有现实的目标吗?他们是否可以控制他们的工作流程和截止日期来减少压力水平?他们有机会休息,运动和吃得好吗?他们是否能够与他人享受积极的互动?

Do they have the opportunity to use their key strengths at work every day? Do they have a chance to reach their full potential or at least get close to it? Do they have the flexibility to meet their needs outside of work?

A New Era of Data-Driven Well-Being

大多数雇主现在已经达到了成熟的十字路口,在工作中的健康和福祉即将根据轶事证据转向随意和未开放的计划。根据数据驱动的评估,部门洞察和基准,未来需要一种战略和证据的方法。188bet如何安装

Just as you would want the easing of lockdown to be based on factual data and reasonable assumptions, so you should want your well-being strategy to be based on reliable business data that you can see rationally will make a positive impact.

For example,researchcarried out by Google found that psychologically safe teams, where people could be themselves free from ridicule or recrimination, exceeded targets by 17%, while those in teams that were not psychologically safe missed their targets by 19%.

This requires an integrated understanding of peoples’ needs, ranging from their financial wellbeing and sense of belonging, to their ability to balance work and life and derive a sense of purpose from work.

Defining the Future of Work

For too long, working practices have evolved with little or no thought being given to the underlying people’s objectives needed to support the organization’s goals on things like facilitating team working or reducing mental health issues.

Example: putting people’s working environments into the cloud so teams can work remotely, without also considering how best to facilitate knowledge-sharing, teamworking, social interaction and the other human elements needed to unlock the value of transformation.

现在,最近的危机帮助我们的焦点minds on what really matters, employers have a unique opportunity to transform their workplaces in ways that genuinely allow people to thrive at work, in a way that will allow business and society to thrive also.

Wolfgang Seidl

Partner at Mercer

Dr. Wolfgang Seidl is a partner at Mercer and leads Workplace Health Consulting in the UK and Europe. He advises organizations on health and well-being strategy, integrated models of health care, data analytics, and proactive interventions, such as resilience programs.

BRINK’s daily newsletter offers new thinking on corporate risk and resilience. 订阅