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Winnipeg Free Press - PRINT EDITION

Well-being pays off

Psychologically healthy workplace benefits employer, staff

By: Barbara Bowes

Posted: 01/29/2011 1:00 AM | Comments: 0 (including replies)

Much has been written in the past few years about the need for a psychologically healthy workplace, and I am thankful this issue is finally gaining recognition for its importance and value.

After all, our workplaces have changed dramatically. Work and organizations have become so very complex as we deal with a global clientele, global competition and a myriad of technology that seems to be integrated into everything we do. Not only that, our techno-gadget world allows us to operate 24/7.

So it is easy to misplace an emphasis on the importance of people in the workplace. And this is what a psychologically healthy workplace is all about -- people and their relationship to work.

Fortunately, more and more organizational leaders are accepting responsibility for building and maintaining a psychologically healthy workplace. They now have proof that employee productivity leads to increased profitability. They have proof that employee well-being and early return-to-work programs after an injury are cost effective and boost worker self-esteem.

Leaders now see that investing in employee development not only builds capacity, but acts as an effective recruitment and retention tool for talented candidates.

Finally, these leaders and organizations know and understand that creating a workplace culture that engages the hearts, minds, emotions and spirit of their people will result in a psychologically healthy workplace with its multiple spinoff benefits.

To encourage organizations to build psychologically healthy workplaces, to reward leaders who achieve this success and to educate others, the American Psychological Association (APA) and its Canadian counterparts have identified five key areas that contribute to a healthy and productive workplace. These include the following:

Employee involvement -- When employees are involved in decision making, it gives them increased personal control and job autonomy. This enhances job satisfaction, employee morale, loyalty and commitment and results in increased productivity and reduced turnover and absenteeism. Strategies for employee involvement include team-based activities, task forces, participative management and employee feedback forums.

Work/life balance -- Acknowledging that employees have a life outside of work and assisting them to manage their multiple responsibilities helps to diminish the conflicts between work and home. The result is improved morale and job satisfaction as well as less absenteeism and turnover. Work/life balance is often assisted through flexible work and personal leave arrangements, flexible or menu benefits, part-time or job sharing roles and/or creative financial assistance plans.

Employee growth and development -- Organizations that provide opportunities for employee skill and knowledge development enable individuals to make a stronger contribution. From a corporate perspective, employee growth provides internal flexibility and promotional opportunity. Employees, on the other hand, increase their motivation as well as their confidence as their skills develop. Everyone wins. Plan to make continuous learning programs available and provide tuition support and career counselling as well as executive coaching.

Health and safety -- Interfering in the personal lives of their employees was once considered a "no-no." Today, however, companies are recognizing that focusing on employee health assessment, prevention and treatment reduces health risks and therefore overall corporate costs. In other words, healthy employees are more productive. Initiatives such as health screening, educational and recreational programs, workplace health and safety training and stress management as well as health insurance coverage are the most common strategies to address this issue.

Employee recognition -- Recognizing employees for their individual and collective contributions is a key way to make people feel valued and appreciated. Programs include both formal recognition ceremonies as well as a variety of monetary and non-monetary strategies. The result is increased employee satisfaction and higher levels of self-esteem and morale.

In recognition of the importance of a psychologically healthy workplace, the American Psychological Association (APA) and its Canadian counterparts initiated a special awards program in 1999. The program continues to gain momentum and recognition for its focus on celebrating a variety of workplaces, both large and small as well as profit and non-profit, in diverse geographical settings.

The 2010 award program shone its light on both American and Canadian recipients, including several health-care providers, an employee-owned cast iron pipe company, the City of Toronto Police Service, the College of Physicians and Surgeons of Nova Scotia and an information technology solutions firm from British Columbia.

The time for the 2011 awards is coming up shortly and the association is accepting applications. Why bother applying for this award? First of all, being recognized and honoured by an award such as this is prestigious. Not only that, top local winners are also selected for recognition across the United States and Canada. Such recognition can only help to increase attraction for candidates to your organization as well as instil pride within your current employees.

To apply, register online at http://www.phwa.org/applynow/ and complete the application. Once this has been submitted, you will be contacted by a representative of the Manitoba Psychological Association who will assist you with completion of an organizational and an employee questionnaire. All of these documents will be reviewed by a panel of judges, finalists will be chosen and the panel will arrange for a representative to make a site visit to your location. This final step provides a firsthand look at how psychologically healthy workplace practices have been put in place. Once winners have been selected, an award ceremony is held to highlight the recipients of the provincial awards. And as mentioned earlier, the winners will go on to be recognized on a North American level.

While more and more organizational leaders are accepting responsibility for building and maintaining a psychologically healthy workplace, many continue to shun the spotlight. And while modesty is a valuable trait, shouting out to the world and celebrating success is good for business. After all, employees want to work for an organization that balances an interest for profit against employee well-being. Customers and clients, on the other hand, want to do business with organizations where employees translate their sense of pride and job satisfaction into quality customer service.

If you are proud of your accomplishments in building and maintaining a psychologically healthy workplace, take time to consider applying for this North American award. Visit http://www.phwa.org or contact Dr. Matthew Bailly of the Manitoba Psychological Society at 787-7424.

Barbara J. Bowes is president of Legacy Bowes Group and vice-president of Waterhouse Executive Search. She can be reached at barb@legacybowes.com.

Republished from the Winnipeg Free Press print edition January 29, 2011 I1

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