We recently hosted a fantastic event with Graeme Cowan, Team Resilience Expert and Founding Board Director of R U OK? on how to build mentally healthy and safe hybrid teams. As well as sharing his own inspiring journey with us – he also provided some astonishing statistics and actionable insights on how we can better support our teams.
Our 10 Takeaways:
- Psychological safety is the number 1 predictor of high performing teams
- 66% of Managers and 62% of employees feel burnt out
- How to change a culture: there must be an urgent call to action for change AND ‘C-Suite’ support
- Know your starting point – Audit everything you have and do – Get the data: measure absenteeism, work cover costs, presenteeism etc.
- 70% is what Managers contribute to the engagement and well-being of their team
- Basic mental health training of Managers led to a positive return on investment of 998%
- Build a supportive and safe team culture by asking: Am I ok? Are we ok? R U OK?
- Teams who decide as a collective where they want to work will have much higher levels of engagement
- ‘Care First Culture’ should be the ultimate goal
- Keep learning, keep engaging, keep the conversation going
Psychological Safety Drives Innovation: In addition to predicting high-performing teams, psychological safety can also foster innovation within organisations. When team members feel safe to share their ideas and take risks, it can lead to creative problem-solving and product development.
Addressing Burnout Boosts Productivity: Combatting burnout isn’t just about employee well-being; it’s also about productivity. When employees and managers are less burnt out, they’re more likely to be productive, make better decisions, and contribute positively to the organisation.
Change Requires Top-Down Support and Grassroots Action: The combination of a clear call to action for change and support from the C-Suite is powerful. However, it’s also important to empower employees at all levels to contribute to cultural change. Grassroots efforts can compliment top-down initiatives.
Data-driven Decision-making: The importance of auditing and measuring absenteeism, work cover costs, and other factors cannot be overstated. Data provides insights into the effectiveness of well-being initiatives and helps in making informed decisions to improve employee engagement and mental health.
Managerial role in employee well-being: Managers play a pivotal role in creating a positive work environment. Investing in their development and well-being can lead to a ripple effect, positively impacting their teams and overall organisational culture.
ROI of mental health training: The significant ROI from basic mental health training for managers demonstrates that investing in employee mental health isn’t just a cost but an opportunity for substantial returns through increased productivity, reduced turnover, and improved team morale.
Communication and supportive culture: Promoting open dialogue with questions like “Am I ok? Are we ok? R U OK?” can help create a supportive and empathetic culture. It encourages employees to check in with each other, fostering a sense of belonging and camaraderie.
Employee autonomy in work choices: Allowing teams to collectively decide where they want to work can boost their engagement. It reflects a level of trust and autonomy that can lead to greater job satisfaction and commitment.
Prioritising a ‘Care First Culture’: A “Care First Culture” should be the ultimate goal, emphasising empathy, understanding, and support for employees. Such a culture not only improves well-being but also attracts and retains top talent.
Continuous learning and conversation: Keeping the conversation about well-being ongoing is essential. As circumstances and challenges evolve, organisations need to adapt their well-being strategies and ensure that employees have access to resources for continuous learning and growth.
These insights highlight the importance of well-being strategies that consider both individual and organisational needs. By fostering a culture of care, empathy and supportive, organisations can create environments where employees thrive and contribute to the company’s success.
As a specialist ﬁnance, accounting and ESG recruitment and learning organisation; we can help your company with talent planning. We can find temporary and permanent roles from Assistant Accountant to CFO level and also recruit Sustainability / ESG Manager roles to Chief Sustainability Officer roles across all industry sectors. Whether you are working, in-between roles or know anyone with ﬁnance and accounting or ESG recruitment needs, we would be delighted to assist. Please feel free to get in touch.
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