You need to re-ignite your people

Over the last six months, Crowe DNA conducted a series of Pulse surveys with our clients in order to track a number of organisational well-being drivers and gauge the extent to which employees were adapting to the new way of working during the Coronavirus pandemic. An analysis of the results showed that employee health and well-being was consistently lower across all organisations, in varying industries. Even in post-lockdown times, results indicated that employees were highly stressed, despondent and on the edge of burnout.

These findings were supported by other research studies. In May 2020, research called “Navigating COVID-19 – Impact of the pandemic on mental health,” by the US-based Society for Human Resource Management, found that 41% of respondents felt burned out from grappling with life alterations brought about by COVID-19. Respondents felt pressurised by threats to their job security, pay, and benefits. Evidently, COVID-19 has put unprecedented pressure on physical, mental, and spiritual well-being.

In order for businesses to succeed post-lockdown, employees need to be performing at their best. Employee well-being drives productivity: employees who feel physically, mentally, and spiritually well will be able to show up for work each day, undertake their work to the best of their ability, and join company meetings. They will be able to offer ideas on problem-solving and innovation, and assist leaders in uplifting team morale as a whole.

Considering the performance impact of poor employee well-being, this is clearly an area which businesses cannot ignore. At Crowe DNA, we recommend a holistic approach to support employees now and into the future. This approach involves focusing on Organisational Culture, Employee Engagement, and Well-being:

1. Organisations should be cognisant of the impact that COVID-19 has had on their organisational culture and take proactive steps to reinforce their desired culture under the new ways of working, focusing on communication, working relationships, systems, and leadership behaviour.
2. Remote working and alternative working arrangements have impacted employee engagement and motivation. Organisations should not lose sight of the importance of employee engagement, and refocus their initiatives to boost morale and motivation amongst their teams.
3. Employee wellness is currently of paramount importance. Organisations should reinforce processes to seek support if necessary and provide employees with the tools to manage their stress better. By proactively equipping employees with coping strategies, we are empowering our workforce and supporting positive mindsets.

Get in touch with us to find our how we can help you re-ignite your people and create an organisational environment that supports your employees and motivates them to do their best for your business!

This article is a general information sheet and should not be used or relied upon as professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your adviser for specific and detailed advice.  Errors and omissions excepted (E&OE)