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When done properly, data and insights on employees can drive effective decision-making for the organisation.įor example, HR can have an overview of its entire workforce’s mental well-being and identify opportunities to drive better engagement. This is especially at a time when WFH is the default and bosses may not get to meet their staff as often as they would like to and cannot have conversations by the corridor that give them a sense of how they are coping. READ: Commentary: Worries over COVID-19 situation are taking a mental toll on Singapore READ: Commentary: Call me a strawberry millennial, but being passionate doesn’t mean I’m willing to be exploited Tech giant Facebook took things even further and worked with Wharton Professor Adam Grant to study what keeps employees engaged.Ĭompanies that use regular check-ins and surveys to take the pulse of how employees are coping have data to pinpoint where the pain points are instead of relying on “gut feel”.
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The Harvard Business Review has good resources on how a well-designed survey can lead to quantifiable gains. Done well, this sort of data provides critical real-time information on how employees feel about their work, their bosses or their prospects in the organisation. The good news is that companies can adopt good management practices to uncover insights using data, recognise the sensitivities, set the right tone and nurture a culture of trust and openness on mental wellbeing.Īlmost every company utilises surveys to take the pulse on a number of issues – from corporate culture to change management and views on leadership. So the problem is often not knowing there is a problem in the first place. The Health Promotion Board (HPB) also runs workshops to equip managers and human resource personnel with the knowledge to recognise staff facing difficulties at work and may need help and be supportive leaders at their workplace.īut the reality for many organisations is employees shy away from speaking to their bosses about their personal struggles for fear of being seen as weak or even worse, stigmatised. READ: Commentary: I wanted to be a better dad but paternity leave wouldn’t have made a difference READ: Commentary: Cure to burnout requires a pervasive culture of rest In Singapore, these range from self-help assessment tools such as iWorkHealth developed by the Ministry of Manpower’s Workplace Safety and Health (WSH) Institute to online mental health platforms such as the My Mental Health microsite. There are useful resources to tap on so that managers can understand the difference. They are two distinct conditions although both could manifest with similar symptoms such as the lack of energy or cynicism towards work and colleagues.īeing aware of these differences can help employers differentiate when adjustments at work may help and when medical interventions including treatment in the form of therapy or medication may be needed instead. So what can employers do when they find themselves with requests from employees for time out? How can employers tell apart workers feeling isolated and exhausted trying to cope with work and family from those genuinely struggling with issues such as anxiety and depression? The 2021 survey results are expected at the end of June and it will come as no surprise if more employees feel this way. READ: Commentary: Why do some bosses still want their workers to come back to the office? In particular, 30 per cent of employees working in the education sector and 22 per cent from consumer industries indicated their stress levels were unacceptable. In a 2020 survey by EngageRocket, one in six workers said they felt stressed. This was a point reiterated by President Halimah who in a Facebook post said people have to walk away from toxic environments despite the stigma.īecause most adults spend the bulk of their time working, the workplace is naturally one environment facing fresh challenges in a new normal.
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Well give week off. dont quit. professional#
SINGAPORE: You may have read about Naomi Osaka bowing out of the French Open saying she had to prioritise her mental health over her commercial obligations and professional advancement.