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Hybrid/Remote

7 more employee loyalty ideas for remote and hybrid workers

Check out part one of this series for even more employee loyalty ideas to boost buy-in across your remote and hybrid workers!

Prioritize their well-being

Employees want work-life balance. That has to come from the example set by their employer and the company’s expectations of them. 

If the company expects people to reply to emails outside of working hours, or work to tight deadlines, an employee is far more likely to have a worse work-life balance and burn out faster. This is an important factor when considering employee loyalty ideas.

When you prioritize employees’ well-being, they get more time to recharge their batteries. 

To do this, you both need to draw clear boundaries around working hours and personal hours. It’s also important to provide employees with time back when they work overtime.

It’s not just about that, though.

Provide support

How can you support your employees? 

Could you offer subsidized childcare, pension plans, or healthcare?

In some countries these things are legal requirements, but in others they’re not. 

So it’s worth considering what’s a legal requirement in your country and what, morally, feels like the right way to support your employees.

It’s even more important to implement these types of employee loyalty ideas during challenging and stressful times.

Take away unnecessary uncertainty

When we live in uncertain times it causes stress and anxiety. This affects our moods and our ability to concentrate and deliver our best work. It can also seriously affect the success of any employee loyalty ideas.

We all remember how stressful Covid-19 was, and the impact it had. Many of us were left feeling more fatigued than usual despite doing less. 

This was because it was the most uncertain time many of us have ever lived through. We had no idea what was going to happen from one day to the next. This extra worry subconsciously left us drained.

When employees work in unpredictable, uncertain environments, it recreates this stress. 

The longer their situation is uncertain for, the more likely it is that that stress will mutate. It can show up as depression, anxiety, or even chronic pain like migraines or fibromyalgia.

So, how can you support your employees and remove unnecessary uncertainties? 

Is it through better communication, even when times are tough? 

Is it taking their opinions into account? 

Getting more support yourself from someone else within the organization?

Practice what you preach

It’s all very well and good telling employees to do something, but if you’re not willing to do that thing yourself, asking them can come across as hypocritical. It can also be really frustrating for employees. Why should they have to do something that you’re not willing to do?

For example, if you want to grow your employer brand on social media, the best way to do it is through your employees sharing what life is like at your business from their own profiles. 

But if they don’t see their leaders posting, they’re going to feel more apprehensive about doing so. Leading by example is one of the more straightforward employee loyalty ideas you can incorporate.

Strong leadership

If you show that you care about your business and colleagues, employees are much more likely to follow your lead. They’ll mirror your loyalty.

But that starts with you modeling the types of behavior you want to see and being a strong leader. 

It means talking to your team even when things are hard. And it means being able to make the tough decisions.

Check in regularly

The only way you’re going to know what’s really going on with your employees is by checking in regularly. Knowing what’s going on should be the foundation of your employee loyalty ideas.

In large businesses it’s impossible for senior leadership to speak to everyone. 

But you should make an effort to connect periodically with employees from all levels. That way, they don’t feel like you’re just a figurehead and decisions ripple down from you to them. They should feel able to communicate with you.

Team leaders and managers should also have regular catch-ups with their direct reports. This allows them to keep team members informed of what’s happening. Plus, it helps solve any problems before they cause more significant issues.

It also ensures that if employees have personal problems, don’t get along with their colleagues, or clients are causing a headache, they’re not dealing with those issues alone.

Encourage learning and development

Encouraging employees to grow their skills inside and outside of the business has huge benefits for everyone. 

It’s great for our brains to learn new things. That could be a new language, a new skill we can use at work, or a different form of exercise. These new skills create new connections in our brains, which keeps them healthy and can improve our moods.

Businesses, meanwhile, get the benefits of employees’ improved health and mood, leading to greater productivity. But those aren’t the only ways businesses can benefit from employee learning and development.

When employees continue to upskill throughout their careers, it helps them stay competitive. And, as a result, so does your business. It’s one of the employee loyalty ideas that’s a true win-win.

That way, employees have the latest industry knowledge—and they may even have other peripheral skills that competitors’ employees don’t have—that can boost productivity, find new cost-saving measures, and discover more creative ways to solve problems. 

The more knowledge and experience they can bring to the table, the greater the benefits to you.

Conclusion

Remote and hybrid workers need to know that you trust them. That means investing in everything from their office equipment to their well-being to their personal brand to their learning and development. 

Sure, there’s the possibility that they’ll leave after you’ve spent all that money. 

But if they leave on positive terms, they’re far more likely to come back. And they’re going to boost your employer brand either way by speaking so highly of you. This can help you tap into a new talent pool, attracting more great employees. In this way, your employee loyalty ideas can lead to an even more loyal workforce over the long-term.

No employee will stick around forever. But if you can foster a sense of loyalty, it will boost not only your employer brand, but your customer brand, too. And that can only lead to positive things for your business.

Ready to get started on implementing some of these employee loyalty ideas? Why not check out some tools that can make things easier?

Workrowd’s user-friendly platform gives employees one-stop shopping for everything that makes them love their employer. You can centralize events, groups, programs, information, and more, all in the same place where you collect employee feedback. It’s a no-brainer, and a great way to get quickly up-to-speed on using these employee loyalty ideas.

If this sounds interesting for your organization, visit us online to learn more or send us a quick note at hello@workrowd.com.

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Categories
Hybrid/Remote

7 ways to boost employee loyalty for remote and hybrid workers

Employee loyalty is a big deal. Loyal employees can be up to 12% more productive, which could make a huge difference to your business’s bottom line.

They’re also up to 87% less likely to leave, leading to all sorts of financial savings. This includes during the hiring process, training, and onboarding. Which then gives you more money to invest in other areas of the business. For instance, upskilling existing employees to increase their industry knowledge and help you stay ahead of the curve.

However, 95% of employees are open to a new job in the next year. So if you’re not looking to boost employee loyalty, your people are far more likely to leave when an opportunity comes knocking.

Replacing an employee costs around double their annual salary, equalling somewhere between $25,000 and $100,000. That’s a lot of money to lose because your company culture needs work.

So, how do you boost employee loyalty? Especially when employees work remotely some or all of the time?

Ask them what they want

What you have in mind isn’t always what your employees want or need from you. This is particularly hard to gauge if your team is remote. You can’t see anyone’s body language (or not properly on video) to tell if they’re really saying what they mean or just telling you what you want to hear. 

But you can ask in a survey! That way, you can get feedback on your hiring process, onboarding process, employee reviews, workplace practices, and offboarding practices. The possibilities are endless.

Listen to their opinions

The further down an employee is in the food chain, the less of a say they get in decisions. This can make them feel unvalued and expendable.

Whether an employee is a cleaner or team leader or any role in between, they should be able to voice their opinions about what’s happening within the business. 

Sending a survey shouldn’t just be something you feel obligated to do. Instead, you should listen to people’s feedback and take action when it’s appropriate. While you can’t solve every problem, if multiple team members have issues with the same thing, that should be a red flag that requires immediate action.

Likewise, if there’s something positive that many employees highlight when you speak to them, you should lean in to that. And include a mention to it in your employee branding materials and/or job descriptions when hiring for a role. It could be a key driver of employee loyalty!

Create a sense of community

If employees feel like they belong, they’re going to be happier in their roles and therefore more likely to stay.

Employee groups are a great way to build a sense of community. Employees can connect with colleagues from other parts of the organization who share their interests, goals, and/or backgrounds.

They don’t have to be complicated to manage, either. With Workrowd, you can get more out of your employee groups and even track their success in real-time.

Offer to help employees set up their offices

Helping employees get the right equipment for their home office allows them to feel more comfortable working from home. That way, they’ll be happier and can get more done. It’s a pretty straightforward way to boost employee loyalty. 

Simple things like the right chair, mouse, or keyboard can make a huge difference to our mood and productivity. 

I used to work in a really uncomfortable chair. Because I was uncomfortable, it was hard for me to concentrate. When I switched jobs and worked from a better chair/desk setup, my back pain went away. Meaning I wasn’t thinking about being in pain and could instead get more work done.

Reward them

A little recognition can go a long way. Sometimes, all it takes is a quick ‘thank you’ for an employee to feel appreciated and like they belong. It can increase employee loyalty and make them want to stay.

Of course, you can take things further and consider a gift of some sort. It could be an onboarding package with some branded merchandise, or a sweet treat at the end of a project. 

You can even go so far as to personalize employee rewards by paying attention to things like their interests and favorite brands.

Help them grow their brand

One way you can really show employees you care about them is by helping them grow their personal brands. 

Not every employee will be interested in doing this, but it’s something that can make a huge difference to their confidence levels, their network, their career opportunities, and how they feel about you as an employer. 

Of course, it does mean that they could get headhunted because of the strength of the personal brand that you helped them create. 

But if they’re truly happy in their role and working for your business, they’ll say no to that new opportunity because they won’t want to leave. Enabling team members to grow within your organization is key to increasing employee loyalty.

Show trust

How do you show your employees that you trust them? 

Is it by allowing them to post about work on social media? 

Is it by prioritizing how much work they get done over how many hours they spend sitting at their desk with Slack open?

The more employees feel like you trust them, the more you’ll get out of them. And, the more you’ll see employee loyalty increase.

If employees constantly feel uncomfortable or like you don’t trust them to do their jobs, the quality of their work, their confidence levels, and their productivity levels, will suffer.

Conclusion

Employee loyalty can play a key role in your talent acquisition and retention levels. The tips above were a start, but these aren’t the only ways to increase employee loyalty.

Stay tuned for part two, where we share more ways to boost employee loyalty among your remote and hybrid workers!

In the meantime, if you want an easier way to increase employee loyalty and watch your numbers rise in real-time, Workrowd can help.

Our one-stop shop for engagement and inclusion makes it easy to get employees deeply involved at your organization from day one, and then track progress over time.

Sound useful? Our happy customers certainly think so! Visit us online to learn more, or email us at hello@workrowd.com to schedule some time to connect.

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Categories
Learning & Development

6 creative ways to offer upskilling opportunities for your team

Upskilling is teaching your employees additional skills to give them, and your business, a boost.

Why is upskilling important?

The number of skills required for a single job increases by 10% every year. So if employees don’t keep upskilling, they’ll fall behind. And so will their employer.

Things now move so quickly that a third of the skills that appeared in an average job posting in 2017 are no longer required. That’s a huge number of obsolete skills in just a few years.

So it makes sense that 48% of US workers would switch to a new job that offered skills training opportunities.

And that 65% of workers believe employer-provided upskilling is very important when evaluating a potential new job. Upskilling means they get more present and future opportunities.

Upskilling is an even higher priority for millennial and gen Z workers, with 93% of them expecting employers to offer learning opportunities.

Providing upskilling opportunities for your employees will help you retain your current team members and attract new ones. It could even mean you attract better quality hires who stick around for longer.

For workers who’ve recently taken part in an upskilling program, the average salary increase is $8,000 or more. That could make a huge difference to someone’s quality of life, especially in the current economic climate.

And as AI becomes a larger part of the workplace, offering opportunities for employees to upskill or reskill will be pivotal to maintaining a positive company culture. Especially when so many people are worried AI will take their jobs.

Creative ways to upskill your employees

So, how can you upskill your employees? There are lots of options, and something for every budget:

Start a book club

Books are a great way to learn. The increased availability of ebooks and audiobooks also means that they’re more accessible than ever. With material available on nearly every subject imaginable, you can use workplace book clubs for upskilling employees on a wide array of topics.

Create internal training modules

If you’ve got a particularly complicated product, or a lot of internal knowledge you want to retain and share, internal training modules can be a great way to spread that information.

Investing in e-learning software means employees can dive in as part of their onboarding, during a set day/time, or at their own pace.

You could create these modules on anything from how to use a particular tool to company culture and everything in between.

Start an employee group

Employee groups are a simple way for team members to connect with people who have the skills they need, or for them to learn together.

They provide employees with the chance to interact with people from outside of their department and learn things they might not have otherwise had the chance to.

A robust community of employee groups can not only do wonders for your employee engagement rates, but can help with upskilling on both hard and soft skills.

Mentoring 

Mentoring enables employees to receive one-on-one support to help them grow in a particular area. This means they get training that’s tailored to their individual situation, helping them grow faster.

This is also particularly useful for succession planning. A manager’s replacement can shadow them for a set time, for example, to help them fully understand the role and how to react in different situations.

Volunteer work

Volunteer work allows employees to engage in upskilling while giving back to their community. There are volunteer roles for just about every skill set, so whether it’s cooking in a soup kitchen or doing admin for a charity, there’ll be something for them.

Supporting employees to give back to their community also improves your employer brand, showing the outside world that you really do care about more than just money. Which can further help you attract and retain talent.

For employees who work remotely, or long hours, volunteer work also provides them with a desk break, improving their mental health through spending time with other people and helping them.

Away day

A break from the office (whether that’s a company office or a work-from-home office) can refresh tired minds and encourage creativity. 

The higher-ups at Marvel regularly do this to plan their upcoming movies and TV shows. It’s a way to disconnect from the outside world and our everyday lives, which can reduce stress and boost idea generation.

Away days are also great for cramming in lots of knowledge in a short space of time. 

Employees don’t need to worry about picking children up from school and missing the end of the session, or the dog needing to go outside at an awkward time. 

They have more energy to focus on learning new things, which helps them retain the information.

They can also spend time with other employees—or even people from outside of the organization—learning the same thing. This can improve loneliness, increase their sense of belonging, and lead to future career opportunities, too.

Networking 

Everyone knows something we don’t. Networking is therefore a crucial way for employees to engage in upskilling.

How can you encourage networking within your organization?

Some ideas include:

  • Breakfast sessions
  • Lunch and learns
  • Evening pizza
  • Hackathons
  • Charity events (such as running a total number of hours as an organization in a month)
  • Holiday gatherings
  • Town hall meetings

Conclusion

Upskilling doesn’t have to be hugely expensive for businesses or employees. But the more businesses and employees foster a culture of learning, the more it will benefit the business and employees’ skills and mental health. 

It also future proofs employees’ careers and the business itself, allowing them to adapt to the changing times.

Want to find out what your employees really want from upskilling? Workrowd makes it easy to deliver upskilling opportunities in a wide variety of formats, and track employee satisfaction.

With all your groups, programs, and events in one place, everyone can easily tap into what works for them. Plus, our automated feedback requests and real-time analytics ensure you always know what is and isn’t getting results.

If this sounds useful for your organization, we’d love to chat. Visit us online to schedule some time, or email us directly at hello@workrowd.com.

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Categories
Learning & Development

12 training topics for managers to level up your organization

59% of managers who oversee one or two employees report having no training at all. 41% of managers who oversee three to five employees also report having no training. Which means that in most organizations, the list of training topics for managers is…nil.

Eep.

It can be frustrating when you’re an employee, managed by someone with zero training. 

I’ve spoken with people about it before, and employees can tell. It’s in everything from how their manager deals with superiors to how they organize a meeting.

So, what training topics for managers should you focus on to build a happier and healthier team? Let’s take a look:

Communication

When someone moves into a management position, it’s important they know how to effectively communicate with their employees. They need to be able to keep the peace, maintain employee well-being, manage conflict, and speak to different groups of people.

Intercultural communication is vital for managers to understand. Some words have negative connotations that aren’t always recognized by people outside of a particular group (like “mastering” a skill). Accordingly, inclusive language is important when thinking about training topics for managers.

Negotiation and conflict resolution

Managers will inevitably have to deal with some form of conflict in their roles. This is true whether it’s between team members, pushing back against unrealistic executive expectations, or confronting clients.

To successfully navigate these murky waters, it requires adequate training. Otherwise, someone—often employees—will suffer.

For instance, if a manager knows that the date by which higher-ups want a project completed would require employees to work significant overtime, it’s important that they can fight in their employees’ corner to suggest a more realistic completion date.

Feedback

Giving and receiving feedback is a unique art and science that requires training. Managers need to ensure employees feel valued while also offering guidance to help them improve. 

It’s important to be able to provide positive feedback alongside anything negative.

Unnecessarily harsh or blunt tones (which can be an unintentional default when giving written feedback) can upset employees. It can even cause them to shut down, especially if they’re learning a new skill or are new to the business.

Managers need to be able to provide feedback that’s compassionate and empathetic, while also being honest.

It’s a skill that requires education, feedback (on the feedback itself), and practice to get it right, so it should definitely be on your list of training topics for managers.

Unconscious bias

We all have unconscious biases. Until we actively work to address and overcome them, they can impact everything from hiring decisions and promotions, to how we speak to different generations or cultures.

Inclusion

What steps can managers take to make the workplace as inclusive as possible? To different backgrounds, abilities, and disabilities?

With people retiring later than ever, and living longer, managers now often have to manage four generations at a time: baby boomers, gen X, millennials, and gen Z. These groups all have different expectations from work and therefore different requirements from their supervisors.

This obviously then requires you to offer a wider array of training topics for managers.

Another key element of inclusion training can focus on supporting people with disabilities.

Every disability is different. And every person with a disability needs different things.

Managers need to know how to discuss accommodations with their employees in an understanding way. And how to implement those accommodations.

In-person and virtual management

The modern workplace offers more ways to work than ever. 

Managers therefore need to understand how to manage distributed teams. This includes what technology to use, how it changes communication, and the difference it makes to company culture.

The new world of work requires new training topics for managers versus those that were necessary in the past.

Delegation

One of the keys to effective management is being able to delegate tasks to the right person.

There’s no point giving someone a creative task if their skills lie more in analytics.

It’s important for managers to get to know their teams’ strengths and weaknesses. That way, they can help team members grow the skills that will propel them toward their future goals and benefit the rest of the team, too.

Employee well-being

Managers play a key role in employees’ well-being. So it makes sense that they should understand how to support it. They need to know things like:

  • How to spot the signs of burnout
  • How changes in employees’ behavior might reflect something going on
  • How their own mood can affect the atmosphere in the office—and therefore employees’ moods and behavior

Awareness of these things, and knowing how to deal with them, means they have a lower impact on the team and therefore the business. It’s a crucial addition to your training topics for managers.

Confidence and presentation skills

Managers need to come across as confident, even if they don’t always feel it. This confidence is contagious and can rub off on the rest of their team.

Anxiety can have the same impact. When managers exude anxiety, it can make their employees doubt their own abilities and the capabilities of their manager. Which can impact morale as well as productivity.

Managers also often have to speak up in meetings or present during them. They need to be able to do this confidently, clearly, and within the time constraints.

Therefore, offering training topics for managers around public speaking and presenting can make a big difference.

Cybersecurity 

The more seriously managers take cybersecurity, the more seriously employees will take it. 

And as hackers get more and more sophisticated, employees need to know how to spot the signs that they’re being targeted to help protect not just them, but the company as a whole.

It only takes one small mistake by someone not paying attention to bring a whole system down. Implementing relevant training topics for managers is an important first line of defense.

Hiring and firing

Providing managers with training on how to hire and fire people in the right way eases some of the stress of these processes.

It means that it’s not uncharted territory for new managers. They have guidelines in place that they can adapt to suit their own approach and the company’s hiring and firing processes.

Nurturing talent

Managers need to understand how to bring the best out of their employees. 

And be aware that the approach is likely to be different for everyone. It depends on each person’s personality, current skills, and where they want to go in their careers.

Conclusion

There are lots of training topics for managers that supervisors need to understand to excel in their roles. 

Investing in this training both when they’re promoted and during their tenure will make them more confident managers. And therefore more effective managers. 

This will improve employees’ confidence in their abilities and make them more productive, too.

Want an easier way to ensure your team members have access to all the training topics for managers they need to succeed? Workrowd can help.

With all your programs, groups, and events centralized in one place, you can set your managers up for success no matter where or when they work. Plus, automated feedback requests and real-time analytics ensure you always have a pulse on employees’ needs.

If this sounds like it could be a fit for your organization, visit us online or send us a note at hello@workrowd.com.

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Categories
Employee Engagement

6 ideas to boost public sector employee engagement in 2024

Despite the importance of the work, public sector employee engagement remains a challenge. The federal employee engagement score is around 12 points behind the private sector mark. It sits at just 63.4 out of 100.

I worked in the public sector for three years. In that time, I learned that local governments will get blamed for just about everything—even if it’s not their responsibility. At the same time, people also expect them to have an answer for everything.

The role could be difficult, since our hands were often tied because politics (either internal ones or the government itself) got in the way. Still, many of the people I worked with genuinely cared about what they did. They felt motivated to make a difference.

When public sector employee engagement is high, team members are more productive. There are lower levels of absenteeism. Fewer people leave.

And, with tight public budgets, a competitive talent market, a worker shortage, and less space in the public sector to negotiate pay, creating the right working environment is key to saving money and providing more effective services.

So, how do you boost public sector employee engagement?

Communicate

You may not have control over every decision that affects your employees, but you can share what’s going on with them. This ensures they feel included in the process. Even if a decision came from higher up and is out of your hands.

Give employees the opportunity to share their feelings, too.

Even if they can’t change anything, voicing their emotions helps employees let go of them. That way, they can get on with the tasks that they do have control over.

Change management

One of the challenges I faced in my role in the public sector was getting other departments to embrace social media. This was ten years ago, so it was still uncharted territory for a lot of businesses. 

Many of my colleagues didn’t understand how it worked and didn’t even use it for their personal lives. So why would they care about it for work?

Some departments were uncomfortable even updating the information on their part of the website.

So I shared the benefits with them. Things like how, if they updated the website now, it would reduce the time they spent on the phone answering the same question over and over. And expanding the information that was there in anticipation of other FAQs.

Over time, those departments that had been dragging their feet started to realize how the website—and social media—could give them more time and make their jobs easier.

Just ensuring that everyone is educated and informed can do wonders for public sector employee engagement.

Embrace technology

Technology empowers you to streamline your workflows, communicate better, and cut costs. All of which mean you can provide better services to the people you serve.

It means employees can do their jobs more effectively.

Technological advancements are there to make employees’ lives easier. This is particularly true in industries where employees already feel like they can’t get everything they need to do done each day.

While there’s obviously a lot to consider with new technology, the right tools can significantly increase public sector employee engagement.

Connecting employees

When employees work remotely, it can be lonely. It can also get lonely if they work well with their team, but don’t have much to talk to them about beyond work.

Tools like Workrowd are a great way to connect public sector employees with their colleagues from other departments.

In larger organizations, it’s impossible for employees to meet every one of their coworkers in the corridor. 

Organizing employee groups is a simple, effective way for them to connect with like-minded employees. Plus, it can improve their sense of belonging in the workplace.

Belonging is crucial in all organizations, but it’s especially important if you want to boost public sector employee engagement.

Ask for feedback

The best way to improve the employee experience is to ask employees how they feel about it. This doesn’t always make for comfortable reading, but it’s a vital part of improving public sector employee engagement.

It shouldn’t be an arbitrary survey that’s sent to HR through people’s managers, though. Employees should feel able to communicate openly, honestly, and directly with HR. 

That way, employees won’t feel the need to mince their words. They can be open about any toxic tendencies in their team or from their manager without worrying about someone finding out they said something and it affecting their working relationships.

This fear alone can make employees clam up and feel unable to share their experiences. Resulting in damage to the employee experience, especially if these types of surveys are mandatory. (But illogical.)

Instead, why not send regular, automated feedback surveys?

Ones that are sent on your behalf, where you can then have more time to act on the feedback you receive?

Act on employees’ feedback

It’s one thing to ask for feedback, but you going to all the effort to create surveys, and employees taking time out of their busy days to fill them in, is pointless if no changes are made based on the feedback.

Are there any patterns that emerge from the feedback?

What steps can you take to improve things?

Or if something is going well, what can you do to lean into those successes?

Conclusion

Life in the public sector can be very different from the private sector. Employees—and often management—can have far less control over decisions that are made, and the things they have to do as a result.

To improve public sector employee engagement, make sure team members still have a voice. Build a welcoming culture that listens to employees and supports them.

It’s important to modernize, too. This can take more time in the public sector, where things often move more slowly than in the private sector. Ultimately though, it’s the key to doing more with less as public sector organizations struggle financially.

If you’re ready to boost public sector employee engagement, getting the right tools in place can help. With Workrowd, you can keep employees connected, automate feedback requests, and leverage real-time analytics to take your public sector employee engagement efforts to the next level.

Sound useful? Visit us online to learn more, or send us a note at hello@workrowd.com.

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Categories
Company Culture

Work-life balance tips to elevate your company culture

True work-life balance is a make-or-break element of attracting and retaining top talent. So it can help to have some solid work-life balance tips in your toolkit.

A good work-life balance is very important to 72% of employees. And 57% of employees feel that a poor work-life balance is a deal breaker when they consider a new job.

Yet 77% of employees have experienced burnout at their current job. And just 60% of employees feel able to balance work and personal commitments. 

That feels like somewhat of a contradiction to me. Surely, with the right work-life balance, fewer employees would experience burnout? 

Which means many of us aren’t balancing work and personal commitments as well as we think we are.

It’s all too easy for employees—particularly remote employees—to work just five more minutes to get something done. 

And for those five minutes to turn into five hours…

…then when they look up at the clock, they realize it’s almost bedtime and they’ve spent all day staring at a computer screen.

So what are some work-life balance tips to ensure employees really do have a positive experience? And that they can comfortably fulfill personal commitments in addition to their jobs?

Encourage disconnection outside of office hours

One of the biggest work-life balance tips centers around being able to disconnect. And to do that, it means only responding to notifications during working hours.

A simple way to get employees to disconnect is to have set work hours on apps like Slack or Teams. 

And make it clear that employees shouldn’t feel the need to “check in” when they’re just browsing through their phone off hours. 

Or worse—on vacation! 

(Yes, I do know people who’ve done this while lounging by the pool. Insert horrified emoji here.)

Some phones and operating systems allow you to set different home screen layouts depending on the time of day or what you’re doing. You could suggest employees set this up if they use their phone for work. 

Or if they have a separate work phone, get them to set an alarm so that they know it’s time to turn it off for the day.

If it’s harder for them to get to Slack, Teams, or emails, and they’re not getting notifications every time a message comes in, they’re less likely to check those messages outside of working hours.

Give employees time back if they work overtime

One way you can show employees you value their work is by giving them time back if you know they’ve worked overtime to finish a task or project.

This ensures they don’t lose out on time with their loved ones, or relaxing, just because they wanted to finish something before wrapping up for the day.

Make sure employees use their paid time off (and consider offering them more)

It’s all very well and good offering paid time off (PTO), but if employees don’t use that time, is it anything more than a token gesture to lure in new hires?

Employees should be able to use their paid time off without feeling guilty about it. Or like they’ll be reprimanded for doing so. 

PTO is key to employee wellbeing, providing them with vital time to recharge their mental and physical batteries. And helping them come back to work happier and healthier. 

If employees don’t use their PTO at your company, ask yourself why? And how can you change that? When thinking about work-life balance tips, paid time off should be a core consideration.

Talk to employees about their schedules

If you have an employee who’s regularly online well outside of working hours, talk to them. Is it that their workload is too much and they don’t feel they can get everything done during their allocated hours? Or are they a workaholic?

Either way, no matter how great the results that person gets you now are, they’re at high risk of burnout.

So be sure to keep in touch with them. Suggest they disconnect on weekends, use their PTO, and don’t check in off hours. Or just send them this list of work-life balance tips with a friendly note!

Allow employees to work where they work best

79% of workers feel a flexible schedule allows for a better work-life balance. 

And 91% decided to work remotely because they wanted a better work-life balance. 

That says something about the office environment and how much time we can lose to things like the daily commute.

Everyone’s ideal work environment is unique. For some, it’s at home in their own space. It’s in the office, surrounded by other people for others. However, for most, it seems to be a hybrid work model.

To find out what makes the biggest difference to your employees, ask them! Send an employee survey with questions on how they feel they work best, and ask for their feedback on how things work now.

Most importantly, implement changes based on the feedback so that employees know you listen. Otherwise, they’re less likely to take part in similar activities in the future. Plus, you won’t get much in the way of work-life balance tips from their suggestions if they don’t feel heard.

Provide discounts on well-being activities

Days out with loved ones, a trip to the gym, or even a vacation are all excellent ways for employees to reduce their stress levels and get a change of scenery. Particularly for employees who work from home.

Staff discounts are a great way to show employees you value them and to help them disconnect.

Could you partner with an employee benefits platform to offer discounts? Or work with local businesses/your customers to provide employees with exclusive offers?

Whether it’s subsidized gym memberships or discounts on meal boxes, little things like this can contribute to improving employees’ overall well-being inside, and outside, of work.

Make sure employees take their lunch breaks away from their desks

When I worked in an office, I almost always ate at my desk because I brought in my own lunch and reheated it in the staff microwave.

But, before I ate, I always went for a walk so that I got a break from the office. 

Whether your employees go for a lunchtime walk like I did, go to the gym, or just sit outside on a bench, remind them to get away from their desk during the day. It breaks up the day, gives them a change of scenery, gets their blood flowing, and can calm their stress levels if the office is noisy. It’s one of the more straightforward work-life balance tips that can have a big impact.

Conclusion

A positive work-life balance is key to our long-term health. It reduces stress levels, gives us more time with loved ones, and prevents burnout.

The right work-life balance is different for everyone, but the key is to ensure employees can disconnect from their jobs without feeling guilty or like everything will go wrong because they’re unreachable for a few hours.

Looking to implement some of these work-life balance tips? Workrowd can help. By centralizing all your employee information, programs, groups, and events, you can save team members time and highlight all the great ways they can find better balance.

Plus, with real-time analytics, you always know who may be struggling and in need of more support. Want to learn more? Visit us online or send us a note at hello@workrowd.com.

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Employee Experience

Pros & cons of pet-friendly workplaces – are they right for you?

I was scrolling through TikTok the other day when I found a video. It was highlighting pet-friendly workplaces. There were dogs everywhere. It looked like my idea of heaven.

When we first got our dog in 2019, we were always anxious about leaving her home alone. We had relatives or a dog walker visit her, but it wasn’t the same as us being there. 

Three-quarters of pet owners also feel anxious going to work without their pets, so we’re far from alone there.

Now that we both work from home, it allows us to sit with her when she’s sick, we can monitor her health issues better, and we can take her for a walk if we’re feeling stressed and need a break to disconnect.

(She’s actually sitting beside me while I write this, happily watching the TV—one of her favorite hobbies.)

Two-thirds of US households now own a pet. And a third of millennials own at least one. So by joining the ranks of pet-friendly workplaces, you can increase your talent pool. 

There are plenty of other pros and cons that come with pet-friendly workplaces. Let’s take a look at what they are:

Pros

So, what are the benefits of pet-friendly workplaces?

Happier employees

There’s no denying it—animals put smiles on faces. Especially during a long or stressful day. 

58% of pet parents find having a dog at work boosts happiness and 57% find it relieves anxiety or stress.

Which makes sense, because studies have shown that hugging a pet can significantly reduce our stress levels.

Plus, if there are dogs around, those dogs will need to go out. This means employees can’t be glued to their desks for hours on end. Instead, they get some fresh air and movement in, both of which are great for productivity and stress relief.

Greater employee retention

Almost half of dog owners would find it harder to leave their job if the company allowed them to bring their dog to work. Which makes sense when you consider how hard it is to find pet-friendly workplaces.

Improved networking

Pets are great conversation starters between people who wouldn’t normally talk. 51% of people find that pets increase socialization in the workplace.

And getting colleagues talking can lead to increased networking opportunities and even improved confidence.

Save on costs

Pet-friendly workplaces add a huge amount of value for any business looking to attract new employees. With it being so rare to find pet-friendly workplaces, it may streamline your hiring process, and therefore cut down on costs. 

And, since you’ll experience greater retention, it can save you money that way, too.

And 37% of Gen Z dog owners would consider taking a pay cut to work somewhere that’s more pet-friendly. 64% would change jobs, or even reduce their hours, to spend more time with their pets.

When pet parents can take their pets to work, it also works out cheaper for them because they don’t have to pay for a dog walker or daycare, which can quickly add up to hundreds of dollars per month—or even per week.

So, pet-friendly workplaces save on costs for everyone.

Cons

While pet-friendly workplaces come with huge benefits, like everything, there are downsides to having pets in the workplace, too:

Not every pet behaves well

Some pets push boundaries. Some might beg for food, or trawl the carpet for crumbs, while others may be more disruptive by going to the bathroom in the office or making noise during meetings.

One solution to this is to bring in a trainer to work with pets and their owners. It’s a great bonding opportunity for pet and owner, as well as between employees who may work in different departments but have the common ground of being pet parents.

Allergies

Some employees may be allergic to pets, which can make having them in the workplace a pretty serious issue.

Allergies can range from mild irritation to people not being able to breathe, so you have to be sure to make accommodations.

It may distract employees

Having animals everywhere can be distracting, particularly if they’re poorly behaved or just want a piece of someone’s lunch. 

But, at the end of the day, employees know they’re there to work. 

And with the right training, exercise, and nutrition, animals will understand that it’s work time. They’ll learn to sit quietly with their owner while they get some work done.

Some animals won’t get along

If you have a workplace that’s welcoming to dogs, cats, birds, rabbits, ferrets, or any other type of animal, you risk conflicts. 

As well as the obvious, such as dogs chasing cats, you can have issues with cats or terriers following their instincts and trying to catch smaller animals, which can cause issues between not just the animals, but colleagues, too.

The best solution to this is to ask employees which animals they have, and if they’d like to bring them to work. That way, you get a clear idea of who’s interested and can look for solutions. 

For example, if you have an even split between dog and cat owners, could they bring dogs in on some days and cats on others, or dogs for one week and cats another? Or have one section of the office for dogs, and another for cats?

Don’t underestimate the power of asking employees for their thoughts and solutions, either. They may come up with something you hadn’t considered.

Conclusion

Pet-friendly workplaces aren’t for every business, but they can come with huge benefits for talent attraction and retention. And maybe even your workplace productivity, thanks to the boost it provides to employee wellbeing. You never know—joining other pet-friendly workplaces could be exactly what your employer brand needs.

Want to ensure pet parents know what options are available to them and get quickly connected to fellow animal lovers? Workrowd has the tools you need.

Our one-stop shop enables you to share employee information, groups, programs, and events through one central hub. Team members can quickly personalize their experience, and provide ongoing feedback so you always know what’s getting results.

Does it sound like this could be useful in your workplace? If so, visit us online to learn more, or send us a note at hello@workrowd.com to get started.

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Hybrid/Remote

7 tips to make the hybrid work model work for your team

63% of high-revenue growth companies utilize a hybrid work model. 69% of companies with negative or no growth, meanwhile, prefer employees fully onsite or fully remote.

The majority of employees—98%, in fact—want to work remotely at least some of the time. Over half of them find it harder to connect with their coworkers when they’re remote, though.

So it’s no wonder that 68% of US workers feel that a hybrid work model is the perfect compromise.

While this has the potential for huge business rewards and boosts to employee mental health, it also comes with unique challenges.

So how do you manage a hybrid work model? Let’s take a look at how to get the most from your hybrid workers:

Have a plan and set guidelines

Employees need to know what you expect from them. That starts with setting clear guidelines around things like working patterns, team tools, and company norms.

Do you expect them to be in the office for set hours each week?

Do you not mind how many hours they work, so long as they get the job done?

The clearer you communicate your expectations of employees, the happier—and more engaged—employees will be. And, the more your hybrid work model will help with employee retention and attraction.

Coordinate when everyone is in the office

It can help to have a set day when everyone from a particular team—or within the company—visits the office. This ensures everyone can organize meetings or social engagements around the day they plan to be there. It can also help with things like desk allocation.

Alternatively, get employees to coordinate with their colleagues so that if they do want to meet up in person, they can.

Ask employees what they want

The type of hybrid work model that works for one business may not work for another. That’s part of why it’s important to ask employees what they want. There are so many different ways to do it.

What kind of hybrid work model would be best for them? How many days per week or month do they want to come in?

Do they want a flexible arrangement?

The more information you can get from them, the more informed your decisions will be. And the happier employees will be with the outcome.

Make the office inviting

Offices can be dull, dreary, uninspiring, and uncomfortable places to work. You’ll get far more out of employees if they want to be there.

No one wants to be cramped in a cubicle or stuck in an office that was last redecorated in 1983.

So how can you show off your brand in your office? How can you make it inviting to employees and guests?

Could you provide ergonomic furniture? A more inviting color scheme (that reflects your brand’s personality)?

And how you can encourage collaboration within your meeting spaces? Flipcharts? Interactive whiteboards? Different seating layouts?

Don’t forget to factor in somewhere employees can go for quiet time, too. Offices can be noisy environments. This can be distracting and/or overwhelming for employees, especially if they spend more time in the office than not. And this can lead to a reduction in productivity if you don’t take this into account.

Employees need somewhere they can go to focus on their work, free from distractions from colleagues. Whether this is in the form of bookable meeting rooms, booths, or a coffee area, is up to you.

Making the office inviting is about so much more than just adding a pool table. In order for the hybrid work model to work for you, you need a positive and engaging office environment.

Create systems

The more specific, easy-to-use systems you have in place, the easier it makes it for you—and employees—to manage your hybrid work model.

How will you organize desk allocation? Will you have a hotdesking system? What booking software will you use?

What about meeting room management?

How can employees find out if their colleagues are in the office?

One thing that can make a huge difference is to…

Use the right tools

Technology is key to a hybrid work model. It can help with project management, track who’s in the office, manage desk allocations, facilitate remote computer maintenance, and so much more.

It’s also important for communication. If employees aren’t in the office every day, being able to hop on a video call or drop someone a message means that projects don’t have to come to a halt just because someone isn’t physically present.

If you already have remote workers who can’t commute into the office, project management software and remote communication tools ensure that everyone stays on the same page regardless of where they’re working from.

Some software options include:

  • Project management 
  • Workplace analytics
  • Remote maintenance
  • Video conferencing
  • Instant messaging
  • Screenshot recording

Adapt based on the findings of your software

Workplace analytics software enables you to see how often people come into the office, what tools they use, etc. It allows you to manage resources based on how many people work in person, and monitor how people use the space.

This information means you can work out exactly how much space you need, so the office doesn’t feel too big and empty or too small and cramped. So then you can work out if you still need that huge office space, or if you can reduce costs and reinvest the money elsewhere.

Workplace analytics software empowers you to take a data-driven approach to your return to office, so that you get the most from the space and your employees.

Remember: it’s not one-size-fits-all

28.2% of employees currently utilize a hybrid work model. As more businesses want employees back in the office, and employees crave human connection, hybrid working could be the perfect arrangement.

But what works for one company may not work for another. After all, every person, every business, and every industry works differently. This unique combination of factors means that you have to keep communication open to find out what’s working and not working for your employees.

If you’re looking for an easier way to keep employees connected and thriving under your hybrid work model, Workrowd’s all-in-one suite of tools can help. With all your employee groups, programs, events, and resources under one roof, team members always know where to go to get the information they need.

Whether your people work from home, the office, or somewhere else, Workrowd keeps everyone aligned. And with real-time analytics, you always know what’s giving you the most bang for your buck.

Ready to make the hybrid work model work for you? Visit us online to learn more, or send us a note at hello@workrowd.com.

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Categories
Wellness

10 office adaptations to improve workplace mental health

It’s estimated that 12 billion working days are missed each year due to depression and anxiety, costing $1 trillion in lost productivity annually. Needless to say, it’s pretty important that companies do what they can to address workplace mental health and support employees who may be struggling.

I knew depression and anxiety were bad, but I didn’t realize they cost the economy that much. It’s no surprise though, when you consider that almost half of employees feel their mental wellbeing declined in 2022, and 28% feel miserable in the workplace.

60% feel emotionally detached at work, too. And emotional detachment from things we previously enjoyed is a major symptom of depression.

So what can you do to support better workplace mental health?

Remove (or mitigate) distractions

Offices can be noisy, distracting places. Even the virtual office can bombard us with notification after notification. It’s easy for anyone to get distracted, let alone someone who’s already struggling to concentrate.

What distractions can you remove to better support workplace mental health? It may be worth asking your employee what distracts them the most, as the answer will be different for everyone.

Some examples include:

  • Bright lights
  • Loud noises
  • Lots of people coming and going
  • Slack notifications
  • Email notifications
  • Traffic outside the window

The solution might be to allow them to work from home, move the location of their desk, or have specific focus hours where others can’t distract them.

Utilize noise-canceling headphones

Noise-canceling headphones are magical, especially in noisy offices.

I couldn’t have survived working in an open-plan office without them because the constant shouting (yes, really) coming from other people’s desks made it almost impossible for me to concentrate.

Try fidget toys

I bought a fidget toy last year, and I regularly use it when I need to concentrate on editing something. I find it grounding, using it to keep my hands busy while my mind focuses.

It makes it easier for me to hone in on one task. So many of my friends were skeptical when I first got it, but they’ve tried it and since bought their own.

There’s a fidget toy out there for everyone, whether it’s a fidget spinner, stress ball, or something else. You could even order some with your company’s branding to distribute to employees in support of workplace mental health.

Buy supportive tech

My reMarkable 2 is my best friend. I use it every day to write what I have to do and what I have to remember. And I get a hit of dopamine every time I check something off my to-do list. If it isn’t on my reMarkable, it doesn’t get done.

What technology could you adopt to help your employees keep track of tasks? Is there an app, like ClickUp or Todoist? Or a piece of hardware like a tablet?

Something as simple as having an easy way to organize to-dos and visualize progress can boost workplace mental health.

Get a whiteboard

Tech is great, but sometimes it can also be handy to have something glaring and in your face so that you really can’t forget what’s most important.

An office whiteboard is a simple way for employees to see what’s been done and what still needs to be done.

Or even to jot quick notes to each other or play a game during some downtime. (Tic Tac Toe can be great when you need to rest your brain, whatever your age.)

Try sit/stand desks or anti-fatigue mats

Movement can really help our ability to concentrate. It’s also much better for our posture than sitting at a desk all day, and helpful for someone who’s feeling fidgety or restless.

So incorporating more movement opportunities into employees’ days can be great for workplace mental health.

Giving people the option of a sit/stand desk enables them to work comfortably based on how they feel physically and mentally. It’s great for their short and long-term health.

Anti-fatigue mats, meanwhile, can help employees who stand at their desks. The mats improve blood flow and are much more comfortable on employees’ feet than a hard office floor.

Embrace natural lighting

The best type of lighting for our minds—and eyes—is natural light. It’s very different from harsh, bright, overstimulating light that can add to someone’s stress levels if they already feel down, anxious, or ill.

Could you dim the lights in the employee’s space? If there’s no option to dim them, could you disconnect one or two to make it less harsh?

Also consider ways to take the glare off people’s screens from windows, such as screen protectors or moving their desk space. These are simple, no or low-cost adjustments that can make a big difference for workplace mental health.

Allow a support animal into the office

Hugging or petting an animal can calm our nervous systems, making it a quick and simple way to reset when we feel stressed. As a result, we can get more work done because we spend less time feeling anxious or worried.

Allowing pets in the office is also a good way to increase your talent pool. Some pet owners are unable to afford pet care, so enabling them to bring their pet with them can really help to improve workplace mental health.

Create private spaces

Sometimes, we just need to be alone. And once we’re alone, we can get so much more done.

But to get to that point, we need a quiet space to recharge and disconnect from the outside world. Something which is increasingly hard to come by these days.

Is there a quiet room you could allocate for employees to do some deep work? Or even allow them to nap or meditate when they need some alone time?

Could you use a room-booking software for it, to ensure that nobody disturbs them?

Make the work environment calmer

We live in a world that’s switched on 24/7. And that’s terrible for workplace mental health. Is there a way you can create a calmer environment?

Not to the point where employees feel like they’re going to fall asleep at their desks, but where their senses aren’t being bombarded all the time. 

For example, lots of posters or things to look at in the office can be overwhelming. Ditto to lots of smells or sounds. A calm color, and a landscape painting or two, is much more soothing.

Conclusion 

Supporting workplace mental health is about a combination of physical workspace transformations and actions that allow employees to work in a way that’s best for them. Every person’s needs will be different, which is why it’s important to listen and adapt things as needed.

If you’d like to offer more workplace mental health support, why not help employees connect with others through a mental health-focused ERG? While you’re at it, why not make it easier for the whole team to access programs, groups, and events related to their mental wellbeing?

Workrowd puts everything employees need right at their fingertips. Combine that with our easy, automated feedback opportunities, and you’ve got a flexible, turnkey way to improve workplace mental health.

Want to see how this can change the game for your organization? Visit us online or send us a quick note at hello@workrowd.com.

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Wellness

8 workplace accommodations for depression and anxiety

It’s no secret that mental health has become a major issue across today’s workforce. If you haven’t yet had to consider workplace accommodations for depression and anxiety, odds are high that you will soon.

Depression is one of the top three workplace problems employee assistance professionals face, rivaled only by family crises and stress.

But let’s face it: family crises can lead to stress, and stress can lead to depression. And depression can lead to stress. And stress can lead to family crises. So really, they’re all related.

If you don’t nip depression in the bud, it can spiral and result in decreased employee morale, increased sick time, and ultimately, higher turnover.

Depression also often goes hand-in-hand with anxiety. It’s one of the most common mental health comorbidities, with around 60% of people who have depression also experiencing anxiety, and vice versa.

56% of employees with anxiety feel it impacts their workplace performance, 51% feel it affects their relationships with their colleagues and peers, half feel it affects the quality of their work, and 43% find it impacts their relationships with their superiors. These are all pretty significant issues.

So, what workplace accommodations for depression and anxiety can you make to help mitigate—and hopefully, eventually eradicate—these challenges?

Come up with strategies together

Depression and anxiety can both come with sides of brain fog. That doesn’t mean you shouldn’t give your employee a say over their workplace accommodations, though. Not giving them a voice is only likely to make their mental health worse.

Instead, listen to them, let them explain how they feel, and see if they know what might help (from, say, reading a blog post like this one). Then, work together to come up with coping strategies.

Once you’ve devised a plan, write it down so you both know what you’ve agreed on.

Refer to the agreement regularly and check in to see if any further changes need to be made.

Communicate clearly and be specific

There’s nothing worse than someone saying, “We need to talk,” when you have anxiety. It can cause anything from mild panic to sheer terror. 

Please, when you schedule a meeting with anyone, tell them what it’s for. This is good for respecting employees’ time and helping mitigate any potential worries whether they have a mental health condition or not.

Even better, have a clear agenda that allows for all attendees to plan beforehand. (And maybe even give them permission to not attend any meetings that don’t have a clear agenda, so their time doesn’t get wasted.)

This is one of the simplest workplace accommodations for depression and anxiety, but also an incredibly important one.

Watch your words

Most people mean well when they say things like “You’re so strong for doing X while Y is happening.”

But when you’re on the receiving end of it, it can feel irritating and condescending. Especially if the person who says it doesn’t know the full story.

It also then means that that person may feel less able to be vulnerable in future scenarios, so it puts them at greater risk of burnout. 

It should be okay to be vulnerable. It’s being able to express those negative emotions that can lead to greater resilience and stronger mental health long-term.

Offer flexible working

A strict 9-5 schedule doesn’t work for everyone. And sometimes a person may not feel great in the morning, but they may be able to work later in the day.

Also, employees should be able to attend doctor’s or therapist’s appointments during working hours.

Many healthcare settings aren’t open outside of traditional 9-5 hours, which means that if an employee doesn’t have flexible work options, they have to use up their paid time off. Which is really unfair when a healthy employee doesn’t need to do that.

Having less paid time off to relax can have a damaging impact on employees’ mental health, making their situation even worse. Especially when their colleagues aren’t in the same boat. This is one of the workplace accommodations for depression and anxiety that can make for a more equitable company culture.

Allow regular breaks

Sitting at a desk for four-hour chunks at a time isn’t normal. No one should have to sit still for that long because of the numerous health issues it causes and exacerbates.

Let all your employees get up and move about; have a chat in the kitchen about what they watched on TV last night; make a drink to stay hydrated. All these things are good for everyone’s mental and physical health.

So long as they get the work done, that’s the most important thing, right?

Offer coaching

Sometimes, when we’re feeling stuck, talking our situation through with someone can help.

Coaching can be a great way to offer workplace accommodations for depression and anxiety. It supports people dealing with these challenges, and helps them find a path toward what they want to achieve while giving them something positive to work on.

Remove non-essential duties

When our mental health is struggling, tasks can take more energy.

To help, is there anything non-essential you could take off of your employee’s plate?

For example, do they really need to go to that meeting? Or could you share the notes with them after?

Meeting attendance often doesn’t need to be mandatory. Many attendees’ time could be better spent on their tasks, rather than sitting in a meeting where they can’t get a word in anyway as there are too many cooks in the kitchen.

Break down tasks into smaller chunks

Tasks can feel overwhelming when you’re short on energy. The smaller the chunks you break a task down into, the more dopamine it triggers in the brain. And therefore, the bigger the boost to mental wellbeing.

It also makes the task less intimidating and therefore easier to do. Getting the ball rolling can be the hardest part, so focusing on something smaller can really help get someone out of a funk.

For instance, when writing a blog post, I don’t list my task as “write a blog post.” Instead, I break it down into:

  • Research
  • Planning
  • Writing
  • Structural editing
  • Copy editing
  • Send to client
  • Client edits (if required)

These smaller chunks mean I can do one task a day, or do several a day, and still feel like I’ve accomplished things. Something as simple as making it easier for someone to see and track their progress on tasks can do wonders as workplace accommodations for depression and anxiety.

Conclusion

Depression and anxiety are horrible diseases that don’t just impact the person going through them, but the people around them, too.

It’s not always easy to ask for help when struggling, so offering to support employees in an empathetic way can help them get back on their feet.

But remember: they didn’t get to this point overnight, and they won’t get better overnight, either. Plus, while one employee is improving, another may be in the early stages of these challenges.

That’s why it’s important to document your workplace accommodations for depression and anxiety somewhere easily accessible, so everyone knows what’s available when they’re struggling.

While you’re at it, why not make everything employees need easier for them to find? Workrowd enables you to centralize all your employee resources, programs, groups, and events, giving team members one-stop shopping in a user-friendly hub.

You can securely manage versioning, track participation levels, and leverage real-time analytics to ensure your workplace accommodations for depression and anxiety are meeting the need.

Sound like this could be useful for your organization? Great! We’d love to learn more and discuss ways to partner on elevating your employee experience. Visit us online or send us a note at hello@workrowd.com to learn more.

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