Organizations that create an "HR dashboard" to monitor key
indicators of workplace well-being and employee engagement are better equipped
to develop integrated HR and business plans that contain meaningful actions
aimed at specific areas of improvement. Employee engagement lies at the heart of
both performance and retention; it is based on job satisfaction and rational and
emotional commitment to the workplace. It is therefore important to develop both
objective (quantitative) and subjective (qualitative) indicators to allow
organizations to have a full picture of how "well" they are doing. In
the past, we have relied on metrics that provided little insight into employees'
points of view. We need to update our tools.
Workplace Well-Being (WWB) is a holistic approach to creating
high performance organizations through establishing the right workplace
conditions to generate high levels of employee engagement. It assumes that
achieving high levels of organizational performance depends on employees who are
strongly committed to achieving the goals of the organization, and who show this
through their actions. This behavioural objective is influenced in turn by
levels of employee satisfaction, and by supportive, respectful and healthy work
environments. WWB is connected to physical health and wellness but primarily
emphasizes the social and psychological dimensions of three inter-related
elements - workplace, workforce, and the work people do.
Questions to consider
- What is the state of employee engagement, and how willing are employees to
strive to achieve the results at which the organization aims?
- What drives employees decisions to volunteer extra effort on the job?
- How committed are employees to their job, team, manager and organization?
- What is the level of job satisfaction, and how does it influence employee
commitment?
- Are managers evaluated for how well they lead their team?
- Does your organization have a way to set targets for employee engagement and
workplace wellbeing, track improvements, and hold managers accountable?
- What is done to facilitate employee career development and a meaningful
work/job fit?
- How well is workload managed?
- Number and nature of conflicts, time resolved and trends?
- What are the unscheduled absenteeism and long-term disability rates and
trends?
- What are the leave & EAP utilization rates and trends?
- What are the number of Workplace Safety and Insurance Board (WSIB) claims
filed and WSIB premiums paid/trends?
- What is the return to work success rate/trend?
- What workplace arrangements are in place (e.g. part time, compressed,
telework, accommodation of EE designated group members) and how successful are
they?
- Is the workplace (in bilingual regions) conducive to the use of both official
languages?
- Is there sufficient infrastructure in place (e.g., equipment, office space,
technical aids, employees returning from long term disability leave) to
accommodate all employees in my unit?
Additional sources of information
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