Just as important as it is for an HR leader to recruit a competent employee, it is equally important for the same HR leaders to promote employee well-being in the culture of an organization. Hypothetically, it really doesn’t matter how successful the company is doing in or how well the brand isrecognized in the market. What ultimately leads to the crucial success or exceptional brand recognition of the company is the performance of employees. Thus, promotion of employee well being in the organization must be prioritized by the HR leaders. If the employees are not satisfied with the work environment it will be highly unlikely that the business or brand can flourish in the longer run.

Generally, the HR leaders of any organization used to put emphasis on employee’s physical health and maintenance when discussing about the importance of employee wellbeing. However, there’s a need to realize that employee wellbeing is not only related to them being physically fit or away from any sort of disease. Rather, employee’s emotional well-being, financial well-being, and most significantly maintenance of mentalhealth is more important to consider when planning strategies to promote employee well-being.

HR must consider providing free therapy sessions to their employees by some professional therapists or maybe a 24/7 helpline that can help employees in recovering from their mental health issues which are unidentified or overlooked in employee’s workplace or home. Other than that, HR leaders can also conduct a session once or twice a week with their employees to discuss about their family, personal, or mental disorder problems. Many organizations are now focusing on mental health awareness, such as, the reputable American coffee company; Starbucks, have initiated a mental health program that goes by the name of: “Starbucks mental health fundamentals.” This program has provided 20 therapeutic sessions with the help of mental health therapist to employees of the United States and even their family members who were eligible for these sessions.

Implementation of strict policies regarding bullying, harassment, or distress encourages an empathetic and compassionate culture. If the HR leaders adopt a democratic leadership style where employees are consulted in crucial business decisions or if the leader talks politely with its subordinates, avoids taking out his/her frustration, and not yell at them if by chance they arrive late at the office then empathy and compassion can be built. You may positively impact the employees' effectiveness by understanding their worries, demonstrating empathy and compassion which will help the organization win their loyalty. They might have been operating for the business only for the monthly bonuses and good salaries, but showing them basic compassion and kindness can earn their allegiance to the wider corporate health objectives. Leaders must inculcate and encourage a habit of saying the three basic words which the western people have adopted a lot such as, “PLEASE, SORRY, AND THANK YOU.”

Most of the times employees quit, feel dissatisfied and experience negative emotions at workplace not because of working overtime or not getting pay but due to lack of appreciation and rewards for their effortless work by the HR manager or employer. HR must play a role of appreciating employee’s performance when a job is well executed by them. Remarks like: “Awesome, you’ve done a wonderful job!” can put a smile on any level of employee’s face whether they are at a high or low level position. Moreover, if the employer of HR manager starts rewarding the performances of employees by giving them small perks in form of fringe benefits or monetary rewards, not will it only make them commit longer with the organization but giving them such awards might solve their financial problems to some extent.

It is clear that HR leaders must never underestimate the significance of employee emotional and mentalwell-being at workplace as it produces a conducive impact on employee’s overall productivity and efficiency. It is as important as employee’s physical well-being, and the organization that covers both the physical and mental health of employees are more likely to achieve their organizational goals. 

Published in The Daily National Courier, December, 15 2022

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