As we say goodbye to the Winter Olympics we can reflect on those elite sports men and women who performed in such awe-inspiring events. In our lifetime most of us will only dream about being able to attempt such mind-blowing activities.
In our own lives though, many of us know the benefits of exercise and sport. Those benefits can not only be incredible in our day to day living but, in the workplace; – increasing productivity, boosting morale, driving engagement and enhancing the working relationships for individuals and teams.
So how can employers encourage a movement for employees to encourage them to become more active without seeming overzealous! Please refer to below for some ideas on how to facilitate a healthy workforce:
For more information on increasing employee wellbeing please contact the team at Nurture HR Consulting on email@example.com
As we approach the silly season of Christmas, workplaces are beginning to decorate, getting into the festive spirit. Workplace events are being organised; lunches, dinners, parties, you name it, all in preparation for the big day! Yet, despite all this merriment and cheerfulness, lies the potential for things to go horribly wrong for employers and employees. So, what can employers do to eliminate mishaps and reduce those calamities from getting out of hand without completely putting the brakes on all fun activities.
So, here’s some pre-Christmas planning tips to ensure that the fun and enjoyment can still be experienced and felt in the workplace without the disruption of unnecessary disciplinary action for employees due to misconduct.
Being proactive and setting those expectations right from the outset before those workplace events can ensure that the Silly Season can be fun and enjoyed by all and that appropriate behaviours and actions can be adopted and maintained.
One of Hollywood’s most ambitious film Director’s, Harvey Weinstein has recently been alleged to have been embroiled in a spree of inappropriate acts; including sexual harassment and assault of actors spanning over 20 years. For many individuals, the film industry is perceived as glamourous; today, however that image seems an illusion, casting the film industry in a whole different light.
The entire film industry has been brought into question as to the how’s and why’s such alleged predatory acts could be ignored and overlooked for such a lengthy duration of time. What does this say about the culture of the film industry when actors and studio staff are alleged to have continually turned a blind eye or buried complaints?
Given this example, how can an organisation ensure its people are protected, feel safe, act in an appropriate manner and have the opportunity to raise concerns?
Listed below are some key takeaways on how organisations can develop a suitably appropriate culture, whereby individuals are not afraid of reprisals and are able to speak out when something is not right in the workplace.
For further information on what your organisation could do, please contact a member of our team at www.nurturehrconsulting.com.au