As a manager you have a great influence on the health of your employees. This makes effective and proven approaches to promoting the health of your employees all the more important. This is where the “Healthy Leadership” leadership program comes into play. 5 tips for concrete implementation in your leadership practice can be found here.
Why is the health of your employees so important?
In order to be and remain competitive as a company today, it is essential to pay attention to maintaining and promoting the work ability and employability of your employees.
On the other hand, the increasing pressure, such as a compression of the workload, increasing goals or a lack of skilled personnel, often increases the individual psychological and physical stress of the employees.
A large proportion of absenteeism is due to occupational stress.
Workplace health promotion with specific and individual measures for employees and managers makes an important contribution here and is therefore becoming more and more important in the company.
Healthy management is a very important and influential management concept in the context of workplace health promotion.
Why should you as a manager promote the health of your employees?
“Every company is as healthy as its employees.
Ultimately, a company wants employees who are motivated, satisfied and productive. However, these characteristics and conditions are not simply (permanently) present.
And even if you have employees in your team, your department, your department or your company who are currently motivated, satisfied and efficient, this is not automatically the case.
There are structural influences in the company as well as important influences from you as a manager, which have a positive and beneficial influence on motivation, job satisfaction and performance and can therefore maintain or even strengthen these aspects.
However, if these influences are not present in the company or are even present in a harmful form by the manager, then this can lead to your initially motivated, satisfied and committed employees becoming unmotivated and dissatisfied and possibly having more frequent days of absence or being present but not really committed.
It is also possible that various stress symptoms such as exhaustion, disinterest, uncertainty, susceptibility to errors, back pain, herniated disc, tinnitus and infections increase.
You can prevent this with the consistent introduction and implementation of Healthy Leadership.
Positive results of healthy leadership
The consistent implementation of the approaches of healthy leadership is positively connected with the following results – or “brings the following fruits” after the “healthy leadership” leadership program of do care! by Dr. Anne Katrin Matyssek:
- more mental health
- more well-being at work
- more motivation
- more real presence
- a healthier company
“Health is not everything, but without health everything is nothing.” (Arthur Schoppenhauer)
In this sense, it is worthwhile to promote the health of your employees.
Tips on how to improve the health of your employees
Below you will find 5 valuable tips for dealing with your employees who have a positive influence on their health:
Allow sufficient breaks for rest and relaxation
Even with a job that puts your employees in a flow and is very entertaining, breaks are part of it. And, of course, in jobs that require a very high level of concentration, that are physically demanding or mentally challenging.
The good news is that research has shown that a restful lunch break and sufficient short breaks have a positive effect on the recovery of every worker and make them fitter to get to work the next day.
Small breaks are a good idea: Mini relaxation exercises such as breathing exercises or progressive muscle relaxation, get up once and look out the window, drink a glass of water, close your eyes and circle your shoulders or hold a small talk in the coffee kitchen.
It is even simpler and more effective if you yourself, as a manager or company owner, set an example for your employees by taking sufficient breaks and making these breaks part of your everyday work.
After all, it is much easier to work with new energy and new ideas when you are rested.
“What happens without breaks is not permanent. (Ovid)
You can find out more about recovery breaks and ideas for them in my blog post 12 plus 2 tips on how you can integrate small recovery breaks into everyday life.
And you can find a small breathing exercise for direct download in my resources here on the website.
Show your appreciation on a regular basis
Participants in stress management training often tell me that many things are taken for granted by their superiors: regular overtime, frequent shift work, additional sick leave, dealing with difficult customers and much more. But they do not receive a thank-you or positive feedback that their commitment is perceived and appreciated, or they receive it too rarely.
But why? It costs nothing to report back to employees that their performance and stamina or their creativity or helpfulness are perceived.
No, on the contrary. It would be very beneficial. Your employees feel seen, recognized and valued.
This is absolutely important for your mental health and ultimately also for the motivation of your employees.
Why else should I be so committed as an employee and go an extra mile?
Giving and taking play an important role here. But please be quite authentic.
Give yourself enough room to manoeuvre
Sufficient freedom or room for manoeuvre is a very important management tool. Because your employees are intelligent people who, with a little more flexibility – where this is possible at the workplace – can often better organize their work.
“It is the balance between self-determination and self-determination, with a clear decision to choose the former, that makes our lives successful. (Helmut Glaßl)
Difficult and tricky cases can be solved better at a quiet working time, if the phone does not ring constantly or other interruptions by colleagues or meetings take place.
Maybe the child is ill and your employee is not able to concentrate well anyway, because he or she wants to go home to the child and grandma as soon as possible. Then it makes more sense to make this possible and to have a relaxed and concentrated employee in the team the next day or afterwards. It might also be possible to work in a home office.
An employee is an expert on one topic, an employee on another topic. Perfectly, so one can divide the work nevertheless also contentwise and use in each case the authority of the expert. Instead of always expecting generalism.
These are just a few examples of possible freedom and room for manoeuvre for your employees.