Five Ways to Promote Mental Health Within Your Team

promote mental healthEmployee mental health is more critical now than ever before. Stress from the pandemic has infiltrated everyone’s lives and made the day-to-day more difficult. Workers have had to adjust to shifting policies and procedures to maintain safety, hybrid work models, short-handed staffing, layoffs, furloughs, resignation of coworkers seeking different employment—and all the while with the stress of illness, racial challenges, upsetting world events, and constant media buzz about all of the above. It’s a lot to take. And our mental health has suffered as a result.

As an employer, you can have a direct impact on the mental health and wellbeing of your workers simply through support in the workplace. The following five techniques can help your employees manage their mental health for the best possible outcomes: 

1. Provide mental health benefits.

This can include coverage for counseling, employee assistance programs, and even resources such as health care apps for phone or text support. Many services now exist. Do some research or work with your health benefits administrator or health insurance carrier to discover your options.  

2. Make self-care part of your company values.

Don’t let your workers struggle in silence. Make mental health a regular topic that you promote and provide information about the value and importance of self-care, with room to help your employees take care of their mental well-being. This includes flexible scheduling to accommodate personal needs, adequate paid time off, and mental health resources.  

3. Keep an open-door policy.

If a worker needs support to handle stress, anxiety or another mental health issue, keep your door (and your ears) open. Make it easy for your workers to discuss their concerns with you and find solutions to ease stress.  

4. Encourage breaks.

These are important to the functioning and well-being of your workers. Don’t let anyone go without their daily breaks, and encourage them to take vacation. It’s not a badge of honor to lose unused PTO at the end of the year!  

5. Practice what you preach.

Follow your own lead. Be a good example for your workers, as they will be watching you and mimicking your actions. Take breaks, use your PTO, and don’t set the example that the workday stretches beyond 5 PM. Leaders are the primary example of what work/life balance should look like.  

Don’t let your employees work short-staffed 

Working short-staffed can lead to overwhelm and burnout among your workers picking up the slack. Instead, be sure your staff is well-rounded. Let HireCall help. To learn more about the staffing services we offer, reach out today!

How to Appeal to Gen Z and Millennials

In the war on talent, it helps to understand the people you’re looking to hire, especially based on which generation they’re from. A candidate’s generation has a strong influence on its values. By understanding more of what drives and motivates younger generations, it will be easier for your company to attract and retain them in your workplace.  

What are the younger working generations? 

The youngest members of today’s workforce includes Millennials, AKA Generation Y (born from 1981-1996) and the just-recently-graduated Generation Z (born from 1997-2012). These generations grew up surrounded by technology and a different world than the previous Generation X and Baby Boomer generations before them. Millennials and Gen Z are no strangers to automation, machine learning and artificial intelligence, and this familiarity gives them unique job strengths. They also have different values and expectations that previous generations.   

How to appeal to Millennial and Gen Z demographics 

These generations have much different values based on the world that has shaped their lives. By understanding these values, you’ll have a better idea of how to relate to Millennials and Gen Z. In general, they’re in search of: 

1. Companies with similar values.

In terms of company culture, mission and vision, populations supported by, and even causes donated to—Millennials and Gen Z are a much more altruistic generation. They want to work for companies with similar values, standing on “soapboxes” to support causes they hold near and dear.  

2. Clear career paths.

These generations are on the upward path to advancement. They value working hard with a clear pathway in view. They tend to spend only a few years in a job before expecting to move forward. You’re best way to retain workers in these generations is with the opportunity for advancement and internal promotion within your company.  

3. Regular feedback on performance.

Millennials and Gen Z have grown up in a world with instant information at their fingertips. They don’t like to guess when they can easily Google something and know. For this reason, they’re likely to be curious about their work performance and will require regular feedback to know how they’re doing and what may need to improve.  

4. Flexible scheduling.

The internet and constantly evolving technology has created the opportunity to work anytime, from anywhere. Lucky for these generations, the world currently has an acute focus on remote work options—and just in time. Millennials and Gen Z prefer flexible opportunities for when and where they can perform their jobs.  

Looking to staff up? 

The younger generations are the future of hiring, and by understanding and addressing their needs, you’ll have a much easier time staffing up. But if you find yourself in need of support, Inter-Connect can help. To learn more about our staffing services, contact us today!

How to Offer Flexibility as a Light Industrial Employer

The pandemic has changed many of the ways we work, plus our impression of our jobs, overall. For example, to improve health and safety, many companies sent employees to work from home—and after this experience, many found they preferred it. Work/life balance and mental health are at the front of many people’s minds these days, after shifts in work location helped us realize the value of spending more time at home with loved ones. In short, employees have started to expect more flexibility.

The challenge for light industrial employers

For light industrial and factory jobs, where workers must come into the workplace, flexibility can be more difficult to offer. However, it’s not impossible. You have several options for ways to give your employees more control over their workday, shift, and time off.

Five ways to give light industrial workers more flexibility

Try any of the following flexibility options for your light industrial workforce:

  1. Add part-time positions. Some of your employees may have decided full-time hours are too much for them, and they would prefer the advantage of shorter shifts. By offering part-time positions, you’ll be able to hold onto employees and continue to get work done.
  2. Allow flexible hours and shift-swapping. Letting your employees choose their start time is a great way to add more flexibility to the workweek. This helps them accommodate commitments to family, appointments, pets, and more. For example, a later start time can allow a parent to help their child get onto the bus in the morning, or provide time to run errands or attend a doctor’s appointment. Shift swapping allows workers to trade shifts if one fits better into their schedule, an easy way to give employees control over when they work.
  3. Offer shortened work weeks. Compressed weeks allow employees to work longer hours but fewer days. An example could be working four 10-hour days with Friday off. This can be an attractive option for employees looking for a three-day weekend to spend time with family and friends.
  4. Give input into time off. Offer paid time off or floating holidays and give your employees a say in when they want to take their PTO. Create a PTO policy to help guide the use of PTO while you continue to ensure shifts are covered. This could include how much advance notice an employee needs to provide before they take time off.
  5. Ask for input about shutdowns. Many companies decide to close down for a few weeks each year to give everyone much-deserved rest. Instead of simply planning when your shutdown will be, ask your employees which time of year they prefer.

Need guidance?

Your recruiter may have suggestions or ideas for ways to add more flexibility to your light industrial workforce. And if it’s time to staff up, HireCall can help. To learn more about our available staffing services and how we can help you round out your workforce, contact us today!