NEW YEAR RESOLUTIONS FOR EMPLOYERS

Without doubt, some of the worst work/life practices occur in the least expected companies and outlets.

hile most of us are happy, thriving and fulfilled in our work, there are too many employees who dread going back after their recent breaks. There are plenty whose work environment actually works against them, and those who feel devalued, taken advantage of or taken for granted. This is not to say they are in the wrong job, or should be able to find other employment elsewhere. They are more than likely extremely good at what they do, or there may be reasons why they cannot find alternative employment.

On their behalf, here are some resolutions for employers, and management, to consider.

Prevent burnout.

Employees are not robots (yet). In most cases there is no excuse for not keeping hours realistic, with breaks of reasonable length, at proper intervals. Tired staff are at risk of making mistakes and more likely to fall ill, adding to the stress of fellow workers, and possible loss of productivity for the company.

Make workplace environments comfortable.

In some countries it is illegal not to provide seating for security, reception and retail staff to use, in quieter moments. It does not look as if Malta is one of them; not that that is any excuse. There should be facilities on hand for refreshment breaks, fresh water and cloakrooms. Staff cannot work to their full ability if their surroundings do not support them.

Support employees better.

No one should be made to feel guilty for, or prevented from, taking emergency leave. If workplaces are so understaffed that cover cannot be found without putting pressure on fellow workers it is hardly their fault. Time off and leave should be allocated fairly, not according to supervisors’ whims. Happy employees are not the ones who are continually taking sick leave.

Focus on feedback.

Staff will be better able to support each other if they feel respected by their employers. Management and colleagues who are too busy watching their own backs and image should spend more time listening to and acting on the concerns of those on the front line.

Praise and encouragement

It costs nothing, despite a culture in too many places that considers it only invites slacking, or the request for a pay rise. Failing to notice effort and ambition, or to praise where praise is due is what causes resentment and apathy. Any good will spread though the workplace will surely reach outside as well, giving a positive impression of the company at large.

Use criticism carefully.

Don’t let others take the blame unjustly. Give reasons and explanations for decisions to everyone they affect, and consider all comments and their possibly interpretation before making them. And have the courage to speak face to face with bad news, instead of lurking behind an e-mail.

Allow for flexibility.

Employment practices that include flexi time, job sharing and where possible working for home, will get twice as much work per employee than many give under set and determined hours and rostas.

Take spontaneous chances

to make small gestures of gratitude to your employees. An emailed memo, a cake, an extra half day’s paid leave for freelancers etc, will pay back handsomely.

Consider the vibes

Customers, clients, all visitors in fact, are aware of the vibes and atmosphere in an office, department or shop floor. This immediately sets their impression of the place and could ultimately influence how they would like to do business with a company or use its products and services. This could be the year to invest more heavily in the unseen, backstage and personal issues of your employees so that that the whole enterprise runs as an attractive and successful organisation.