Workplace wellbeing and better work-life balance
Managing people remotely requires managers to be more peoplefocused and proactive. Matt Cowley, Tauranga Chamber of Commerce chief executive
branch principal Miriam O’connor said jobseekers valued working in an environment supportive of their health and wellbeing and will leave organisations that don’t have good employee wellbeing practices.
O’connor said jobseekers wanted to know about robust health and safety policies, flexible working arrangements, work from home options, diversity acceptance and even subsidised gym memberships.
“Jobseekers are now more likely to want to know about remote working and flexible options that will help them to achieve a better work-life balance, reduce stress, enable less time commuting, more time with family and better time management of their workload. These things being made clear during the recruitment process definitely make the workplace a more attractive place for jobseekers to apply to.”
O’connor said it was now a common expectation that many officebased jobs can be partially done from home.
“Many organisations post Covid-19 have moved to a model where their staff do 2-3 days at home and 2-3 days in the office . . .
“We are definitely seeing more promotion of positive workplace culture that support employee wellbeing now than we did a few years ago.”
O’connor said employers were increasingly aware workplace wellbeing initiatives lead to “improved retention of staff, improved productivity, better staff and team morale, less absenteeism, and improved ability to attract the right staff”.
Headings including “inclusive, fun, environment”; “great team culture”; “supportive team environment”; “great team culture”; “flexible work environment”; “ongoing training and growth opportunities”; “work-life balance”; “career development and training”; “work from home opportunity”; “friendly, supportive team” were commonly seen in job advertisements, O’connor said.
But she said it was important for employers to live up to the promise.
“They need to walk the talk. The reality needs to match the promotion or they will lose good staff and quickly build a reputation for not looking after their people.”
The latest 2degrees Shaping Business Study found 59 per cent of the 39 Bay businesses surveyed reported workplace culture was positively impacted by remote working.
The study surveyed 37 Bay businesses between February 12 and 23 and looked into the impact the last year had on businesses and their investment in technology, ways of working, workplace relationships and culture. It was part of a national survey of 1000 businesses.
Asked what habits Bay businesses had continued since the March lockdown, 49 per cent said enjoying a work-life balance.
Chief people officer at 2degrees Jodie Shelley said the study showed the biggest challenge of working remotely was feeling isolated and disconnected from colleagues and clients so it was important people stayed engaged.
“I think that’s a big impact on culture. It’s really hard working remotely where work is only 10 seconds away.”
Tauranga Chamber of Commerce chief executive Matt Cowley said staff were typically an organisation’s best asset.
Cowley said there was a shortage of skilled staff and businesses had to attract and retain quality staff to navigate challenges and uncertainties ahead.
“Some people are motivated by money, but they don’t often stay around for long. People are beginning to value wellbeing over the shortterm flattery of being paid more.”
Leaders should lead by example, ensure staff take holidays, time off, encourage healthy and active lifestyles, be aware of their own emotions and stress impacts on staff, he said. “Managing people remotely requires managers to be more peoplefocused and proactive.”