January 24, 2024 • 30 mins
Description: In this episode, we explore the concept of a mindful workplace, its practices, and the profound impact it can have on employee and business success.
Resources:
Welcome to Workplace Wellness Publication
Let's Connect:
Guest LinkedIn Profile - Laura Ruby
Host LinkedIn Profile - Sophie Boler
Transcript:
Transcripts are computer generated -- not 100% accurate word-for-word.
00:00:00:00 - 00:00:21:04 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR. MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here.
00:00:21:05 - 00:00:48:24 Unknown Now it's time to thrive. Well, hello, everybody, and thanks for joining us today. We're we're really hearing more about mindful workplaces nowadays. We thought we would take today's podcast, really think about this topic more in-depth. So i'm here with Laura Ruby senior HR Business partner and HR Business advisor for mra. We're really going to talk about why mindful workplaces are trending or what you really need to be aware of.
00:00:49:05 - 00:01:11:19 Unknown What are some of the challenges that come along with it in more so or thanks so much for joining us today. I really, really appreciate it. Well thank you. So I'm really pleased to be here. This is definitely a timely concept, I think, for a number of employees to consider or employers to consider. Yeah, absolutely. And I know we were talking about that.
00:01:11:21 - 00:02:02:12 Unknown You're very passionate about this topic and you've been working in the HR for such a long time that this is kind of the perfect topic to go over today. So I think we should kind of start out with what is a mindful workplace. Can you define it? Yes, so mindful workplace is really a combination of factors as we look at new initiatives that people are working towards in that space is really developing an awareness of an individual's thought processes, their emotions and their actions, and helping to enable them to laser focus on those and remove obstacles to productivity and really improving the work workplace from a variety of different aspects.
00:02:02:14 - 00:02:50:21 Unknown Yeah, absolutely. And you guys in part two to that question. Can you describe what that whole concept of the mindful workplace really encompasses? It's actually quite broad in as well. In talk today we'll touch on all of those components but it's it's combining more Eastern philosophies about issues of meditation or focus and concentration, breathing, as well as branching into mental health aspects that are damaging workplaces right now and helping individuals to deal with their own anxiety, stress, as well as other things like other issues they may be experiencing.
00:02:50:21 - 00:03:20:21 Unknown And in relationships, finances, you know, you name it. So it's a very good I'
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:04):
Hello everybody and welcome to 30 minuteThrive, your go to podcast for anything
and everything HR powered by MRA,the Management Association.
Looking to stay on top of the everchanging world of HR.
MRA has got you covered.
We'll be the first to tell you what's hotand what's not.
I'm your host, Sophie Boler,and we are so glad you're here.
(00:25):
Now it's time to thrive.
Well, hello, everybody,and thanks for joining us today.
We're we're really hearing moreabout mindful workplaces nowadays.
We thought we would take
today's podcast, reallythink about this topic more in-depth.
So i'm here with Laura Ruby senior
HR Business partnerand HR Business advisor for mra.
(00:46):
We're really going to talk aboutwhy mindful workplaces
are trending or whatyou really need to be aware of.
What are some of the challengesthat come along with it in more so
or thanks so much for joining us today.
I really, really appreciate it.
Well thank you.
So I'm really pleased to be here. This is
definitely a timely concept,
(01:09):
I think, for a number of employeesto consider or employers to consider.
Yeah, absolutely.And I know we were talking about that.
You're very passionate about this topicand you've been working in the HR
for such a long time that this is kind ofthe perfect topic to go over today.
So I think we should kind of start outwith what is a mindful workplace.
(01:30):
Can you define it?
Yes, so mindful workplace is really
a combination of factorsas we look at new initiatives
that people are workingtowards in that space
is really developing an awareness
of an individual's thought processes,
their emotions and their actions,and helping to enable them
(01:54):
to laser focus on thoseand remove obstacles to productivity
and really improving the work workplacefrom a variety of different aspects.
Yeah, absolutely.
And you guys in part two to that question.
Can you describe what
that whole concept of the mindfulworkplace really encompasses?
(02:18):
It's actually quite broad in as well.
In talk todaywe'll touch on all of those components
but it's it's combining more Easternphilosophies
about issues of meditationor focus and concentration,
breathing, as well as branching
into mental health aspects
(02:40):
that are damaging workplaces right nowand helping individuals
to deal with their own anxiety, stress,
as well as other things like
other issues they may be experiencing.
And in relationships, finances,you know, you name it.
So it's a very good I'm going
(03:04):
to discusshow the company can actually sort of work
with developing a healthier source.
And actually,I feel like it's definitely transformed
throughout the years or in my opinion,I feel like employers
didn't really talk aboutthis kind of stuff as much as they do now.
(03:24):
They didn't care as much about,you know, providing all these resources
and mental health resources and wellnessresources to employees.
So I think it's great we can kind of coverthat and talk about it
and just the process and how it's evolvedover the years, too. So
my next
question then would be,do you have any practices
(03:47):
that a mindful workplace
can kind of what can you implement?
What practices can you implementto create a mindful workplace?
I mean, it's all over the map,
but I think that really companiesthat are finding great success
with implementing mindfulness,they're starting more
startingsmall programs available to employees,
(04:11):
maybe with classes or chair yoga,
breathing exercises
and some of those smaller
components into helping the individual
so as to what they're thinking
and to continue to say that laser focus onwhat's in front of them
(04:32):
rather than all these other thingsthat may be coming from
local personal life or other anxieties.
So really, it's starting small forces
or activities designed to encourage that, as well as programs
designed to workto tell physical and mental health
(04:56):
things like
walking programs or competitions
within companieswhere people compete on a physical level
to the mental health aspects
and making sure that insurance programsfeel great.
And it's available to employees,
including people who are in search of more
(05:19):
provided.
So it's a very broad spectrum.
Some of the larger companiesare also includes
things like meditation rooms
or Zen areas or places where it's cool
to take a break there and get reflective.
And there are thingsthat people want to address.
(05:42):
Yeah, those are all great examples, LauraAnd I'm thinking about Emirates
specifically, some of the cool thingswe do with our wellness.
Something I love in the summer,
we'll kind of get a group of employeestogether and walk around.
We have some trails around hereand the walk show location
and that's just great to kind of takelike a mental health
(06:04):
break, take a walk kind of reboot almost.
And we also have a
masseuse come once in a while,which is awesome.
That's a plus.
So, yeah, a lot of great examplesof what organizations can do well.
And I know areyou talked about starting small.
You don't have to implement this huge idearight away.
(06:27):
But what's what other steps can be takento create
a culture that values and supportsthis mindfulness?
Well, that's a really good question.
You know, a lot of research outthere is built in on
more so management assertivenessand exhibiting these behaviors
(06:48):
and then having that trickle down effectwithin the organizations.
So many companies will start to traintheir managers on the basic concepts
and helping them to modify their behaviorsto help other people.
And so along with this process,
because a lot of them
(07:08):
view that managers are kind of the keyto their success in the organization.
And if you have a manager that's been,
you know,like micromanaging to use the term or,
you know, laserfocus on what people are doing right then,
and that can really put a bad tonein the organization
(07:31):
as employees, more stress and so more
specific, the focus is really to trainthe managers first
and then implement some of these programsfor the interviews
to help encourage them
to take that step back and begin
to give themselves some
(07:53):
additional brave souls.
Feel throughout the day.
And so a lot of the programsthat were designed
or have some training programsin the beginning where they'll people
there are a number of
number of mental health app typeapplications or mindfulness applications
(08:14):
that people install on their desktopor their cell.
So they encourage thatas well as integrating a lot of training,
maybe even utilize you to come inand talk about more stressful
thingsthat might be pressing individuals who
trying to work with childrenand then someone is engaged
(08:35):
with adult care for them,trying to manage those
needs.
It's on both ends of the spectrumto put that stuff aside
and let yourself levels.
Absolutely.
And I know we talked about thisa little bit in the beginning, but
what about the physical workspacebeing designed
(08:56):
to encourage this mindfulness and othersquiet areas,
massage room,
but any other examples that you can give
the physical workspace, specifically?
And I think this one is really importantand I find myself doing this
every at least oncea week, just decluttering your office
(09:19):
and taking that time to organize itso that things
are not visually distracting you.
You have easy access to them.
For example, I support simple membersas well as working on the front line.
So I basically
moved all of my materialsout of the visual area.
(09:40):
So a couple of computers set upon my desktop and I tried very diligently
to only have one computer on the time, but decluttering,
moving things where they're easyto get to, but not in the visual space
and using common colors,things like to look at, you know,
(10:00):
I have a number of pictures in herewith my grandchildren and
they're kind of between the screen here.
But, you know, you can usethe same concept in your own workspace,
even a cubicle or, you know, thingsjust to create that environment.
So the grid, as we mentioned,
setting up spaceswhere things can get a little comfortable.
(10:24):
Both of these have been storedon a break room.
They have like couches and easy chairsfor people
to sit in versus just the tableand a more sterile environment.
And as
you mentioned,like having a Zen room or meditation
or just a space that people can go into.
(10:45):
But so
yeah, I love those.
Yeah.
And I would add to
for the Quiet Areas piece at MRA,we have focus rooms
and those are something I definitelytake advantage of on a day to day basis.
And they're just quiet rooms.
You can go to solo rooms, kind of gets rid
(11:08):
of all the distraction and allowsyou just kind of focus on your own work.
So that's something that I really loveabout our physical workspace,
but also the natural light
to think having windows is so important
and letting the sun come inor is snow light I guess right now.
Right, Right.
(11:29):
But yeah, even in the offices there
in Wisconsin,the turkeys come up near the windows.
And so you kind of get this natural breaksthroughout the day,
taking a step back to natureand kind of disengage from work stress.
So stressful opportunitiesjust get into a different.
(11:49):
definitely.
Definitely.
Well, now that we've kind of talkedabout all the logistics of it, what impact
does it really have onemployees and business success, too?
Well, it's not staggering
when you talk about the mental healthaspect of this.
There was a recent study donethat nearly half of the employees
(12:11):
that were surveyed,I believe this is survey of people
they had mentioned almost half the time
that their mental stress or issuesthat they had got into the workplace
and in fact they it to so,
you know, this is a pretty serious area
(12:32):
when you have our high pressureenvironments.
We have technologythat is helping us to be more efficient.
That can sometimesbe a distraction as well,
where those types ofthings can certainly effect
productivity at work.
You also see where employeeabsenteeism increases when
(12:57):
they have to deal with stressor dealing with lots of issues.
But now you have employee satisfaction
and engagement,which is a huge factor in this as well,
is highly impacted by developingthose mindfulness practices there.
As the workforce becomes more engagedto it, we'll see other things
(13:19):
like reduced toxicity as a
higher productivity
and just a number of other things
within the organization, especially
the team will sort of
go into these like best companies to workor those organizations
(13:39):
or you see continue to be up thereaddressing these issues regularly.
You absolutely.
I think it's also helpfulto give some examples
of wellness programsso that companies can start thinking about
some ideas for themselves.
So what wellnessprograms are in place to support
(14:01):
employees mental and emotional well-being?
For example, there are a couple of other
offenders that are out therethat have websites within engagement,
and they can provide thingsfrom training to
other directed thingsfor the organization.
(14:22):
A lot of companies can workwith their community against some training
or some other activitiesto help themselves
establish these programs
and really it's initiatives
that a company needs to undertakeand puts in it.
So they know the company is saying,
we recognizethat we need to improve mental health
(14:46):
so they can begin to throw outsome of those initiatives.
So again, focusing on the key pointsthat they want to bring into
focus groupand being mindful as well as the challenge
that there's something
one of the other things
(15:07):
we've seen a lot of conference engaging inis really looking at the effectiveness
of our job is goals.
So we may have a job description, butit could be that the person fails to do
so. Do set the tone.
So we structured those positions
to be acceptable, normal.
(15:29):
And again, we're working with some ofthose wellness providers to implement
some of those programsand really give them a start
of influence to start us with.
They've
already given
hope to or different types of services
into the organization, or they can
(15:49):
project because they've worked
with some of these programs as well.
And then I think the next step we see
HRC developmental University for taxand spend is outward
to see what servicesthey can provide in that space,
because again, it's going
to be a balancing actof financial commitment.
(16:09):
So the company will do little spaceto implement
some of these ideas again and again.
The other important aspectto serving themselves to actually
find out what it is that they would do,just sitting, just sitting.
And I think that's another
survey back to said,
(16:30):
you know, companies go where,you know, about 60% of companies
to be doing a great jobif you ask their employees
and they're like,no, I'm not participating.
I'm not really seeing some interest to me.
So we're going to get their feedback soon.
So let'sdo the work for you as an individual.
(16:51):
And then using that David style,
allow it to influence the audience.
Yeah, that's a great point to bring up.
Absolutely.
You talked about that stat
with how mental health impactsproductivity.
So wonderingif you're kind of seeing anything else
here with our mental healthreally impacts productivity at work.
(17:17):
It's well,
if you look at company,it's going to be a little bit different.
But I thinkif you were thinking about mental health,
there are a number of programsdesigned to work the same as you're
providing additional counseling services,maybe through
your income, more servicesavailable to employees,
(17:39):
and then financial wellness
and helping them to work withtheir retirement programs into the future.
Now let's look and see what we can set upto really help
supportfinancial unexpected financial things.
So with
individuals who are gearing those programs
(18:01):
to help minimize anxiety or stress
or know that concept or those day to dayactivities or childcare
is another area where, again, you know,
it's a huge worry for people watching
as to how they're going to provide supportto have
the right resources available to them,what happens with their child.
(18:25):
So how they deal with that.
So a lot of those focuses to help
minimize stress for peopleand allow them to step away from that.
And the other great focus
and I think going off of that
work life balance talk,when you're talking about care, spending
time, that's where the work life balancekind of also comes into play here.
(18:49):
So we actually had a whole podcast aloneon work life balance.
So it's definitely importantand something you know, everyone wants.
So do you have any suggestionsfor employers
how they can help balance work life,work life balance for their employees?
Yeah, I think there's a number of thingsthat a company can do.
(19:14):
One, they talked battles for reevaluatingthe jobs being done.
Are they being done effectively becausea lot of work stress comes from that.
That very aspect that my job is,
is to do an area where I don't havethe right tools to get the job done
or there may be other efficiencies.
So you do not want to remove that stress,
(19:37):
but it seems like very flexible hoursso people can stylize hours
so they're the best person,that sort of thing to do
to get kids to schooland pick them up in the day they can.
A special
hybrid workplace is also really powerfulin addressing that.
(19:58):
So identifying when you want to stack allthat work around you do work from home.
It's that's
with a manufacturing environment.
It might be implementing, you know,five minute breaks in manufacturing
or some other ways to stagger breaksso that people can stop working
(20:20):
a little more frequentlythroughout the day versus
just confining thatsmall your ten or 15 minute period.
So there's a lot of things
that something you can evaluatethat would work in day
and again, contributeto some of that work life balance.
You know, and it just shows.
(20:41):
I think that's the final thing.
You know, companies can use.
They're buying talent.
So speed is providing it for brandsor a health care child.
You know,some of these are very aspects of THRIVE.
I know several companiesI work with nowadays.
And how do they bringyou directly into work and they take it up
(21:05):
and have it done for you.
And so,you know, and utilizing tools like,
you know, ordering your groceries onlinefrom the microwave.
So there's a person that you canco-champions.
Lots of people do. Yeah.
Why don't we try toThis is how we work for you
(21:29):
to help in that
flexibilitythat we're trying to develop in.
Well, yeah.
What's going to make their lifeeasier, right? Yes.
I'd like to draw on my laundryand have somebody to
get done.
Something I read about when I was kind of restructuring
(21:52):
for this topictoday was Holistic well-being initiative.
So things that kind of encompassphysical, mental and emotional health.
So what are some initiativesemployers can implement around here?
Well, and that's, you know, again,
if you take a step back to look at allyour wellness programs,
(22:13):
what are you offering todayand what can you bring in?
There are programsthat we've been developed
that are a little more integrated.
So you can say here,I want to create a program about,
you know,
balancing work so
and so things where you coach themand say, you know, when you get into work,
(22:35):
take 5 minutes at the beginning of work tojust kind of arrive and be at your desk.
Don't check your email,save your email review.
So maybe 20 minutes into the job or,
you know, or implementing, there's a
technique called the Pomodoro technique,where you divide up your your time
(22:56):
into 25 minute increments and you takejust a slight break between them.
So you just only focus on one thingfor 25 minutes to explain two things.
So if you're implementing,if you're doing
project management,you can build that into it as well. So
I think just really being open
(23:17):
minded as an employer as to what options
and again, this is for the survey too.
So in handy is to help isolate, you know,
what are thingsthat employees interested in.
And reallyI think what inhibits of employees
from participating in those initiativesat work is sometimes the time
(23:40):
you're hosting a one hour training course.
Many employees, more than ten of thembecause they're like, I can't go that.
But you can break that down to 15 minutesessions.
You'll see that your attendancerates increase.
So again, you're really trying to find
a sweet spot for what you're offeringand how much observation
(24:05):
is in that programand then doing follow up.
So that was useful.
You know, how learned about this topic.
One of the topics that they want toand so that's not
so good, but it's again,taking that to the stage where
our approach, it's not just one solution,but there are many aspects to it.
(24:27):
Yeah, finding the balance,Google optimization.
And I would just emphasizewhat you said on
surveys and employee surveysand Emery can help you with that.
We have employee surveys,we can help you with custom surveys.
So I will make sure to add the linkin the show notes.
So if you do want to check that out, absolutely go for that.
(24:50):
But we're I feel like a lot of managers
or leadersmay be asking the question right now,
how do you know this is having an impacton your employees and your organization?
Yeah, actually, using metrics,we can implement
a lot of metricswithin your own organization to measure.
First, I would suggest to a baselineto consumer research.
(25:14):
So like
how often are we missing
deadlines or other aspects within
the organization?
Absenteeism, utilization of PTOalso seems to give you
an overall view of where we'll starttoday, even serving and things again
(25:37):
we've utilized since then, sincegetting baseline on
the effectiveness of the program is today.
And then as you move forward with these,
once you're putting them outone by one by one,
you can measure it into the survey
information of that work,which is improving things
(25:57):
long term and a little bit annually,you look at absenteeism rates
and see how that's being affectedor turnover statistics is number one.
So as you see absenteeism
rates starting to decline now,
people lower turnover
in the organizationand all of these are indicators
(26:18):
of several componentsof success, the wellness.
But I think again, like I keep harping onit, surveys are a good way to pinpoint
work as this affectedwhere you can use exit interviews
for people who do leave the organizationand find out where do you see
the lowestsince or something that could have helped
(26:41):
to reduce you?
And then again,employee feedback about their managers,
because again, we've talked about thisall starts with leadership
and has a trickle down effectand identifying leaders that maybe needs
some additional support as wellin their managerial style indicators.
(27:03):
So these are all ways that you can say,yes, we will evaluate that.
Some statisticsto look at are performing over time.
Yeah,sounds like there's a lot of indicators
and tools out thereto help you kind of measure that impact.
And even some of thoseare mobile applications
that people are downloadingand which is the organization
(27:27):
will store information that can
with what effect without utilization
and maybe help identify some other areasthat people might want to expand
upon.
Well,
or as we kind of close out the episodetoday, is there one thing that you want
our listenersto really take away from today's episode
(27:50):
on Mindful Workplaces?
I know it's it's a lot
and there are a lot of stigmaassociated with meditation or,
you know, doing yogaor a lot of things like that, but
recognizing that there isn't a one
that's all sort of solution,
(28:12):
that it's got to be customizedto workplace.
No being well connected experiences
to be able to get that feedback,but was one of them in one thing.
This is a journeythat's about me as an individual.
First and then come to me as a company.
(28:33):
How we're going to provide
resources and toolsfor each individual on that labor station.
So keeping that in your mind, itwill help you to develop these break ins.
Now it's up to me into help them to use it
to help reducestress, anxiety, stress, anxiety.
(28:55):
Just for sure.
Absolutely.
Well, thank you so muchfor being our guest on today's topic
and sharing all of your expertise, becauseI know you have so much in this area.
I think everyone can really walk awaywith a lot of great new ideas
and action steps that they can taketo create a mindful workplace
(29:15):
if they haven't already.
But to our listenerslistening and watching,
if you liked our chat and our topic today,I would encourage you to share
this episode out and consider joining MRAif you aren't a member already.
Like I said, we have all the resourcesyou need in the show
notes belowand we have resources on this topic too,
so make sure to look at the show notes and thanks for tuning in, Laura.
(29:40):
Thanks for joining us todayand we will see you next week
and that wraps up our contentfor this episode.
Be sure to reference the show noteswhere you can sign in to connect.
For more podcast updates,
check out other MRA episodeson your favorite podcast platform.
And as always, make sure you follow MRA's30 minute THRIVE so you don't miss out.
(30:00):
Thanks for tuning inand we'll see you next Wednesday to carry
on the HR conversation.
Hello everybody and welcome to 30 minuteThrive, your go to podcast for anything
and everything HR powered by MRA,the Management Association.
Looking to stay on top of the everchanging world of HR.
MRA has got you covered.
We'll be the first to tell you what's hotand what's not.
I'm your host, Sophie Boler,and we are so glad you're here.
(00:25):
Now it's time to thrive.
Well, hello, everybody,and thanks for joining us today.
We're we're really hearing moreabout mindful workplaces nowadays.
We thought we would take
today's podcast, reallythink about this topic more in-depth.
So i'm here with Laura Ruby senior
HR Business partnerand HR Business advisor for mra.
(00:46):
We're really going to talk aboutwhy mindful workplaces
are trending or whatyou really need to be aware of.
What are some of the challengesthat come along with it in more so
or thanks so much for joining us today.
I really, really appreciate it.
Well thank you.
So I'm really pleased to be here. This is
definitely a timely concept,
(01:09):
I think, for a number of employeesto consider or employers to consider.
Yeah, absolutely.And I know we were talking about that.
You're very passionate about this topicand you've been working in the HR
for such a long time that this is kind ofthe perfect topic to go over today.
So I think we should kind of start outwith what is a mindful workplace.
(01:30):
Can you define it?
Yes, so mindful workplace is really
a combination of factorsas we look at new initiatives
that people are workingtowards in that space
is really developing an awareness
of an individual's thought processes,
their emotions and their actions,and helping to enable them
(01:54):
to laser focus on thoseand remove obstacles to productivity
and really improving the work workplacefrom a variety of different aspects.
Yeah, absolutely.
And you guys in part two to that question.
Can you describe what
that whole concept of the mindfulworkplace really encompasses?
(02:18):
It's actually quite broad in as well.
In talk todaywe'll touch on all of those components
but it's it's combining more Easternphilosophies
about issues of meditationor focus and concentration,
breathing, as well as branching
into mental health aspects
(02:40):
that are damaging workplaces right nowand helping individuals
to deal with their own anxiety, stress,
as well as other things like
other issues they may be experiencing.
And in relationships, finances,you know, you name it.
So it's a very good I'm going
(03:04):
to discusshow the company can actually sort of work
with developing a healthier source.
And actually,I feel like it's definitely transformed
throughout the years or in my opinion,I feel like employers
didn't really talk aboutthis kind of stuff as much as they do now.
(03:24):
They didn't care as much about,you know, providing all these resources
and mental health resources and wellnessresources to employees.
So I think it's great we can kind of coverthat and talk about it
and just the process and how it's evolvedover the years, too. So
my next
question then would be,do you have any practices
(03:47):
that a mindful workplace
can kind of what can you implement?
What practices can you implementto create a mindful workplace?
I mean, it's all over the map,
but I think that really companiesthat are finding great success
with implementing mindfulness,they're starting more
startingsmall programs available to employees,
(04:11):
maybe with classes or chair yoga,
breathing exercises
and some of those smaller
components into helping the individual
so as to what they're thinking
and to continue to say that laser focus onwhat's in front of them
(04:32):
rather than all these other thingsthat may be coming from
local personal life or other anxieties.
So really, it's starting small forces
or activities designed to encourage that, as well as programs
designed to workto tell physical and mental health
(04:56):
things like
walking programs or competitions
within companieswhere people compete on a physical level
to the mental health aspects
and making sure that insurance programsfeel great.
And it's available to employees,
including people who are in search of more
(05:19):
provided.
So it's a very broad spectrum.
Some of the larger companiesare also includes
things like meditation rooms
or Zen areas or places where it's cool
to take a break there and get reflective.
And there are thingsthat people want to address.
(05:42):
Yeah, those are all great examples, LauraAnd I'm thinking about Emirates
specifically, some of the cool thingswe do with our wellness.
Something I love in the summer,
we'll kind of get a group of employeestogether and walk around.
We have some trails around hereand the walk show location
and that's just great to kind of takelike a mental health
(06:04):
break, take a walk kind of reboot almost.
And we also have a
masseuse come once in a while,which is awesome.
That's a plus.
So, yeah, a lot of great examplesof what organizations can do well.
And I know areyou talked about starting small.
You don't have to implement this huge idearight away.
(06:27):
But what's what other steps can be takento create
a culture that values and supportsthis mindfulness?
Well, that's a really good question.
You know, a lot of research outthere is built in on
more so management assertivenessand exhibiting these behaviors
(06:48):
and then having that trickle down effectwithin the organizations.
So many companies will start to traintheir managers on the basic concepts
and helping them to modify their behaviorsto help other people.
And so along with this process,
because a lot of them
(07:08):
view that managers are kind of the keyto their success in the organization.
And if you have a manager that's been,
you know,like micromanaging to use the term or,
you know, laserfocus on what people are doing right then,
and that can really put a bad tonein the organization
(07:31):
as employees, more stress and so more
specific, the focus is really to trainthe managers first
and then implement some of these programsfor the interviews
to help encourage them
to take that step back and begin
to give themselves some
(07:53):
additional brave souls.
Feel throughout the day.
And so a lot of the programsthat were designed
or have some training programsin the beginning where they'll people
there are a number of
number of mental health app typeapplications or mindfulness applications
(08:14):
that people install on their desktopor their cell.
So they encourage thatas well as integrating a lot of training,
maybe even utilize you to come inand talk about more stressful
thingsthat might be pressing individuals who
trying to work with childrenand then someone is engaged
(08:35):
with adult care for them,trying to manage those
needs.
It's on both ends of the spectrumto put that stuff aside
and let yourself levels.
Absolutely.
And I know we talked about thisa little bit in the beginning, but
what about the physical workspacebeing designed
(08:56):
to encourage this mindfulness and othersquiet areas,
massage room,
but any other examples that you can give
the physical workspace, specifically?
And I think this one is really importantand I find myself doing this
every at least oncea week, just decluttering your office
(09:19):
and taking that time to organize itso that things
are not visually distracting you.
You have easy access to them.
For example, I support simple membersas well as working on the front line.
So I basically
moved all of my materialsout of the visual area.
(09:40):
So a couple of computers set upon my desktop and I tried very diligently
to only have one computer on the time, but decluttering,
moving things where they're easyto get to, but not in the visual space
and using common colors,things like to look at, you know,
(10:00):
I have a number of pictures in herewith my grandchildren and
they're kind of between the screen here.
But, you know, you can usethe same concept in your own workspace,
even a cubicle or, you know, thingsjust to create that environment.
So the grid, as we mentioned,
setting up spaceswhere things can get a little comfortable.
(10:24):
Both of these have been storedon a break room.
They have like couches and easy chairsfor people
to sit in versus just the tableand a more sterile environment.
And as
you mentioned,like having a Zen room or meditation
or just a space that people can go into.
(10:45):
But so
yeah, I love those.
Yeah.
And I would add to
for the Quiet Areas piece at MRA,we have focus rooms
and those are something I definitelytake advantage of on a day to day basis.
And they're just quiet rooms.
You can go to solo rooms, kind of gets rid
(11:08):
of all the distraction and allowsyou just kind of focus on your own work.
So that's something that I really loveabout our physical workspace,
but also the natural light
to think having windows is so important
and letting the sun come inor is snow light I guess right now.
Right, Right.
(11:29):
But yeah, even in the offices there
in Wisconsin,the turkeys come up near the windows.
And so you kind of get this natural breaksthroughout the day,
taking a step back to natureand kind of disengage from work stress.
So stressful opportunitiesjust get into a different.
(11:49):
definitely.
Definitely.
Well, now that we've kind of talkedabout all the logistics of it, what impact
does it really have onemployees and business success, too?
Well, it's not staggering
when you talk about the mental healthaspect of this.
There was a recent study donethat nearly half of the employees
(12:11):
that were surveyed,I believe this is survey of people
they had mentioned almost half the time
that their mental stress or issuesthat they had got into the workplace
and in fact they it to so,
you know, this is a pretty serious area
(12:32):
when you have our high pressureenvironments.
We have technologythat is helping us to be more efficient.
That can sometimesbe a distraction as well,
where those types ofthings can certainly effect
productivity at work.
You also see where employeeabsenteeism increases when
(12:57):
they have to deal with stressor dealing with lots of issues.
But now you have employee satisfaction
and engagement,which is a huge factor in this as well,
is highly impacted by developingthose mindfulness practices there.
As the workforce becomes more engagedto it, we'll see other things
(13:19):
like reduced toxicity as a
higher productivity
and just a number of other things
within the organization, especially
the team will sort of
go into these like best companies to workor those organizations
(13:39):
or you see continue to be up thereaddressing these issues regularly.
You absolutely.
I think it's also helpfulto give some examples
of wellness programsso that companies can start thinking about
some ideas for themselves.
So what wellnessprograms are in place to support
(14:01):
employees mental and emotional well-being?
For example, there are a couple of other
offenders that are out therethat have websites within engagement,
and they can provide thingsfrom training to
other directed thingsfor the organization.
(14:22):
A lot of companies can workwith their community against some training
or some other activitiesto help themselves
establish these programs
and really it's initiatives
that a company needs to undertakeand puts in it.
So they know the company is saying,
we recognizethat we need to improve mental health
(14:46):
so they can begin to throw outsome of those initiatives.
So again, focusing on the key pointsthat they want to bring into
focus groupand being mindful as well as the challenge
that there's something
one of the other things
(15:07):
we've seen a lot of conference engaging inis really looking at the effectiveness
of our job is goals.
So we may have a job description, butit could be that the person fails to do
so. Do set the tone.
So we structured those positions
to be acceptable, normal.
(15:29):
And again, we're working with some ofthose wellness providers to implement
some of those programsand really give them a start
of influence to start us with.
They've
already given
hope to or different types of services
into the organization, or they can
(15:49):
project because they've worked
with some of these programs as well.
And then I think the next step we see
HRC developmental University for taxand spend is outward
to see what servicesthey can provide in that space,
because again, it's going
to be a balancing actof financial commitment.
(16:09):
So the company will do little spaceto implement
some of these ideas again and again.
The other important aspectto serving themselves to actually
find out what it is that they would do,just sitting, just sitting.
And I think that's another
survey back to said,
(16:30):
you know, companies go where,you know, about 60% of companies
to be doing a great jobif you ask their employees
and they're like,no, I'm not participating.
I'm not really seeing some interest to me.
So we're going to get their feedback soon.
So let'sdo the work for you as an individual.
(16:51):
And then using that David style,
allow it to influence the audience.
Yeah, that's a great point to bring up.
Absolutely.
You talked about that stat
with how mental health impactsproductivity.
So wonderingif you're kind of seeing anything else
here with our mental healthreally impacts productivity at work.
(17:17):
It's well,
if you look at company,it's going to be a little bit different.
But I thinkif you were thinking about mental health,
there are a number of programsdesigned to work the same as you're
providing additional counseling services,maybe through
your income, more servicesavailable to employees,
(17:39):
and then financial wellness
and helping them to work withtheir retirement programs into the future.
Now let's look and see what we can set upto really help
supportfinancial unexpected financial things.
So with
individuals who are gearing those programs
(18:01):
to help minimize anxiety or stress
or know that concept or those day to dayactivities or childcare
is another area where, again, you know,
it's a huge worry for people watching
as to how they're going to provide supportto have
the right resources available to them,what happens with their child.
(18:25):
So how they deal with that.
So a lot of those focuses to help
minimize stress for peopleand allow them to step away from that.
And the other great focus
and I think going off of that
work life balance talk,when you're talking about care, spending
time, that's where the work life balancekind of also comes into play here.
(18:49):
So we actually had a whole podcast aloneon work life balance.
So it's definitely importantand something you know, everyone wants.
So do you have any suggestionsfor employers
how they can help balance work life,work life balance for their employees?
Yeah, I think there's a number of thingsthat a company can do.
(19:14):
One, they talked battles for reevaluatingthe jobs being done.
Are they being done effectively becausea lot of work stress comes from that.
That very aspect that my job is,
is to do an area where I don't havethe right tools to get the job done
or there may be other efficiencies.
So you do not want to remove that stress,
(19:37):
but it seems like very flexible hoursso people can stylize hours
so they're the best person,that sort of thing to do
to get kids to schooland pick them up in the day they can.
A special
hybrid workplace is also really powerfulin addressing that.
(19:58):
So identifying when you want to stack allthat work around you do work from home.
It's that's
with a manufacturing environment.
It might be implementing, you know,five minute breaks in manufacturing
or some other ways to stagger breaksso that people can stop working
(20:20):
a little more frequentlythroughout the day versus
just confining thatsmall your ten or 15 minute period.
So there's a lot of things
that something you can evaluatethat would work in day
and again, contributeto some of that work life balance.
You know, and it just shows.
(20:41):
I think that's the final thing.
You know, companies can use.
They're buying talent.
So speed is providing it for brandsor a health care child.
You know,some of these are very aspects of THRIVE.
I know several companiesI work with nowadays.
And how do they bringyou directly into work and they take it up
(21:05):
and have it done for you.
And so,you know, and utilizing tools like,
you know, ordering your groceries onlinefrom the microwave.
So there's a person that you canco-champions.
Lots of people do. Yeah.
Why don't we try toThis is how we work for you
(21:29):
to help in that
flexibilitythat we're trying to develop in.
Well, yeah.
What's going to make their lifeeasier, right? Yes.
I'd like to draw on my laundryand have somebody to
get done.
Something I read about when I was kind of restructuring
(21:52):
for this topictoday was Holistic well-being initiative.
So things that kind of encompassphysical, mental and emotional health.
So what are some initiativesemployers can implement around here?
Well, and that's, you know, again,
if you take a step back to look at allyour wellness programs,
(22:13):
what are you offering todayand what can you bring in?
There are programsthat we've been developed
that are a little more integrated.
So you can say here,I want to create a program about,
you know,
balancing work so
and so things where you coach themand say, you know, when you get into work,
(22:35):
take 5 minutes at the beginning of work tojust kind of arrive and be at your desk.
Don't check your email,save your email review.
So maybe 20 minutes into the job or,
you know, or implementing, there's a
technique called the Pomodoro technique,where you divide up your your time
(22:56):
into 25 minute increments and you takejust a slight break between them.
So you just only focus on one thingfor 25 minutes to explain two things.
So if you're implementing,if you're doing
project management,you can build that into it as well. So
I think just really being open
(23:17):
minded as an employer as to what options
and again, this is for the survey too.
So in handy is to help isolate, you know,
what are thingsthat employees interested in.
And reallyI think what inhibits of employees
from participating in those initiativesat work is sometimes the time
(23:40):
you're hosting a one hour training course.
Many employees, more than ten of thembecause they're like, I can't go that.
But you can break that down to 15 minutesessions.
You'll see that your attendancerates increase.
So again, you're really trying to find
a sweet spot for what you're offeringand how much observation
(24:05):
is in that programand then doing follow up.
So that was useful.
You know, how learned about this topic.
One of the topics that they want toand so that's not
so good, but it's again,taking that to the stage where
our approach, it's not just one solution,but there are many aspects to it.
(24:27):
Yeah, finding the balance,Google optimization.
And I would just emphasizewhat you said on
surveys and employee surveysand Emery can help you with that.
We have employee surveys,we can help you with custom surveys.
So I will make sure to add the linkin the show notes.
So if you do want to check that out, absolutely go for that.
(24:50):
But we're I feel like a lot of managers
or leadersmay be asking the question right now,
how do you know this is having an impacton your employees and your organization?
Yeah, actually, using metrics,we can implement
a lot of metricswithin your own organization to measure.
First, I would suggest to a baselineto consumer research.
(25:14):
So like
how often are we missing
deadlines or other aspects within
the organization?
Absenteeism, utilization of PTOalso seems to give you
an overall view of where we'll starttoday, even serving and things again
(25:37):
we've utilized since then, sincegetting baseline on
the effectiveness of the program is today.
And then as you move forward with these,
once you're putting them outone by one by one,
you can measure it into the survey
information of that work,which is improving things
(25:57):
long term and a little bit annually,you look at absenteeism rates
and see how that's being affectedor turnover statistics is number one.
So as you see absenteeism
rates starting to decline now,
people lower turnover
in the organizationand all of these are indicators
(26:18):
of several componentsof success, the wellness.
But I think again, like I keep harping onit, surveys are a good way to pinpoint
work as this affectedwhere you can use exit interviews
for people who do leave the organizationand find out where do you see
the lowestsince or something that could have helped
(26:41):
to reduce you?
And then again,employee feedback about their managers,
because again, we've talked about thisall starts with leadership
and has a trickle down effectand identifying leaders that maybe needs
some additional support as wellin their managerial style indicators.
(27:03):
So these are all ways that you can say,yes, we will evaluate that.
Some statisticsto look at are performing over time.
Yeah,sounds like there's a lot of indicators
and tools out thereto help you kind of measure that impact.
And even some of thoseare mobile applications
that people are downloadingand which is the organization
(27:27):
will store information that can
with what effect without utilization
and maybe help identify some other areasthat people might want to expand
upon.
Well,
or as we kind of close out the episodetoday, is there one thing that you want
our listenersto really take away from today's episode
(27:50):
on Mindful Workplaces?
I know it's it's a lot
and there are a lot of stigmaassociated with meditation or,
you know, doing yogaor a lot of things like that, but
recognizing that there isn't a one
that's all sort of solution,
(28:12):
that it's got to be customizedto workplace.
No being well connected experiences
to be able to get that feedback,but was one of them in one thing.
This is a journeythat's about me as an individual.
First and then come to me as a company.
(28:33):
How we're going to provide
resources and toolsfor each individual on that labor station.
So keeping that in your mind, itwill help you to develop these break ins.
Now it's up to me into help them to use it
to help reducestress, anxiety, stress, anxiety.
(28:55):
Just for sure.
Absolutely.
Well, thank you so muchfor being our guest on today's topic
and sharing all of your expertise, becauseI know you have so much in this area.
I think everyone can really walk awaywith a lot of great new ideas
and action steps that they can taketo create a mindful workplace
(29:15):
if they haven't already.
But to our listenerslistening and watching,
if you liked our chat and our topic today,I would encourage you to share
this episode out and consider joining MRAif you aren't a member already.
Like I said, we have all the resourcesyou need in the show
notes belowand we have resources on this topic too,
so make sure to look at the show notes and thanks for tuning in, Laura.
(29:40):
Thanks for joining us todayand we will see you next week
and that wraps up our contentfor this episode.
Be sure to reference the show noteswhere you can sign in to connect.
For more podcast updates,
check out other MRA episodeson your favorite podcast platform.
And as always, make sure you follow MRA's30 minute THRIVE so you don't miss out.
(30:00):
Thanks for tuning inand we'll see you next Wednesday to carry
on the HR conversation.
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