Issue link: http://www.insightdigital.biz/i/1478448
Fa ll 2022 • forwardHR | 5 3. Be creative and flexible when it comes to workplace planning. It's critical to look at your employees' feedback about how they want to work and decide if they must return to the office. Now is the time to ask those tough questions and look at productivity levels. Success should be measured by how work gets done and not by a leader's personal feelings about remote working environments. Employees told us in our annual survey that they wanted more flexibility with workplace planning. That means flexibility with work hours, especially for mothers or caregivers, and location – whether it's in the office, clinic or at home. DeLinda Washington is Senior Vice President and Chief People Officer at HealthPartners. She is responsible for leading human resources across the organization and strengthening our Head + Heart, Together culture. DeLinda has more than 28 years of experience in human resources with a record of success in providing leadership, vision and management to industry leaders. It's critical to look at your employees' feedback about how they want to work and decide if they must return to the office. Now is the time to ask those tough questions and look at productivity levels. Success should be measured by how work gets done and not by a leader's personal feelings about remote working environments. We also realized the need to offer a wide range of resources through an Employee Assistance Program (EAP). An EAP can provide confidential and anonymous help over the phone or through video chat to help with a broad range of issues, like career planning, caregiving, financial assistance, mental health and more. 5. Help leaders and employees engage in self-care. It's essential to be intentional about self-care. That means planning self-care and adding it to your calendar. It also includes being mindful of what could trigger a stress response. Encourage your employees to set boundaries that help them gain more control over their environment and eliminate triggers. While these five steps are practical – revisiting your strategic plan, listening to employee feedback, offering enhanced resources and support, and engaging in self-care – they may not be easy to implement. That's where HealthPartners can provide support – we're your partner with a plan. For more than 60 years, HealthPartners brings health care and coverage together regionally and across the country through simple, affordable solutions. Robin with HealthPartners is an example of that in northeast Wisconsin through a partnership with trusted local providers at Bellin Health and ThedaCare. Learn more about the flexible, fully insured, and self-insured health solutions Robin with Health Partners offers small and large employers: healthpartners.com/robin Based on the survey results, we let every leader choose what work model is best for their team, and we're making these new, flexible structures – on-site, remote and hybrid work – permanent. One critical insight we uncovered is that productivity and our culture continued to adapt and thrive in these new environments. By measuring success in that way, it was tough to defend the idea of bringing everyone back to work as they were pre-pandemic. 4. Offer enhanced resources and support for health and well-being. It's important to check in with your employees and listen to them more frequently while providing extra support. We suggested more regular check-ins and asked leaders to provide their staff with tools and exercises focused on resilience and well-being.