卫生局局长的报告有何重要性?
卫生局局长的报告是由专家准备的全面的科学文件. They are often landmark publications that identify and shape the science and culture of our public health. 我们都从很多地方听说过“心理健康很重要”.“然而, it is highly significant that a scientific institution is making the connection between this well-being and the workplace. 健康和幸福不仅仅是身体上的幸福, and the Surgeon General has committed to taking a 360 degree look into what this means and how it can be done in the environment that most of us spend most of our time in – the workplace.
引用于 他们报告的第6页 - "心理健康是必须的.“这个词不再只是一个流行语或一种趋势. Organizations must understand this and more importantly that there are both tangible and intangible ways that they can move this needle forward. And we are here to tell you that it won’t take a large amount of time or resources to do so.
那么，我们还在等什么? 让我们潜入第一个基本要素——保护免受伤害.
要点1:防止伤害
安全是人类的基本需求之一. 人类有许多需求, 比如食物, 水, 空气和避难所是确保生存所必需的. While going into the office may not be considered a “life or death” situation for most of us, 仍然有一些需要必须提供，以保护各级员工.
工作场所最重要的两个需求是安全和保障. 员工必须对身体和非身体伤害都感到安全, 以及工作上的安全感(即经济上的安全感). If either of these workplace needs are not met, employees are just surviving, not thriving.
The 卫生局局长的框架 outlined 4 core components to make sure that your workplace protects your employees against harm. 对于每个组件, we will discuss both the tangible ideas that managers can implement (what employees can actually see), 以及无形的方式(员工会感觉到但不一定会看到的东西).
在你的工作场所实施的方法-基本1 -保护免受伤害
Safety as a whole can be further broken down into physical safety and psychological safety. 我们都听说过人身安全, 尤其是在工作场所, 因为许多组织已经为此设置了遵从性标准. There are guards in place to help protect employees from running into unsafe situations, and then if they do – they have worker’s compensation to help support them if their injuries were caused by accidents on the job.
人们较少谈论的是心理安全. 正如我们在本系列的上一篇博客中讨论的那样, 这可以被描述为保护员工免受偏见的安全努力, 歧视, 情感冲突, 和歧视. 虽然这可以说和人身安全一样重要, 许多组织目前在这方面没有合规设置.
A good place to start is creating a formal set of psychological safety guidelines that managers adhere to in supporting the success of employees. 讨论为团队中的每个人创造心理安全感意味着什么. Adding this to an employee handbook will help embed this deep into your organization’s culture.
如果你已经有了合规，请拍拍自己的背. 在那之后, make sure you take it up a notch by performing the following intangible actions that help foster the growth of psychological safety:
- 不要把沉默误认为是安全. 当经理们问他们的员工“每个人都知道这个吗??”, 重要的是不要因为没人说什么就妄下结论, 这意味着每个人都感到完全安全. 不幸的是，事实并非总是如此.
- 提供一个发言的许可. 一定要让大家知道，分享想法是没有后果的 恭敬地 disagreeing – or speaking up when someone does not feel safe (see bullet #1 as to why this is important).
- 成为团队的榜样. 显示您想要看到的行为.
如果你晚上只睡4个小时, 你的表现不会像其他工作满8小时的员工那样好. 事实是，当我们累了的时候，我们都会时不时地去工作. But this component is about much more than physical rest – the feeling of burn out can also include a lack of psychological rest.
Just like how we can assume that 4 hours of sleep makes you feel more tired than if you got 8 hours, it is safe to assume that employees who are constantly working long hours are getting burned out (if they are not already). 在这些员工在心理上没有完全安全感的情况下, 他们可能不想说出他们是如何感到筋疲力尽的.
很有可能，如果你曾经感到精疲力竭，你的员工也有过. 所以，让我们做点什么吧. Set up a time to connect with your team and perform an exercise of sharing what they spend their long hours on – what are the pain points? 的优势? 弱点? 是什么给他们带来了最大的压力?
你的一些团队成员可能会说同样的话. 寻找共同点和机会是很重要的, 作为他们的导师, 可以共享资源, 简化, 消除多余的工作. 然后与团队沟通. 分享你正在做什么来帮助他们，并记住循序渐进.
Another tangible course is to create a policy focused on making sure employees that are on PTO (paid time off) do not check emails. 鼓励员工采用“下午6点以后不交流”的工作流程. 创造一种有意识的断开联系的文化是可以的，因为在一天结束的时候, 这有助于在工作时间建立积极的联系.
授予, 这并不适用于所有的组织或行业, 但某种程度上的措施或许能够实施. At least give people permission to be realistic with their work timeframe – model that it’s okay to save something for tomorrow instead of working over 8 hours to knock it out in one day. Or if it’s 4:00pm on a Friday and someone is getting slightly checked out for the week, 把这个365买球网留到星期一吧. 管理者能做的一些无形的事情是说，做，并鼓励它. 如果你选择比你的团队工作更长时间，那很好——对你有好处! 但不要指望其他人也这么做. I would guess that you will see better results from your team if you take this approach.
Mental health and well-being are important and it’s time that the workplace recognizes this. 如果你的员工情绪不佳, 他们每天都把这种精力投入到工作中, 反映在他们的作品中. 的确，工作是人们花费大部分时间的地方, 所以它需要一个积极的365买球来促进整体的幸福.
首先，看看你为员工提供的福利和服务. 你对心理健康有多少支持? 我们建议研究积极的、有影响力的、能带来改变的365买球网. 相信我们，这是值得投资的. 利用人力资源团队或合作伙伴提出建议, 因为总是有一长串的“愿望清单”的好处.
Consider allowing for a more flexible work schedule or host an annual/biannual internal mental health awareness day. 提供筛选和工具, 邀请演讲者, 甚至让员工有信心在一个安全的地方分享他们的故事. 而焦虑和抑郁是心理健康的两个主要焦点领域, 这些并不是唯一需要讨论的话题. Instead of surviving, encourage your team members to thrive – in all aspects of their life.
即使你没有时间或人手来举办一个有形的活动, at bare minimum make sure that your managers are checking in with employees and making time to ask them how they are doing. Build an environment of trust between managers and employees so that people feel comfortable going deeper than just “I’m okay”. 一天结束的时候, 对待这段关系要像对待一个365买球网一样尊重, 预算或客户会议.
我们大多数人可能都听说过DEIA计划，这是有充分理由的. It is important to continuously strengthen and develop these programs for your organization. 尽可能多地定制它们, and reach out to peer organizations for ideas on policies that could work for your employees.
Create connections with associations that promote DEIA and leverage their resources, ideas, etc. Have them perform virtual training with your employees and make sure to share their expertise with everyone on the team.
在选择供应商和供应商时，尽量找到那些利用多样性的供应商. 通过与这些组织合作, 你正在向所有内部和外部利益相关者展示包容的信息.
最后，但并非最不重要的是，继续与你的员工保持联系. Some of them may come from under-represented groups and may have ideas for how to improve inclusion across the entire organization. Make them feel heard and supported and as always, be the mentor that you would like to have had.
你知道KGO是一个 女性拥有的业务 认证的多元化供应商?
总之
在一天结束的时候, 没有人愿意看到自己的员工或团队受苦, 不管这是不是因为职业倦怠, 精神疾病, 或者感觉自己没有融入日常活动. 而不是简单地 保护 针对有害的活动或心态，采取积极主动的方法是很重要的 防止 这些情况.
本文中讨论的每一项都是您现在就可以实现的示例, 其中许多几乎不需要额外的资源. 那么，你还在等什么? Take the first step in creating a more empowering workplace that not only promotes well-being but is designed for it.
请继续关注我们的下一篇博文, where we will tackle the second essential item on the Surgeon General’s list – Connection & 社区.
准备好开始了?
365买球的战略和咨询团队!