Culture Blog

Relax to Excel: Leveraging Leisure for Personal and Professional Growth

As we dust off the remnants of the Victoria Day fireworks, it’s clear that summer is knocking at our door—a season synonymous not just with ice creams and suntans but also with a golden opportunity for personal reinvention. Often seen merely as a pause from the daily grind, leisure is actually a powerful catalyst for personal and professional growth. Taking time to relax and unwind is a vital part of enhancing our productivity and creativity. The Science Behind Relaxation and Growth Did you know that when we relax, our brains switch gears to a more creative and expansive mode of thinking? It’s called “diffuse thinking,” and it’s where our minds wander freely, making unexpected connections. This relaxed mental state is a fertile ground for solving tricky problems and sparking fresh ideas. It’s like giving your brain permission to play outside its usual sandbox, leading to insights you wouldn’t find in the hustle of daily routines. Leisure Activities That Promote Growth So, how do we make the most of this? Here are some of my favorite ways to infuse leisure with a dash of growth: Nature Escapes: Whether it’s hiking, kayaking, or just a quiet walk in the park, being in nature can reset our stress levels and boost our creativity. It’s not just about burning calories; it’s about giving our minds space to breathe and roam. Mindful Practices: Yoga and meditation are my go-to activities for grounding. They help refine our focus and emotional resilience, essential for tackling challenges both in and out of the office. New Hobbies: Ever thought about learning the guitar or perhaps a bit of salsa dancing? Summer is the perfect time to start. Engaging in new and challenging activities is a fantastic way to enhance cognitive flexibility—plus, it’s fun! Integrating Leisure with Learning Integrating learning into your free time doesn’t mean you can’t still unwind. I have a few favourite ways of blending these two. Inspirational Reads and Podcasts: Choose books and podcasts that are light enough for the beach but enriching enough to feed your mind. Something that makes you think but in a way that feels like a conversation with an old friend. Workshops and Meet-ups: Keep an eye out for any casual learning events around—maybe a photography class or a cookout where you can learn to grill like a pro. These settings are perfect for relaxed learning and connecting with others, and I have met a couple of my best friends in a baking class. Travel as Learning: If you’re traveling, dive into the local culture. Try a cooking class in Italy or join a historical tour. These experiences are not just enjoyable—they’re educational gold mines that broaden our worldview. Benefits of a Balanced Approach Balancing leisure with learning isn’t just about making the most of our time—it’s about enriching our lives. Those who manage to find this balance often find themselves more fulfilled and energized. They come back from vacations not just rested, but inspired and ready to take on the world. As we spread out our beach towels and prep our grills for the sunny days ahead, I’m making a personal pledge to not just unwind, but to weave growth into every moment of respite. I am committing to turning quiet moment into an opportunity for growth. How about you? Let’s make a pact to not only recharge our bodies but to also inspire our minds.This will be be an unforgettable summer!

“Do or Do Not: There is No Try” – Embracing Full Commitment in Leadership

Ever faced a business challenge so daunting, your first thought was to RSVP ‘no’ and binge-watch something less terrifying—like anything other than your task list? Welcome to the club. But here’s a little nudge from our green guru, Master Yoda: “Do or do not. There is no try.” In leadership, this isn’t just about flipping the switch from ‘meh’ to ‘all-in’; it’s a call to banish the half-hearted “tries” and embrace the full-throttle “dos”. Why? Because in the vast cosmos of business, there’s no prize for participation. Results orbit around action, not intent. I’ve learned most in the room as so many groups of leaders from the best places to work explore our Results versus Reasons philosophy at Learn2. Embracing this distinction is crucial for talent development professionals and business unit leaders aiming for actual performance. Here’s how you can shift from a try-er to a do-er: Now, go forth and do. And remember, in the realm of leadership, ‘try’ is just a three-letter word standing between you and your results. Embrace the do, ditch the try, and watch your team’s X-Wings soar. Learn more about how embracing a results-oriented mindset can revolutionize your approach by visiting our site because its part of everything we do.

Prioritizing Mental Health in the Workplace: A Necessity, Not a Luxury

In today’s fast-paced and often high-pressure work environments, mental health has emerged from the shadows to become a central concern in workplace management and culture. The importance of mental health in the workplace cannot be overstated. Addressing mental health not only supports individual employees but also contributes significantly to the overall health of an organization. Understanding Mental Health in the WorkplaceMental health encompasses our emotional, psychological, and social well-being. It affects how we think, feel, and behave in daily life. In the workplace, this translates to how employees handle stress, relate to colleagues, and make decisions. An environment that promotes good mental health offers numerous benefits, including enhanced productivity, improved morale, and reduced absenteeism and staff turnover. The Cost of NeglectIgnoring mental health in the workplace can lead to dire consequences. According to the World Health Organization, depression and anxiety disorders cost the global economy $1 trillion per year in lost productivity. Moreover, a workplace that does not prioritize mental health is likely to see higher rates of absenteeism, decreased productivity, and higher turnover. These issues not only affect the bottom line but also damage corporate reputation and employee satisfaction. Strategies for Improvement1. Promote Open Communication: Encouraging open discussions about mental health can destigmatize these issues and foster a supportive culture. Leaders should be trained to recognize the signs of mental distress and how to approach sensitive conversations.2. Implement Supportive Policies: Flexible work arrangements, mental health days, and resources such as employee assistance programs (EAPs) can provide crucial support. Policies that encourage work-life balance are essential for preventing burnout.3. Educate and Train: Regular training sessions on mental health awareness and stress management can equip employees with tools to manage their mental well-being. Additionally, educating managers on how to support their teams effectively is vital.4. Monitor and Act: Regularly assessing the mental health of the workplace through surveys and feedback mechanisms can help identify areas of concern. It’s important that leadership acts on these insights to make continuous improvements. The Way ForwardThe importance of mental health in the workplace is clear, and the benefits of investing in this area are manifold. As businesses continue to navigate the complexities of modern work environments, prioritizing the mental well-being of employees is not just ethical but also economically smart. By fostering an environment where employees feel supported and valued, companies can thrive in ways that go beyond the bottom line. Mental health in the workplace is a crucial aspect of overall business health. By investing in mental wellness, companies can create more resilient, productive, and happy workplaces. It is time for all employers to take serious steps toward making mental health care a core component of their corporate culture. After all, a healthy workplace is a successful workplace.

Bridging the Gender Pay Gap: Embracing Skill-Based Training and DEIB for a Better Workplace

In today’s dynamic and ever-evolving society, we have made significant strides towards gender equality. We have witnessed groundbreaking advancements in women’s rights, increasing female representation in leadership roles, and a growing awareness of the need for diversity and inclusiveness. However, despite these commendable milestones, there remains an undeniable disparity in pay between genders—a persistent issue that calls for our undivided attention and action. Understanding the Gender Pay Gap – What is the gender pay gap? In general, the gender pay gap refers to the difference in average earnings of people based on gender. It is a widely recognized indicator of gender inequities, and it exists across industries and professional levels. There are different ways of measuring the gap, but no matter how you measure it, the gap still exists. The gender pay gap is worse for those who face multiple barriers, including racialized women, Indigenous women, and women with disabilities. Though it differs by age group, the gap starts from a young age and carries into the senior years (Moyser, Statistics Canada, 2019). Why is ending the gender pay gap so urgent? – It’s one of the root causes of gender poverty. Women are more vulnerable to low income than men in Canada, partially due to the gender pay gap (Fox and Moyser, Statistics Canada, 2018). – It impacts all life stages. Girls 12 to 18 experience a summer job gender pay gap of almost $3.00 per hour (Girl Guides of Canada, 2018). Women post-secondary students leave school with student loans to pay and lesser means to do so (Canadian Women’s Foundation, 2019). And it contributes to a gendered pension gap of 22%, where women retire with only about 80% of the pension men retire with (Mercer CFA Institute, 2021). – It has implications on a global scale. When it comes to the gender gap in overall economic participation and opportunity, Canada ranks only 40 in the World Economic Forum’s (2021) listing of 156 countries. The Current Landscape of Gender Pay Equality As we delve into the complexities of the gender pay gap, statistics continue to reveal a disconcerting picture. According to recent reports, women globally earn, on average, only 77 cents for every dollar earned by men. This gap widens further for women of color, women with disabilities, and those in lower-income brackets. The reasons behind this inequality are multifaceted, ranging from societal norms and unconscious biases to lack of access to the same opportunities as their male counterparts. The Power of Skill-Based Training One of the most effective tools at our disposal to combat this inequity is skill-based training. By focusing on the talents and capabilities of employees rather than their gender, organizations can create a more level playing field. Skill-based training empowers individuals to hone their competencies, fostering a culture of meritocracy where rewards and promotions are based on performance and expertise. This approach not only enhances workplace culture but also drives employee satisfaction and retention. DEIB: The Catalyst for Change Diversity, Equity, Inclusion, and Belonging (DEIB) are not just buzzwords; they are essential pillars for any forward-thinking organization. DEIB initiatives ensure that diverse voices are heard and valued, equity is woven into the fabric of the company, inclusion becomes a daily practice, and a sense of belonging is nurtured among all employees. By embracing DEIB, businesses can dismantle systemic barriers to equal pay and create an environment where every individual has the opportunity to thrive. The Business Case for Gender Pay Equality While the moral imperative for gender pay equality is clear, there is also a strong business case to be made. Organizations that champion equal pay and employ skill-based training and DEIB principles are more likely to attract top talent, increase employee engagement, and drive innovation. Moreover, companies with diverse leadership teams have been shown to outperform their less diverse counterparts, leading to increased revenue and market share. Identifying Standouts and Rewarding Equally To ensure that all employees are compensated fairly, organizations must implement transparent processes for identifying high performers and distributing rewards. This includes regular pay audits, unbiased performance evaluations, and clear criteria for bonuses and promotions. By recognizing and compensating the contributions of every employee, businesses can foster a sense of fairness and motivation that propels the entire organization forward. As we celebrate the progress made in the realm of gender equality, we must also recognize the journey that lies ahead. The gender pay gap is a challenge that continues to undermine our collective efforts towards a more equitable society. However, by leveraging skill-based training and DEIB initiatives, we can create workplaces that not only champion equal pay but also enhance culture, satisfaction, and financial success. It is time for organizations to lead by example, embracing these strategies as a blueprint for a fairer, more inclusive, and prosperous future for all.

Fostering a Culture of Kindness: Random Acts of Kindness in the Workplace

Fostering a culture of kindness in the workplace can have a profound impact on employee morale, productivity, and overall well-being. Random acts of kindness, both big and small, can create a supportive and inclusive environment where employees feel valued, respected, and appreciated. 6 Practical Workplace Kindness Initiatives: Random acts of kindness have the power to brighten someone’s day and create a ripple effect throughout the entire workplace. Whether it’s a small gesture or a larger initiative, every act of kindness contributes to creating a positive workplace culture. 1. Express Gratitude Encourage team members to express appreciation for each other’s efforts through simple gestures like saying thank you, writing thank you notes, or publicly acknowledging achievements during team meetings. This fosters a culture of gratitude and recognition, strengthening bonds among colleagues. 2. Promote Empathy Encourage employees to practice empathy by actively listening to each other, offering support during challenging times, and showing understanding towards different perspectives. Empathetic gestures create a sense of belonging and trust within the team, leading to improved collaboration and communication. 3. Encourage Random Acts of Kindness Inspire employees to perform random acts of kindness for their colleagues, such as offering to help with tasks, sharing words of encouragement, or surprising them with small tokens of appreciation. These spontaneous acts of kindness not only brighten someone’s day but also contribute to a positive and uplifting work environment. 4. Celebrate Milestones Take the time to celebrate personal and professional milestones, whether it’s birthdays, work anniversaries, or achievements. Recognizing and celebrating these milestones shows that you value and care about your employees, strengthening their connection to the organization. 5. Support Work-Life Balance Encourage a healthy work-life balance by offering flexible work arrangements, providing opportunities for self-care, and promoting well-being initiatives. Supporting employees’ holistic well-being demonstrates a commitment to their happiness and fulfillment, enhancing overall job satisfaction and loyalty. 6. Lead By Example As leaders, it’s important to lead by example and embody the values of kindness, empathy, and appreciation. Show your team members that you value their contributions, listen to their concerns, and prioritize their well-being. Your actions set the tone for the entire workplace culture, inspiring others to follow suit. Fortify Your Workplace Culture Through Random Acts of Kindness Incorporating random acts of kindness into your workplace culture doesn’t require elaborate initiatives or significant resources. It’s about cultivating a mindset of kindness and empathy in everyday interactions and practices. By prioritizing the well-being and happiness of your employees, you can create a workplace culture that is not only productive and collaborative but also supportive and uplifting. Looking to foster your workplace culture? Connect with Learn2 to find out more about developing a culture that improves employee happiness and allows businesses to thrive.

How to Increase Employee Happiness

As a business owner or organization, the more effort you sink into making sure you have a happy team, the more efficient and productive your workplace becomes. However, slight missteps in how team member morale is supported can generate larger problems. Here is a look at how to increase employee happiness with simple strategies that can make the most profound impact company-wide. 5 Ways to Improve Employee Happiness in the Workplace Research has shown that happy team members are as much as 20 percent more productive. Sales associates who are happy achieve 37 percent more sales. Therefore, a happy team is always a more productive team, and contentment starts with each individual team member. Check out some tips on how to make employees happy. 1. Prioritize Communication and Be Open to New Ideas When team members feel that they have the freedom to communicate openly, contentment with the employer is automatically going to grow. As an employer, be sure communication is prioritized. Be transparent with general operations, objectives, and problems to foster a culture of trust and openness with the team. Consider nurturing communication between the team and leaders by hosting group meetings often and tending to conflicts as quickly as possible. Likewise, be open to new ideas. Team members who feel valued are those that feel like their ideas are appreciated and used by the company. 2. Support Team Member Work-life Balance Employees that are stressed due to overtime demands, working long hours, or carrying too much responsibility are not going to be as productive. A good work-life balance is important to every individual. If you recognize that you may be asking too much of your team, consider bringing in new hires or rearranging schedules. Make sure employees have benefits like vacation time, personal days, and other options to use when a need arises at home. 3. Provide Career Progression Opportunities and Support Career progression opportunities like mentoring programs or management training are an easy way to increase employee happiness. Team members who prefer to progress and advance won’t be satisfied in a stagnant position that has no opportunity for growth. 4. Nurture a Positive Workplace Culture The team can unconsciously adopt the same outlooks and energies portrayed by the company as a culture. The more you can promote a positive work environment, the happier team members will be for this reason. Something as simple as showing gratitude, encouraging social interaction, or celebrating differences of opinion enhances positive perceptions in the workplace. 5. Ensure Employees Are Appropriately Recognized and Rewarded All individuals prefer to be recognized or feel appreciated when they work hard to achieve something for someone else. Praise, recognition, and rewards should be ongoing components of how your business operates. This may mean offering special initiatives to meet sales objectives like hosting a special event, giving monetary bonuses or added vacation time, or simply calling out team members that do a good job in the morning meeting. Improving Workplace Culture and Team Contentment With Learn2 Looking to improve workplace culture and give team member happiness a boost? Connect with Learn2 to learn more about developing a culture that improves employee happiness.

An organization with a culture of teamwork in the workplace

How To Build a Culture of Teamwork in the Workplace

A high-performing team could be deemed one of the most important components in the workplace. But more than simply feeling like part of the team, a culture of teamwork in the workplace often creates an environment of improved communication and employee satisfaction. Below is a look at how to build a culture of teamwork in the workplace. What it Means to Have a Culture of Teamwork Building a culture of teamwork means the full workplace environment shares the core belief that all tasks and goals are achieved most effectively as a collaborative group. This means that everything from plans the company makes to primary decision-making processes is driven by a cooperative team mindset. The Importance of Teamwork Culture Improving workplace culture takes a lot of different forms, but a teamwork culture is especially beneficial. A culture of teamwork often leads to several benefits, like: Ways to Build a Culture of Teamwork 1. Foster Trust Among Coworkers Trust is the epitome of a strong team. Not only should team members be able to trust one another and their leaders, but they should also have trust in the overall organization. Fostering trust takes time, and it doesn’t occur without some guiding effort. Team building workshops are a fantastic way to lay a foundation of trust, and they teach team members how to work and build confidence in one another. Building this trust culture is about transparency, empathy, and effective communication at every level. 2. Encourage Collaboration A team that never collaborates lacks the strength that a good team should have to stick together. Therefore, it is the employer’s duty to make sure collaborative projects are the norm within the workplace. Even if this means creating projects that require a joint effort, the result is a strong group of individuals who value one another. 3. Strive For Seamless Communication Across All Departments When everyone within an organization is meant to be part of one team, information should be shared freely among departments. When creating a culture of teamwork, maintain open communication, be transparent with objectives and problems, and encourage openness across all areas. Team leaders should also be team advocates—working to ensure all members have the tools and direction necessary. 4. Build Goal-Sharing Into The Company Culture One thing that can get overlooked is the fact that a team is stronger when they have a common goal. Therefore, be open about corporate goals and clear about all workplace objectives. On the same note, be sure to celebrate accomplishments together. When the team works hard to achieve a goal, make sure everyone is rewarded for their efforts. 5. Celebrate And Utilize Diversity Teams operate as a unit, but they work most effectively when all the unique skill sets each individual brings are used. Celebrate team differences, encourage each member to play a different role, and celebrate differences and their value. Develop a Teamwork Workplace Culture with Help from Learn2 In the end, team building and culture can go hand in hand. Ready to strengthen your culture of teamwork? Connect with Learn2 to find out how to develop a teamwork workplace culture.

An employee displaying a customer-centric culture in the workplace

How To Build A Customer-Centric Culture In The Workplace

Companies across the globe understand that putting the customers first is extremely important for businesses. However, truly building a customer-centric organization naturally fosters an operation where customers automatically come first, and all employees have a supportive mindset. Take a closer look at what it truly means to be customer-centric and learn how to build a customer-centric culture in the workplace. What is a Customer-Centric Culture? A customer-centric culture essentially means that customers and their satisfaction are always the top priority. Beyond the basic platitude, however, customer-centricity means an organization aims to build long-lasting and stable relationships with customers. Therefore, they consciously build values and teams that are consistently capable of catering to the customer at every level of the buyer’s journey and beyond. Why Customer-Focused Culture in the Workplace is Important Creating a customer-centric culture is important for all types of businesses. Some benefits include: When customers are happy with a brand, they are naturally more likely to continue to trust and buy from that brand. Tips for Building a Customer-Centric Culture 1. Encourage Active Listening Active listening and communication are important on every level of corporate culture and should be applied when interacting with customers. Research shows that only 38 percent of customers feel like employees actually understand their needs. Developing empathy for customers isn’t possible without truly listening to customers during every interaction. 2. Keep Core Values Aligned Make sure that your business’s core values are aligned with customer-centric goals. Many companies start with values similar to those that have worked for other companies, which can mean customer-centricity is totally overlooked. When identifying your workplace culture, look at the documented values and mission statement and ensure customer focus is a core component. 3. Hire with Customer-Centric Intent Some team members are more capable of customer-centricity and empathy than others. As you develop your team to be more customer-facing and appreciative, be sure you are also hiring team members with that same intent. Look at candidate skills that align with the mission, such as being an empathetic personality type or a good communicator. 4. Measure Customer Satisfaction Analyzing customers’ satisfaction with the business and collecting feedback are easy ways to ensure your organization creates a customer-centric environment. If customers frequently voice negative concerns or low satisfaction scores, it is a good sign that efforts are not being directed the right way. For example, suppose you send out customer surveys and often get remarks that return policies are too stringent. In that case, this may mean that the return process is not empathetic enough to customer needs. 5. Strive to Stay Engaged With Customers Engaged customers feel valued, and valued customers develop a sense of trust in the brand and business. Use industry tools like customer portals and loyalty programs to keep clients and customers consistently communicating and engaged. Something as simple as a rewards program can be truly valuable for building brand affinity for the long term. Improve Customer-Focused Culture with Help from Learn2 Ready to hone a customer-focused culture in your business? Connect with Learn2 to improve customer-focused culture in the workplace with effective skills-training modules.

Team members collaborating in their workplace - Learn2

Building a Culture of Collaboration in the Workplace

Creating a culture of collaboration in the workplace requires pushing beyond buzz words to implement practices and programs that nurture a sense of authentic participation. When intended to become a cultural practice, collaboration cannot happen as a one-off. It must be continuously nurtured. The benefits of putting in this strategic work are far-reaching, and at Learn2, we are always excited to support organizations to exercise the transformative power of teamwork. What is a culture of collaboration? The essence of a collaborative workplace culture is one where people, at every level of the organization, are continuously supported and encouraged to work together. They recognize many heads are better than one and frequently bring diverse perspectives to the table. More than that, a collaborative workplace is one where team members know their title does not dictate the value of their contributions and that every good idea is exactly that – regardless of whom it comes from. What elements come together to form a collaborative culture? Trust People will be much more likely to bring their unique ideas to the table if they trust their leadership team and peers to appreciate what they have to offer. A sense of trust gives people the space to take risks because they do not have to fear failure or reprimand. You build trust by delivering on the commitments you articulate and by consistently adhering to the values you claim to care about. Consistent & Strategic Implementation As we mentioned above, collaboration can’t just be a word you toss around. There need to be strategies and formalized supports in place to nurture an authentic culture of collaboration. From software that enhances idea-sharing through to real-life bulletin boards for big thoughts, you can make collaborating more fun by making it more accessible via proven resources. Our team can provide several recommendations surrounding the best software, technologies and traditional mechanisms to spur collaboration – just ask! Space matters Over and above digital programs for project collaborations, establishing places where your team members can congregate, and converse will help create more innovative teamwork scenarios. Place these spaces at the heart of your office where they’re readily available to all. Encourage people to gather there by making them fun places to be and ensuring they are filled with all the tools for collaboration. Transparency Transparency goes beyond building trust by encouraging the unfettered exchange of information and best practices. When you build a culture of transparency, you actively promote both your leadership and team members’ sense of comfort around identifying areas for improvement and discussing challenges in transparent yet constructive ways. Dissemination of knowledge People will not feel comfortable coming to the collaborative table if they do not have the sense that they have all the information required to make informed decisions. When there is a hierarchy established surrounding information sharing, you will limit the depth and breadth of collaboration possible. By removing barriers to the access of knowledge and ensuring team members recognize there is no value in coveting it, you will bring a more diverse array of thought leaders to the collaborative table. How to create a collaborative culture in the workplace Exactly how you go about creating a collaborative culture will depend on many things. From the size of your workplace through to the personalities within it, there is really no one-size-fits-all when it comes to the creation and implementation of meaningful professional development. We work alongside our corporate and community partners to build strategies that reflect their current culture and where they want to take their organization. Some of the steps we take to help you build a more positive and collaborative business include the following: 1. Establish & truly understand your vision You need to know where you want to go, if you hope to arrive there successfully. Establishing the vision for your collaborative workplace is the first step in dictating which policies, programs and procedures will most benefit your organization. 2. Build a team of collaborative leaders You cannot do it alone. Building a collaborative environment demands a cross-organizational approach that must be supported from the inside out. If you want to be authentic about enhancing teamwork, one of the best ways to do that is to ensure your leadership team models the positive qualities you hope to prioritize. The more your leadership team shows what is hoped for, the more likely it is that people will get the hint and feel inspired to model these behaviours. 3. Identify opportunities to improve process Processes can be fundamental to keeping things organized and ensuring your company runs as it should. However, in the spirit of getting things done quickly, processes can sometimes circumvent collaboration and place too large an emphasis on siloed work. Look at your processes and figure out if they are helping – or hindering – your team’s capacity for collaboration. 4. Be intentional about encouraging engagement If your team members think getting their work done as efficiently as possible is their only priority, they may feel discouraged from taking risks and reaching out to their team members for creative and collaborative brainstorming. Create opportunities for your team members to get together, take advantage of collaborative spaces and engage in energizing dialogue about how to approach work with a different, more collaborative, frame of mind. 5. Nurture diversity of thought Organizations can fall into a pattern where they always welcome ideas from the same individuals and, unknowingly, limit the pool of thought from which they pull. By offering incentives to your entire organization for raising their hands and raising the standards of collaboration, you will soon see the vibrancy that blooms when a wider variety of brainpower is welcomed to the boardroom table. 6. Welcome feedback Your organization is a living entity. It constantly shifts and grows. By developing systems for feedback, you will be able to keep your finger on the pulse of positive or less desirable changes. The more readily you welcome feedback, the sooner you will see the fruits of

Tips for Building Workplace Wellness

The past two years have really put the importance of work/life balance and workplace wellness into perspective. Team members and their leaders are eager to find – and stay – within corporate environments where they are nurtured, not only as professionals but as people. Organizations should consider implementing workplace wellness programs and services that protect their team members’ best interests. Why it’s important to build a workplace culture that incorporates a focus on wellness Building a workplace with wellness at its core has far-reaching benefits. Not only is supporting your team members’ mental and emotional wellness the right thing to do, but it also directly improves retention and satisfaction. Happy team members are more productive, and they are more likely to remain within a working environment. With consideration of the costs of turnover and the importance of longevity for knowledge-building and effectiveness, there are more than enough great reasons why companies should prioritize wellness. How to establish and maintain a workplace culture that supports wellness 1. Create a workplace wellness committee Consider creating a committee that is empowered to evaluate and champion your organization’s wellness priorities. These team members should be passionate about wellness and connected with various areas of your organization to ensure all opinions and needs are understood and articulated in your policies and programming. 2. Take an inventory of your current resources & establish priorities Don’t shy away from developing wellness programming because you think it will be costly. There are a number of extremely cost-effective ways to approach wellness that will demonstrate your commitment to health and well-being. To understand where you will need to build in extra support, take stock of what is already in place and what your team members have expressed they would benefit most from. 3. Provide your employees with tangible wellness benefits Ensuring your team members have access to a wellness stipend will improve the likelihood they will invest in themselves. This financial support reduces barriers to access and lets your team members know you are fully invested in their ability to engage in the programs and services that most closely align with their mental health and wellness needs. 4. Encourage team members to take breaks Eating lunch hunched over your computer or barely getting up throughout the day, except to use the washroom, does not support a sense of mindfulness. Clearly communicate with team members they are not only allowed, but encouraged to get up from their desks, stretch their legs and, weather permitting, take in some fresh air. 5. Be authentic about your approach to wellness If you are going to articulate a commitment to wellness, be sure your leadership team lives those values on a day-to-day basis. Just talking about work/life balance is not enough if your leaders still make a habit of contacting their teams at all hours outside the workday. Do not celebrate when team members don’t ever take sick days or neglect their allotted vacation time. Encourage them to unplug from work and (re)connect with the people and things they are passionate about. Most importantly, prepare your leadership team to welcome disclosures of mental health crises with empathy and compassion, and ensure they know which resources they can connect their team members with. 6. Regularly celebrate your team members Beyond not chastising individuals for mental health issues, it’s equally important to integrate gratitude and celebration into your regular work routine. Acknowledging team members’ efforts in positive ways will help them feel more valued and give them that essential boost of energy, which may help support their overall sense of self-worth and wellness. Partner with Learn2 to Achieve Workplace Wellness Work with our seasoned professional development specialists to identify ways your workplace can enhance its approach to wellness and see how your commitments result in happier and more successful team members. We can help organizations deliver heartfelt strategies that achieve both feel-good benefits and improve retention with tangible workplace improvements. Reach out to us today and let’s transform your organization into one of vibrancy, inclusivity, and productivity.

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