5 tips for building an organisational culture of resilience
5 tips for building an organisational culture of resilience
Dealing with change has always been an important part of life and business.
If the last couple of years have taught us anything, it’s that we need to be prepared for the impact that change can have
The key to not only being prepared for adversities and change, but prospering through them, is resilience.
While resilience is often thought of as an individual trait, it’s also possible to build an organisational culture of resilience.
So, what exactly is resilience?
Resilience is often seen as the art of ‘bouncing back’, but it’s actually a lot more than that.
Resilience is about growing and learning despite facing adversities.
It’s a skill that needs to be developed over time that allows you to learn from the past and get better at handling change and stress.
Just as individuals can learn to develop personal traits of resilience, so too can organisations develop a culture of resilience.
But what does a culture of resilience look like?
Put simply, a resilient organisation is one that adapts quickly and efficiently in the face of changes, problems, or circumstances.
These organisations don’t just react to changing circumstances – they also learn from them, and proactively prevent the same problems from happening in the future.
One of the most important factors driving organisational culture is strong leadership.
Resilient cultures begin with engaged leaders that understand and support employees
So, how can HR leaders work to foster an organisational culture of resilience?
1. Learn from past failures
Being able to adapt and grow through adverse change is one of the key traits of a resilient organisation.
You won’t always be successful, but if you’re able to leverage the experience gained through failure, you can enhance your organisation’s resilience to future change.
If something fails, ask yourself: what went wrong here? What could be done better next time?
Encourage managers to have debriefing sessions with their team after a challenging situation or stressful event.
These sessions should focus on reflecting on both the positive and negative outcomes of the experience.
This allows teams to learn from their experience and tackle obstacles differently in the future, all in a safe space.
2. Encourage transparency and communication
It’s important to create a two-way street of transparency and communication where employees feel comfortable to express their views, and where managers can provide ongoing feedback.
This allows more room for growth at both an individual and organisational level.
Encourage managers to have open-ended conversations with employees and collect their thoughts on topics like engagement, leadership effectiveness, and more.
On top of this, provide more opportunities for feedback, in order to create a culture that encourages a continuous flow of constructive feedback from managers and peers. It’s also important that this feedback is addressed.
While it’s not feasible to implement everything suggested, it’s vital to acknowledge that the feedback has been taken on board, so employees feel heard and valued.
3. Provide a psychologically safe work environment
Creating a psychologically safe work environment is vital in more ways than one.
Not only will it lead to improved worker engagement, enhanced productivity, increased innovation and organisational sustainability, but it will also contribute to building an organisational culture of resilience.
It’s important to address areas within your workplace that could impact an employee’s mental health, including ineffective communication, excessive pressure, workloads, workplace relationships, bullying, fairness, career development and more.
In many cases, controlling psychological risks within an organisation will require the redesign of work processes and role requirements.
You can also help manage risks by providing access to, or information about, support services, as well as improving workplace culture through a range of integrated programs such as employee assistance programs.
4. Show employee appreciation
This tip comes up in almost every HR management tip list you’ll ever read, and with good reason.
When it comes to resilience, employees that feel valued and appreciated are more likely to bounce back from adversities and grow within your organisation.
One of the most effective methods for valuing employees that HR can enable is implementing employee recognition and reward programs.
You can read some of our top tips for showing employee appreciation here.
5. Teach employees skills to build their personal resilience
To create a culture of resilience in your organisation, you need to help your people become more resilient.
Because, at the end of the day, your organisation is nothing without your people.
Few people start out resilient.
In fact, less than half of us are naturally resilient.
The good news, though, is that resilience can be taught and learned.
One of the most effective ways to help employees to strengthen their resilience is to teach them skills that help them respond better to stress.
There are a number of different tools you can give them to do this.
You could teach them mindfulness exercises such as deep breathing, meditation and journaling.
You could encourage them to take care of their health through regular exercise and nutrition.
You could also teach your people how to apply the sciences of positive psychology in order to increase positive emotions on a daily basis.
Or we could do the heavy lifting for you.
Our white-labelled corporate wellbeing platforms incorporate a range of tools and activities that will help you support your employees to manage stress, strengthen their resilience, and boost their overall wellbeing.
Learn more about our solutions or chat to us about how we can help you.
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Creating the perfect fitness plan to suit your schedule
Creating the perfect fitness plan to suit your schedule
Blog by Troy Morgan, CEO of Willows Health Group and Head of Wellbeing Strategy of Springday
It’s no secret that being fit and healthy improves your day-to-day life, but did you know it also improves your performance at work?
If you live a busy lifestyle, you might feel like there’s never enough hours in a day.
So, how on earth are you going to be able to squeeze in a fitness program around your busy schedule?
It’s pretty common to think that if you’re going to start a fitness plan, you need to do the ‘perfect’ amount of exercise in order to see results.
How much time does it take per week for the perfect plan to improve your health and fitness, and how do you stick with it once you have it?
Truth is, you don’t need to put hours aside every day to see an improvement in your health and fitness.
The time you need for fitness is directly related to the results you desire and the lifestyle you lead.
The best rule of thumb is that something is always better than nothing.
Even squeezing in just 30 minutes a day could be enough to start seeing improvements.
Or even fitting in a short walk at lunch time, and taking the stairs, is still better than doing nothing at all.
Sport Australia’s ‘Find your 30’ campaign, for example, looks at finding 30 minutes of activity per day.
This is a wonderful campaign, but if you’re currently exercising 0 minutes per day, that goal can look like tackling Mt Everest.
If you want to see results, you need to stop trying to find the ‘perfect plan’ for everyone, and instead find the plan you will do.
Review this plan and revise until you reach the perfect plan for you.
So, the answer for the time it takes per week for you to get in shape comes from you.
This makes it easier for you to achieve your goals and makes you more accountable to those goals. It comes down to finding your reason for change.
If you want to see results, you need to stop trying to find the ‘perfect plan’ for everyone, and instead find the plan you will do.
Review this plan and revise until you reach the perfect plan for you.
So, the answer for the time it takes per week for you to get in shape comes from you.
This makes it easier for you to achieve your goals and makes you more accountable to those goals.
It comes down to finding your reason for change.
What does health and fitness mean to you?
This is a fantastic question and one which I encourage my people to ask themselves whenever beginning to plan a new program or reviewing an existing one.
The meaning of health is unique to each person.
When asking this question, we tend to answer and think from a purely medical perspective including aspects such as weight matters, blood pressure, mental health, cholesterol – the list goes on.
While these parts of health are very important, are they the things that stop you from hitting the snooze button at 5:30am to get up for a morning exercise session?
So, what does health mean to me?
Health to me is being able to do the things I enjoy, with the people closest to me.
Health is being able to get the most from myself in each aspect of my life.
Health means being able to walk to the park with my wife and daughter; health means being able to strive for my business goals with boundless energy and drive; health is reaching my sporting goals and being the best version of me that I can be.
If I plan and move towards my ideal of health, the other parameters of health – the medical ones – will look after themselves.
I find the true meaning of health to me is the one that keeps me focused on why I’m not hitting that snooze button every morning.
So, look at what health means to you and find your own reasons to help motivate you to improve your fitness.
You will see improvements in more than just how you look and feel.
Being more active can also help you perform better at work, improve your social relationships and improve your mental health (just to name a few).
Want access to more expert wellbeing content? Help your employees improve their wellbeing both in the workplace and at home with a custom wellbeing platform by Springday. Find out more here.
No more Monday blues: 5 tips for applying positive psychology at work
No more Monday blues: 5 tips for applying positive psychology at work
We all want a job that feels positive and engaging.
Who doesn’t dream of waking up on a Monday morning excited to go to work?
Applying positive psychology at work can help you to feel happier and more fulfilled in your workplace.
Positive psychology is the scientific study of how and why people thrive, focusing on both individual and societal wellbeing.
It brings together the virtues of science – replication, controlled studies, and peer review (to name a few) – with the aim of learning how to improve quality of life.
Positive psychology explores the science behind positive emotions, which are linked with the benefits of improved health, wellbeing, longevity, and a greater quality of life.
Practising positive psychology at work can help to improve productivity, performance and engagement.
Your choices and attitudes have a significant impact on your happiness.
So, how do you cultivate and maintain a state of positivity and wellbeing in the workplace?
These five tips can help you apply positive psychology at work.
1. Practice gratitude
People who practice gratitude regularly experience more positive emotions, feel more alive and sleep better.
Practising gratitude regularly also helps lift your spirits while you’re at work, which not only gives you a more positive outlook, but also goes a long way in improving your productivity and performance.
Plus, you’ll beat those Monday blues!
Keeping a gratitude journal is one way to do this, but you can also show more gratitude in your day-to-day life by talking about the best parts of your day at the dinner table each night, complimenting your colleagues, or by calling a friend to let them know you’re thinking of them.
2. Smile more
This one may seem a little too obvious.
But really, the simple act of smiling can go a long way in shifting your mood from negative to positive.
Even a big, cheesy fake smile can improve your mood instantly.
Since smiling is contagious, you can also lift the moods of those around you just by smiling more.
Smiling not only increases happiness and emotional wellbeing but it also reduces stress, makes you more likeable, makes you appear more competent, and is associated with having more fulfilling relationships.
So, next time you’re having a bad day at work, go to the bathroom, look in the mirror, and give yourself a big cheesy smile.
It’ll feel silly, but that’s the point!
Give it a go and see how it makes you feel.
3. Move your body
Moving increases oxygen and blood circulation throughout the body, including in the brain.
Improved blood circulation in the brain translates to elevated mood and increased cognitive function.
Simply getting up from your desk regularly to move around and have a stretch will help you improve your mood and get you thinking more clearly.
If you’ve got the time, why not take a walk in your lunch break to really get those endorphins flowing?
4. Practice deep breathing
It’s common to face stress at work from time to time.
Whether you’re dealing with tight deadlines, unhappy clients, difficult co-workers or any other day-to-day work stress, it can be helpful to practice deep breathing to help you feel calmer and more focused.
Deep breathing has a number of cognitive benefits and can also help to reduce symptoms of anxiety, stress, and insomnia, and can even lower your blood pressure.
Try the 4-7-8 breathing technique!
- Close your lips and inhale through your nose for a count of four.
- Hold your breath for a count of seven.
- Exhale completely through your mouth for a count of eight.
This completes one cycle.
Repeat the cycle four to eight times, at least twice a day, and take note of how it makes you feel.
5. Label your emotions
Did you know that noticing and naming your emotions can help you reduce their intensity?
According to Psychologist Dr David Rock, “when you experience significant internal tension and anxiety, you can reduce stress by up to 50% by simply noticing and naming your state.”
When difficult emotions arise, allow yourself to feel the emotion, but take a moment to stop and recognise exactly what it is that you’re feeling.
The part of the brain that can label or name an emotion is the same part that ‘feels’ the emotion.
Labelling is proven to reduce intensity. Just saying ‘I feel angry’ actually makes you feel less angry.
Another thing to note is you should feel your emotions, rather than identify with them.
So, rather than saying ‘I am stressed’, say ‘I feel stressed’.
Want access to more expert wellbeing content? Help your employees improve their wellbeing both in the workplace and at home with a custom wellbeing platform by Springday. Find out more here.
Beating burnout: 6 ways to support employee work-life balance
Beating burnout: 6 ways to support employee work-life balance
Over the past couple of years, you’ve probably heard a lot about how to achieve a healthy work-life balance in order to prevent burnout.
If you’re in a leadership position, you also need to be supporting a healthy work-life balance for your employees.
Employee work-life balance starts at the top with managers and senior leaders.
Encouraging work-life balance benefits everyone in the workforce and contributes to a healthy workplace environment.
Employees have more time to spend with their friends and families, and they have greater job satisfaction.
At the same time, employers reap the rewards of improved productivity, employee engagement and decreased turnover.
Work-life balance means something different to every individual, and so you should tailor your approach from person to person.
What suits one employee might not suit another, but the six tips below can help you start encouraging a healthy work-life balance in your workforce.
1. Encourage employees to take breaks
Breaks are essential for a healthy work-life balance.
Studies have shown that breaks lead to higher productivity, higher job satisfaction, more balanced emotional health, and a stronger desire to go above and beyond.
The human brain needs periodic downtime to function optimally.
Yet, many employees don’t take breaks throughout the workday, and some even skip lunch. This can lead to over-working and burnout.
Encourage your employees to take breaks throughout the day by blocking out time in their calendar for lunch and having gaps between meetings to create a company culture where employees don’t feel guilty about taking breaks.
Discuss the benefits of breaks with your employees, and provide them with tools and tips for taking regular breaks to increase productivity.
2. Set work-life boundaries for employees and managers
The rise of digital technologies and moves towards more hybrid and remote working have created a significant blurring of work-life boundaries for a lot of people.
Workers can be on the clock anywhere, anytime.
This is often seen as a positive thing, but it can be quite detrimental for employees’ work-life balance.
It’s important to set boundaries for employees and managers, such as no emails on weekends or not working after 6pm.
Encourage your employees to unplug outside of work hours and remind them to put ‘me’ time aside in their workday.
By doing this, you’re prioritising the health and wellbeing of your people and helping them improve their work-life balance.
3. Focus on productivity rather than hours
Rather than focus on the hours your employees work, encourage managers to focus on the completion of their tasks.
There may be some days that an employee will need to work an extra hour or two to finish a task, but they also may have days that they finish their tasks early and don’t need to do a full eight-hour day.
It all balances out in the end, so focus on productivity rather than facetime!
On top of this, train employees in time management skills and strategies to help them better manage their workload.
Diaries, apps and to-do lists are all useful! You’d be surprised at how much this actually improves productivity and reduces time-wasting.
4. Encourage flexibility for work-life balance
COVID has certainly shown us that you don’t need to be in the office, working from nine to five, to be productive.
A global workforce study has shown that 89% of employees worldwide prefer to have the choice between working remotely and working in the office.
Flexibility is one of the best (and most sought-after) benefits you can offer your employees.
Staff value employers who empower them to manage their own time.
Employees feel valued at companies where they know they can finish earlier to go to their doctor’s appointment or pick the kids up from school.
By sending out a clear message for employees to embrace flexible working, you can help your people find a better balance.
5. Lead by example
Ensure that managers and the senior leadership team lead by example and maintain a healthy work-life balance too.
Shifts in organisational culture start from the top-down.
So, ask your managers to practise what they preach when it comes to healthy behaviours that lead to a work-life balance.
Make sure they’re leaving the office on time, taking breaks and not emailing employees out of office hours or expecting them to deliver work to unrealistic deadlines when it isn’t urgent.
6. Create a culture of wellbeing
Encourage regular exercise.
Regular exercise reduces stress, anxiety and depression amongst employees.
Set up a weekly lunchtime yoga class or do stand-up meetings.
Provide access to resources to help employees practise mindfulness.
All these initiatives can help you promote employee wellbeing and work-life balance.
But they need to be integrated as part of an informed wellbeing strategy to really make a difference to your organisational culture.
This is where a fun workplace movement challenge or an employee wellbeing platform can help.
With a library of expert wellbeing tips and resources, wellbeing assessment tools to track progress, and healthy-habit programs, it’s the perfect tool for creating a culture of wellbeing.
Employees are supported to achieve their own health and wellbeing goals, so they can feel and perform their best.
Help your employees manage stress, find better work-life balance, and boost their overall wellbeing with a comprehensive digital wellbeing platform by Springday.
Learn more about our solutions or chat to us about how we can help you.
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Social wellbeing in the workplace: 5 tips for supporting employees
5 tips for supporting your employees' social wellbeing
When you think of wellbeing, you might think of physical or mental health, but you probably don’t think of your relationships.
Although it’s an often-overlooked pillar, social wellbeing is actually a vital component of your overall health and wellbeing.
Humans are all naturally social creatures and, regardless of whether you’re introverted or extroverted, your social connections and the people in your life have a huge impact on your happiness and health!
Given that most people spend the vast majority of their time at work, it’s no surprise that professional relationships can have a significant impact on overall wellbeing.
Social wellbeing in the workplace can stem from relationships with colleagues, alignment with company values, and feeling valued as a person, colleague and employee.
It’s the role of HR leaders and managers to ensure the work environment is a suitable place for employees to foster positive relationships and develop lasting friendships.
According to research by Gallup, employees who have close friends at work are seven times more likely to feel engaged at work.
The same research also showed that businesses that encourage positive work relationships have seen 36 percent fewer safety incidents, seven percent more engaged customers, and 12 percent higher profit.
With the ever-shifting work patterns in our current climate – between remote working, hybrid working, and returning to the office – it can be challenging to maintain workplace friendships.
But these relationships are still so important!
So, how can you support your employees with sustaining workplace friendships, social interaction and a sense of belonging regardless of work location?
1. Create a sense of belonging
One of the simplest ways to nurture the social wellbeing of your workforce is to foster a sense of belonging by prioritising social interactions and inclusiveness.
The best way to do this is by embracing diversity and forming a welcoming, caring workplace culture.
How do you do this?
Simply by showing your employees that you care about them as people.
One example of how to do this would be to promote work-life balance to your employees, this lets them know that you value their health and happiness.
You could also opt to create more collaborative environments that allow your employees to know that their opinions are valued and heard.
2. Show employee appreciation
Creating a culture of recognition helps employees form strong social connections at work, and to feel like they’re a valued part of the team.
Everyone wants to feel appreciated, and a simple ‘thank you’ can go a long way in improving the way employees feel about themselves and their work.
This also motivates them to work harder and be more productive.
Employees are far more likely to work at their best when they feel supported within a company that values them.
Celebrating company wins – both big and small – is one great way to show more employee appreciation while also encouraging peer-to-peer recognition!
3. Encourage social interactions in the workplace
Encouraging employees to have informal conversations – both during and outside of work – and providing them with both the time and tools to do so helps to boost their social wellbeing at work.
This is easier when you’re working in the office, as people can pop over to desks or gather in the kitchen for a chat.
These exchanges often facilitate cross-departmental communication and build a sense of community in the workplace.
If your employees are working remotely, you can still encourage these candid interactions without being face-to-face.
Using an online platform that allows employees to build virtual communities with their colleagues enables workers to informally connect with each other digitally.
Another suggestion is to encourage your staff to set up virtual coffee catch ups for their social fix.
4. Make time for fun
Organising activities that give the team a chance to socialise together outside of work is a fantastic way to improve social wellbeing in the workplace.
Having fun together not only breaks up the routine but also encourages creativity and collaboration.
If your employees are working from home, try implementing initiatives and strategies for employees to stay connected when working remotely.
Weekly virtual catch-ups with colleagues and peers are a great way to do this.
You can organise fun activities to do as a team, or simply just create the space for people to have informal conversations with no agenda.
It’s important to make sure that these spaces aren’t creating an additional burden for employees.
Catch-ups – whether virtual or in-person – should create space to nurture and build workplace relationships while remaining an optional choice.
5. Invest in digital wellbeing
Investing in the overall wellbeing of your employees is vital for motivating and engaging your employees.
A digital wellbeing platform allows you to help your employees look after their wellbeing – whether they’re working in the office or from home.
This helps to foster a culture of care where employees feel valued, while also boosting their productivity at work.
Springday’s digital platforms take a holistic approach to wellbeing, covering all five pillars of wellbeing: social, emotional, physical, career and financial.
We can also incorporate virtual movement challenges that can help to boost team morale, work relationships, and more!
Learn more about how a custom digital platform by Springday can help you support the wellbeing of your people.
Books, boredom and brain fog: 7 days in COVID self-isolation
Books, boredom and brain fog: 7 days in COVID self-isolation
It all started on what was supposed to be a fun holiday in Byron for New Years.
I’d been looking forward to this holiday for months, but as it started to approach, the COVID situation started to look more and more dire as each day went by.
In the lead up to our holiday, I was being super careful to not get COVID because I had the very widely held fear of having to spend my time off from work stuck inside isolating.
We left for our holiday on the 27th of December, very excited to get away after a year in Sydney spent mostly in lockdown.
The holiday started well with a negative rapid test telling me I was good to go.
We kept somewhat of a low profile for the first week of our holiday, because we had big plans for New Year’s Eve that we didn’t want to get derailed by the spicy cough.
Mostly, we spent our days at secluded beaches, waterfalls and national parks.
Come New Year’s Eve, which was a Friday, no one had come down with any symptoms, and we were stoked to be able to go out together and bring in the New Year with friends.
Over the next few days, I felt completely fine, aside from being a little tired (which I attributed to the aftermath of the big NYE party).
On Monday night, I started to get a little bit of a cough.
That night, I woke up around 2am in a cold sweat, feeling terrible. I had a fever, a sore throat, a bad cough, I was super congested, and I had a kind of pounding headache that felt like my head might explode (it sounds dramatic, but it genuinely felt like this).
To make matters worse, we were sleeping on a mattress in the back of my car.
I remember laying there staring at the roof thinking ‘I’ve got it, I’ve definitely got it’.
Day one: the reality check
On Tuesday morning, after a less-than-average sleep, I checked my phone to see a message from two of the people we’d been staying in a house with, saying they’d just tested positive on Rapid Antigen Tests.
This confirmed my suspicions that I, too, had COVID.
To be sure, I did a rapid test as well. I was pretty certain it would come back positive and lo and behold, two strong lines appeared.
The holiday was over, and a week of self-isolation was about to begin.
The start of day one was a bit of a scramble.
We were in Byron Bay, a good eight-hour drive from home.
We no longer had accommodation to stay in and we were sleeping in the car.
I felt awful, and I couldn’t bear the thought of having to sleep in the car another night with COVID, let alone a whole week.
We also didn’t want to book an Airbnb and risk infecting more people.
Driving home seemed to be, by far, the better choice. So, I started the drive home.
We smashed the drive home between three of us – me, my boyfriend Harry, and his brother Jack – without stopping, except for one petrol stop.
Harry and Jack had both tested negative, so Harry filled the tank with fuel and paid at the pump, he wore two masks and was extra diligent with sanitising his hands and the pump.
We were all super careful not to come into contact with anyone on the drive home.
We made it home in record time, ordered a nice Thai dinner to be delivered to the door, and went to bed early with the intention of getting up early to get PCR tests.
Day two and three: settling in to self-isolation
After an amazing 12-hour sleep, I woke up feeling a bit better on day two.
I was still feeling quite congested with a cough, headache, and sore throat, but the fever had subsided, and I wasn’t as fatigued.
We were all exhausted and slept through our alarms, so we decided against lining up for PCR tests, because we didn’t want to get turned away.
I did what I always do when I get sick and called my mum first thing in the morning.
Mum’s a nurse so over the years she’s always given great advice on what to do when I get sick.
The medical advice in question was simple: paracetamol every four hours, lots of fluids, good nutrition and rest.
Mum also offered to drop off some groceries and supplies for us, so I hopped onto Google for some advice on what foods to eat to boost immunity.
I put together a shopping list of immune-boosting foods, ready-made meals such as soup and risotto (for when the fatigue kicked in), a variety of herbal teas, pain relief, throat lozenges, and a thermometer.
Turns out, test cricket was on for five of our seven days in isolation, which was fantastic news.
The beauty of cricket is that there are a lot of breaks in play, and you can multi-task while watching.
So, I spent a lot of this time reading books and playing games – namely 8-Ball Pool and Candy Crush – on my phone.
On day three, we woke up at the crack of dawn and got to the drive-through testing clinic at 6:30am to line up.
They didn’t open testing ‘til 8am, but we were hoping to beat the crowds.
We got our tests at 8:30am and were back home by 9.
My symptoms had lessened substantially (just a headache, slight cough, and scratchy throat) and my energy levels were slowly creeping back, so I decided to tackle some cleaning to make me feel more productive.
I cleaned out the wardrobe, re-organised my shelves, and did a heap of laundry.
We still had the cricket on in the background all day.
Day four and five: embracing 'me time'
The weather was sticky, the cricket was in full swing, and my energy levels were on the rise.
I was starting to get a little over the cricket, just because it felt a bit like it was the only thing happening in my life.
On the bright side, I was feeling a thousand times better, almost completely healthy aside from an occasional cough and a tiny bit of a headache.
I couldn’t believe the speed at which my body had fought off the virus.
I spent a little extra time outside on our deck reading books – I finished ‘Apples Never Fall’ by Liane Moriarty and went on to start ‘Eggshell Skull’ by Bri Lee.
The fresh air helped me feel a little less foggy.
The time flew by with some extra help from a little online shopping.
Okay, it was a lot of online shopping. After binge-watching ‘Emily in Paris’ (guilty pleasure) I was feeling inspired by all the outfits, which led me to some retail therapy.
Which I thoroughly enjoyed. My wallet, on the other hand, not so much.
I did decide to try my hand at some exercise in the afternoon of day five.
I did a 30-minute intermediate stretching routine, and let me tell you, it was hard.
I usually exercise most days of the week and do some pretty high intensity workouts, so this should’ve been a breeze, but I struggled.
I felt light-headed, my muscles were aching, and my joints were clicking like crazy.
Needless to say, this was not the return to physical activity I was hoping for, but it still felt good to get some movement in.
Day six and seven: peak boredom
By the end of the week, aside from the remnants of that spicy cough showing up here and there, I basically felt completely healthy again.
I also had some fatigue, mostly in the mornings, but it was nothing my morning coffee couldn’t fix.
At this point, and I never thought I’d say this, I’d reached my binge-watching limit.
My screen-time was through the roof and I was genuinely very bored.
So, I decided to get creative and do something different.
My options were limited, but I remembered I had a beading kit lying around in a drawer somewhere from peak lockdown boredom last year, so I dug it up and made necklaces for my friends.
That kept me occupied for a few hours.
Considering we were all feeling basically completely normal, and it was, technically, the weekend, we decided to have a couple of drinks and have a games night.
We have a pretty solid selection of board games and card games at our disposal, so this was a great way for us to break the boredom and inject a little fun into our isolation experience.
My final day of isolation was also my first day back at work after the holidays.
I’m lucky that I’m able to completely work from home, so I could return to work if I wanted to.
Of course, Springday offered me to take time off if I needed it, but by this day I didn’t really have any more symptoms and I was actually very excited to get back to work and have a little bit more structure and normalcy in my days.
I was still feeling fatigued and a little foggy, but I was ready to kick my brain back into gear.
The wrap up
It took me until day nine to feel almost 100 percent.
The only symptom that remains is that I’m not a morning person anymore.
I’m really fatigued in the mornings. I’m normally an early riser, but now I wake up and long to go back to sleep.
I think about sleeping a lot more than usual throughout the day, too, but I’m sure this will pass in time.
We finally got our PCR results seven days after our tests, and all three of us were positive, despite the boys both doing multiple negative rapid tests.
I isolated for a little longer than seven days because I still had a little bit of a cough, but when I finally left the house for the first time it was just *chefs kiss*.
I went for a walk at lunchtime which was a little more difficult than usual, but it felt so nice to feel the sun on my face and have a change of scenery.
On top of that, I went to the beach for probably one of the most glorious ocean swims I’ve ever had.
So, what can I take from this experience?
Well, firstly, I have a newfound level of appreciation for my daily walks, and swimming in the ocean.
Also, barista-made quality coffee.
You really can’t beat it. I’m also grateful that I was able to work from home and earn an income while isolating, I know this is a privilege that only extends to so many.
If I could give advice to anyone else doing self-isolation it would be to be kind to yourself, listen to your body, and rest as much as you need to.
You may see people all over social media being super active while isolating, or being crazy productive, but you don’t have to do that.
This hits everyone differently, and the most important thing is to take care of yourself and get better.
Plus, you can’t go past mum’s fail-proof advice (she always knows best): paracetamol, lots of fluids, good nutrition and rest.
Goals, not resolutions: tips for setting New Year’s goals you can stick to
Goals, not resolutions: tips for setting New Year's goals you can stick to
Ever made a New Year’s resolution and failed to follow through?
Don’t worry, we’ve all been there.
Chances are, if you’ve made a New Year’s resolution in the past it’s probably been something pretty big.
According to Finder, the top three New Year’s resolutions for Australians at the beginning of 2021 were to improve fitness/lose weight, to save more money/spend less, and to eat better.
What do these three resolutions have in common?
They’re all quite vague, and a little far-fetched.
Unfortunately, it’s fairly common to give up on a New Year’s resolution quite quickly.
Some studies have shown that 80 percent of New Year’s resolutions fail by February.
This is because resolutions are often made with no clear plan on how to achieve them.
Plus, the finality of the word brings up images of a complete change or overhaul of something in your life which is almost impossible to keep up.
To avoid becoming a part of that statistic this year, try setting goals instead of resolutions.
Why?
While resolutions tend to be quite vague in nature and seemingly unachievable, goals, on the other hand, are specific targets with a definite and precise endpoint.
They’re more actionable, which makes them much more effective.
So, how can you make (and stick to) your New Year’s goals?
1. Be specific when setting your goals
Instead of setting a big, ambiguous goal, choose a very specific and achievable goal.
This makes it easier for you to plan exactly how you’re going to accomplish your goal over the course of the year.
For example, rather than deciding you want to lose weight, or you want to get in shape, set a clear target for what this looks like.
Make it your goal to lose five kilos or sign up for a half marathon in June.
Whatever your goal is, making a specific, concrete and achievable goal will set you up for success.
2. Break down your goals
It’s great to want to commit to big goals, but it makes it a lot easier if you break them down into smaller, specific goals that won’t take as long to accomplish.
Depending on how big your goals are, you might need to break them down into several smaller goals in order to see them as achievable.
For example, if you want to save $20,000, that can seem a little overwhelming and out of reach.
However, if you break that down into saving $1,700 a month, or $385 a week, that seems much more doable.
On top of this, you should also break down your goals into actionable steps.
So, on top of having your savings goal of $1,700 a month, you should sit down and work out a budget for yourself.
Work out how much of your money to set aside for bills, spending and saving.
You might find that saving $1,700 a month isn’t realistic for you, or even that you could save more.
If this is the case, adjust your goals and keep going!
3. Set a target date
One of the main things that makes goals more successful than resolutions is that you can make them time bound.
A New Year’s resolution can get lost amongst all the days in the year, but if you give your goals a target date, it gives you a deadline to focus on and something to work towards.
When you’re working towards a deadline, there’s more of a sense of urgency which can motivate you to achieve your goals faster.
Keep in mind that just as your goals should be realistic, so should your target dates.
Don’t aim to run a marathon in six weeks if you’ve never run a day in your life.
Instead, aim to run five kilometres in six weeks and work your way up.
4. Celebrate small wins along the way
Celebrating your progress is not only enjoyable, but it’ll also keep you motivated.
A lack of motivation usually arises when we feel like we’re too far away from our goals.
While breaking the goal up into smaller goals rectifies this to an extent, it’s also important to acknowledge and celebrate your small wins along the way.
Each time you check off a goal, celebrate in a way that you enjoy.
Whether that’s simply checking off a checklist, treating yourself to a special meal, or going out with a friend.
Goals are hard work, and you deserve to treat yourself as you work towards them.
5. Remember that change is a process
The path to achieving your goals will not always be straight.
Yes, these tips will help motivate you to achieve your goals, but sometimes things don’t work out the way we plan – just look at the last couple of years!
If you encounter setbacks along the way, don’t view them as failure.
Rather, look at them as an opportunity to learn and get back on track.
Reflect on what hasn’t worked out and how you can change your approach in the future.
Then, adjust your goals accordingly and keep moving forward.
Be patient with yourself.
New habits aren’t formed overnight!
Working towards your goals is a process.
Even if you make a misstep or two, you can pick yourself up, get back on the horse and continue your journey towards your goal.
You’ve got this!
From surviving to thriving: what 2021 has taught us about wellbeing
From surviving to thriving: what 2021 has taught us about wellbeing
While this year has certainly had its ups and downs, it’s taught us many lessons along the way.
2021 threw us curveballs and uncertainty, and we went from merely surviving to thriving as we started to put a greater focus on wellbeing than ever before.
While wellbeing has always been at the forefront for us at Springday, it’s been incredible to see corporate wellbeing step into the spotlight this year.
With the pandemic having changed so much, wellbeing has become an essential component of the success of any and every business.
Why?
Because businesses that invest in the wellbeing of their employees see a return in increased productivity, engagement and retention, just to name a few.
We’ve seen these results not only in the number of people engaging across our platforms, but we’ve also had a record year in the number of businesses we work with.
For this, we’re truly grateful.
So, what are some of the biggest wellbeing lessons we’ve learned this year at Springday?
1. Maintain positive work relationships
Strong social connections within a workplace can be a key ingredient to improving emotional wellbeing and workplace productivity.
Unfortunately, 2021 didn’t exactly make it easy for us to maintain strong work relationships, as much of the year was spent in lockdown for the majority of our workforce across Australia and NZ.
At Springday, we kept our work friendships alive while working remotely through weekly virtual catchups and new traditions, like starting our all-team meetings with an activity or game.
These activities ranged from dance-offs to bingo, charades to workout challenges, and we’ve continued this tradition now that we’re back in the office.
Having fun together during these activities helps to inject a little bit of fun into the workday, which is great for improving social wellbeing and also encouraging creativity and collaboration.
2. Re-evaluate your job design
This year has led many employees to re-evaluate their work-life balance, and many people have decided to leave their jobs to find an employer that gives them more flexibility.
Many workplaces claim to be committed to improving the wellbeing of their employees, yet still expect their staff to be working 12-hour days or responding to work emails late at night.
In order to retain staff, while also making their wellbeing a priority, you might need to re-evaluate your job design.
If the role requires people to be working unsustainable hours or create stress inherently, re-visit the actual job scope.
At Springday, we’ve seen clients use data from our wellbeing surveys to evaluate and improve job design.
Minor shifts such as not expecting people to respond to emails instantly or not open their computers on the weekend can make a big difference.
3. Implement a wellbeing strategy
I’ve talked about how employee wellbeing has been in the spotlight more than ever this year, but beyond just learning about the importance of a wellbeing focus, we’ve also learned that employee wellbeing needs to be more than just a few randomly selected wellbeing initiatives scattered here and there.
Wellbeing is more than just a tokenistic ‘recharge day‘.
To really put the wellbeing of your employees at the forefront of your organisational culture, you need to have an informed strategy.
A strategy takes an integrated approach that supports the wellbeing of your employees day-to-day, year-round, and is embedded in all of your business decisions.
4. Proactively offer flexibility
The pandemic has forced many companies to give their staff more flexibility, as working from home arrangements became a new norm.
The key takeaway for us has been to keep this flexibility, and actually make it a priority to accommodate the needs of our workforce, understanding that this looks different for everyone.
Proactively offering flexibility has helped improve engagement and increase productivity within our organisation, while also fostering a culture of trust and safety.
Even prior to the pandemic, at Springday, we’ve always let people take time off as and when they need it – without the need for a medical certificate or having to justify why.
Post-lockdown, we’ve introduced a hybrid model, where employees work from home as well as in the office, and they’re also free to choose not to come into the office if that’s what they would prefer.
We’ve learned that there’s no one-size-fits-all approach here, so allowing our employees to choose a flexible work approach (that still works with our business needs) has helped us to best accommodate their requirements as individuals.
5. Show employees that you appreciate them
Employee retention has been in the spotlight more than ever this year due to the Great Resignation, as millions of people have been voluntarily leaving their jobs.
Springday held a free thought leadership webinar this year with Paul Kelly, CEO and Founder of the Channel Group, where we discussed the Great Resignation, and how to turn it into the Great Retention.
We talked about the importance of creating sustainable practices that will build a better workplace culture that, in turn, will optimise employee engagement and retention.
One of the simplest ways to increase employee retention in your workplace is through the recognition of your employees.
It’s an innate human desire to want to feel valued.
Recognition plays a critical role in this and goes well beyond than the usual paycheck.
At Springday, we celebrate all company wins, both big and small.
We do this through small gestures of appreciation done regularly, such as taking a staff member out for a coffee or by saying a simple ‘thank you’ or ‘great work on that project’.
I give team members shout-outs in our all-team meetings to recognise all their hard work.
These little gestures are done frequently, so they’ve become an integral part of our company culture.
Last but not least, there’s no need to overcomplicate wellbeing – we see too many people and businesses get bogged down in the intricacies of how to design a strategy and often overthink the whole piece.
Wellbeing is all about making people happier and healthier, and while there’s no guaranteed formula for that, the key is to get started!
So, if you feel like this year has gotten away and you haven’t quite achieved everything you wanted, fear not, it’s okay!
As always, we’re here to help any organisation (big or small) empower their teams to live happier and healthier lives!
On that note, I wish all of you a very relaxing and happy holiday season.
Looking forward to a very successful 2022!
Dipra Ray
CEO, Springday and mPort
Show the love! 7 ways to show employee appreciation and improve retention
Show the love! 7 ways to show employee appreciation and improve retention
As humans, we all have an innate need to feel appreciated, valued and connected.
We know that our social wellbeing is just as important as looking after our physical health, and this rings true within our work environment as well.
Showing employee appreciation has been proven to increase employee satisfaction, engagement, productivity and retention.
It also helps to build a positive company culture, which cultivates a strong team morale.
Employee retention has been in the spotlight more than ever this year due to the Great Resignation, as millions of people have been voluntarily leaving their jobs.
According to recent research by Microsoft, more than 40 per cent of the global workforce are considering leaving their employers this year.
One of the simplest ways to increase employee retention in your workplace is through the recognition of your employees.
According to a study from GlassDoor, more than half (53%) of employees stated that they would stay longer at their company if they felt more appreciation from their boss.
On top of this, four in five (81%) employees reported that they’re motivated to work harder when their employer shows appreciation for their work.
Psychology studies have also found that when people experience gratitude from their manager, they’re more productive.
All employees want to feel appreciated and useful in their role.
Sounds simple, right?
Unfortunately, while a lot of companies run employee appreciation programs of some sort, they often fall flat and aren’t aligned with what people really want.
Making employees feel valued and appreciated shouldn’t be complicated.
Here are 7 simple ways to show more employee appreciation in your workplace.
1. Express gratitude directly and often
Simply taking a few minutes to tell your employee specifically what you value about their contributions can have a significant impact.
Sometimes, all an employee needs to hear to know that they’re appreciated is a simple ‘thank you’ or ‘great job on that project’.
Day-to-day recognition is a great way to build up a culture of appreciation where employees feel valued, without requiring a large sum of time or resources.
2. Give balanced feedback
Employees want to know what they’re doing well and where they can improve.
It’s important that you provide regular balanced feedback that is both positive and developmental.
It is, however, best to avoid giving both types of feedback at once.
Clearly separating positive feedback with developmental feedback will reduce confusion and get your points across more clearly.
Clearly communicating what an employee’s strengths and areas of improvement are (and not just at performance review time) helps to build transparency and trust.
3. Address and provide growth opportunities
Employees want to feel like they are growing and progressing toward their career goals. It’s important to understand what your employee’s goals are, and recognise that growth and success look different for everyone.
Be sure to discuss growth potential and provide learning opportunities for your staff, no matter what their goals are.
These learning opportunities can include conferences, courses for upskilling, mentorship programs, and regular training.
There’s also a direct link between retention and promotion, so reminding your employees of the potential to be promoted, or to change roles, is a great motivator for high performance.
4. Offer flexibility
Flexibility can be interpreted as a signal of trust and appreciation.
Giving employees flexibility to choose their hours or to work remotely, or even simply suggesting they come in late the day after working extra hours, can make them feel more valued.
Flexibility is not a one-size-fits-all approach.
You need to be open and adaptable to the needs of your employees (within reason) in order to create a culture of trust and appreciation.
5. Create a culture of celebrating wins
We all love to celebrate achievements!
Creating a culture where big and small wins are celebrated boosts morale and productivity.
Celebrating small wins along the way to a bigger goal increases positive feelings of progress.
The more frequently people experience a sense of progress, the more likely they are to be creative and productive in the long run.
There are many ways you can celebrate wins at work, you could surprise employees with lunch, an extra day off, or go out as a team to celebrate.
Even something as simple as a shout out at an all staff meeting or a coffee voucher can be an inexpensive and meaningful way to show you have noticed their achievements.
6. Don’t forget birthdays and anniversaries
In addition to celebrating company wins, you should also celebrate milestones such birthdays and the anniversary of an employee’s hire.
A study by Harvard Business Review found that employees were likely to leave after a year of employment.
Don’t let someone’s employment anniversary go unnoticed, and reward them for staying.
This will show them, and other staff members, that you appreciate them staying on board.
Reward them in a way that is unique to them, with something that they’d really like or be interested in.
Additionally, celebrating birthdays is also a great way to show your interest and investment in your staff.
Buying a cake or even getting everyone in the team to sign a card is a cost-effective way to show the love.
For larger organisations, try having a monthly birthday cake to celebrate everyone who has a birthday in that month together.
Keep in mind, though, that some people may want to lay low on their birthdays and won’t want to publicly celebrate.
Being thoughtful about birthday celebrations can make a big difference to how your employees feel about your company.
7. Invest in employee wellbeing
You should express appreciation for your employees in more ways than one.
On top of regularly expressing your gratitude directly, you should also invest in the wellbeing of your employees ongoing.
Acts of appreciation can be fruitless if employees feel like the organisation doesn’t care about them or how they’re feeling.
Understand that, at the core of everything you do, your employees’ wellbeing is vital to your success as a company.
Implementing wellbeing initiatives helps show your employees that you genuinely care.
It can also make a difference to how appreciated your staff feel.
This can improve employee engagement, retention, productivity and presenteeism, leading to a strong and collaborative work culture.
When employees feel their best, they perform their best. Show your employees that you care about them by investing in their wellbeing.
Learn more about how a custom digital platform by Springday can help you support the wellbeing of your people.
ISO 45003: OH&S guidelines for psychological health and safety at work
ISO 45003: OH&S guidelines for psychological health and safety at work
What is it and what does it mean for your organisation?
Work can have a significant impact on all aspects of wellbeing.
The COVID-19 pandemic has highlighted just how great this impact can be, particularly for mental and psychological health and wellbeing.
It’s important for employers to recognise that they have a responsibility to protect both the physical and mental health of their staff.
In June this year, The International Organisation for Standardisation (ISO) published the world’s first International Standard to address mental health in the workplace.
ISO 45003, Occupational health and safety management – Psychological health and safety at work – Guidelines for managing psychosocial risks, gives guidance on managing psychological health and safety risks within an organisation.
The standard addresses that, in the same way that any company needs to manage physical hazards in the workplace, psychosocial hazards should also be managed, as part of an occupational health and safety (OH&S) management system.
Where OH&S once mostly applied to sectors with physical risks to their employees – such as hospitality and construction – psychosocial hazards can be present in all organisations and sectors, from all kinds of work tasks.
ISO defines psychosocial risks as risks that affect psychological health and safety, as well as health, safety and wellbeing at work more broadly.
There are a range of terms that are used in relation to what psychosocial risks affect, including ‘psychological health’ and ‘mental health’.
Psychosocial risks can include factors related to work design such as workloads, deadlines, the type of work, isolation and work-life balance.
It also includes social factors within an organisation such as culture, workplace relationships, bullying, harassment, fairness, and even career development.
Effective management of psychosocial risk can lead to benefits such as improved worker engagement, enhanced productivity, increased innovation and organisational sustainability.
The standard addresses a range of areas that can impact an employee’s mental health, including ineffective communication, excessive pressure, poor leadership and organisational culture.
Here are three measures for addressing and eliminating psychosocial hazards at work, as recommended by ISO:
1. Redesign work processes
In many cases, controlling psychosocial risks within an organisation will require the redesign of work processes.
Measures can include increasing employees’ control over the way that they work, such as flexible hours and job sharing.
It can also include encouraging breaks to manage fatigue, restricting work-related contact outside of working hours, and providing practical support during peak workload periods.
2. Provide education and support for employees
Measures for controlling social risks include increasing awareness of psychosocial risks and providing education for employees on how to report them, establishing support measures for workers who are experiencing negative psychological health impacts from work, and regularly recognising and showing appreciation for the hard work and dedication of employees.
You can also manage risks by providing access to, or information about, support services, as well as improving workplace culture through a range of integrated programs such as employee assistance programs.
3. Promote wellbeing at work
Promoting the wellbeing of employees at work is vital for fulfilling their physical, mental, social and cognitive needs and expectations in relation to their work.
Wellbeing at work relates to all aspects of working life and can also contribute to an employee’s quality of life outside of work.
You can promote wellbeing in the workplace by implementing physical health programs or challenges, providing mental wellbeing resources, mindfulness practices, personal development opportunities, and more.
It’s important that you assess the levels of wellbeing within your organisation, so that you can act on improvements that matter.
Springday can help you to assess your organisational wellbeing needs and evaluate employee wellbeing and engagement to develop a tailored wellbeing strategy for your workforce.
Our tailored platforms help to promote wellbeing through curated monthly campaigns, resources from wellbeing experts and wellbeing assessment tools.
Help your employees manage stress, find better work-life balance, and boost their overall wellbeing with a comprehensive digital wellbeing platform by Springday.
Learn more about our solutions or chat to us about how we can help you.