Encourage openness in your team
Whether someone in your team is going through a breakup, having health issues, or dealing with other tough situations, personal stress doesn’t necessarily go away when they’re at work.
They might not know whether to tell you about it, or how it might affect their work, but small actions of support from you can make a really big difference.
The resources on this page can help them:
- decide if they want to talk with you about it
- work out how much they want to share
- figure out what support they need from you.
Resources for your staff
- Step01
Decide whether to share
It’s not always easy to know if the people in your team should tell you what’s going on in their lives, or how to go about it. Sometimes they need to tell their manager, and sometimes they don’t.
Share this resource with your workers to help them decide if they want to or need to let you know.
- Step02
Decide what to share
Being open about what’s going on can help the whole team.
They don’t have to talk about all the details, but it’s good to let you as their manager know what the impact is on them and their work.
Share this resource with your workers to help them decide what they want or need to share with you.
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Get ready to share
Once they know what they want share with you, your worker might need help to figure out how to share it. A little prep can help them get the best possible outcome by being clear on why they’re telling you, how much they want to share, what might help them and when they’d like to share.
Share this resource with your workers to help them prepare before telling you where they’re at.
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What can help
The wellbeing of everyone in the workplace is important. This printable can help you and the members of your team figure-out what support might help if someone is going through a tough time.
Use this printable for you and your workers to figure out together what changes, if any, might be helpful.
Tips for business owners
Ask what someone might need, rather than making assumptions. Ask questions like:
- What support do you need from me?
- What might be a good first step?
- What has helped in the past?
Just giving people time off work might not be as helpful as agreeing on a flexible working arrangement. Research shows that the more people actually go in to work and stay engaged, the better their long-term wellbeing.
Try and find something that works for you and your worker. Put agreements in writing, keep communication open and regularly review arrangements.
Visit the WorkSafe website and the Employment New Zealand website to find out more about flexible working hours.
Benefits of promoting wellbeing in your workplace
Businesses that support wellbeing in their workforce generally have a happier and more positive team of people. They have lower absenteeism, fewer injuries, and experience higher productivity and customer satisfaction. A company culture of support is also good for attracting and retaining employees.
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