In today’s world, it has become more important than ever for organisations to hire the best available staff as well as find ways to keep them motivated and committed. Motivated employees bring in increased productivity by achieving higher levels of output. However, often at times, there is a lack of motivation and engagement in the workplace that makes employees feel demoralised and of less significance to the organisation. This acts as a significant contributor to emotional distress and burnout that eventually leads to a range of psychological disorders. A study by ASSOCHAM in April 2015 stated that nearly 42.5% of employees in private sectors suffered from general anxiety disorder or depression.
To promote psychological health through motivation and engagement in an organisation, the human resources (HR) role is critical. Their purpose is to promote self-confidence, creativity, autonomy, and initiative which are the essential characteristics to meet the internal demands of the organisation and streamline the productive flow for work performance.
In organisations, the role of the human resources is of strategic importance. With their activities, the human resources can increase motivation, thus increasing the quality of work-life balance for the employees. Simultaneously, the organisational climate improves that directly impacts productivity.
The HR manager needs to understand that motivation is directly proportional to the improvement of individual performance. While several employees across the globe can and do work while experiencing mental health issues, like depression or anxiety, with little impact on productivity but there are situations where an individual is not able to work because of the severity of the condition. In the majority of cases, supportive HR intervention can be the key to continued productivity.
STRATEGIES TO ENHANCE MOTIVATION AND PERFORMANCE
Since employee motivation and well-being have a strong influence on organisational health, financial success along with customer satisfaction and loyalty, HR managers can adopt certain strategies to put into practice in this context.
PLEASANT WORKING ENVIRONMENT
Professional well-being stems from healthy and pleasant working conditions. Therefore, it is necessary to provide employees with a comfortable, clean, and if possible, customised workspace. Other than that, flexible working hours or work from home opportunities (if compatible with the work activities) can also be offered that can increase motivation levels and lower work-related stress.
IDENTIFYING POSITIVE ATTITUDES
HR managers should value employees who have proactive and successful attitudes. Since autonomy introduces more dynamism and flexibility to work, this professional stance is presently in demand. Apart from that, passing on work-related compliments and positive feedback can go a long way in showing employees that positive attitudes never go unnoticed.
ENCOURAGE CREATIVITY
Innovation happens through creativity. Thus, human resources should always be open to adopting techniques that promote this process. Such processes shouldn’t focus on exaggerated structuring and instead adopt flexibility to thrive. The “Hackamonth” program implemented by Facebook allows employees to work with a different team and project for a month. Through this approach, integration between different teams is stimulated, and also the employees are able to develop new experiences and perspectives from their peers.
TRANSPARENT & OPEN COMMUNICATION CHANNELS
HR managers should always be open talks or discussions with employees regarding any issue. Anxieties, frustrations, and possible problems need to be heard and properly addressed to stall negative impacts on the organisation.
CONCLUSION
Workplace mental well-being is demonstrated when employees feel able to seek feedback, ask questions, report mistakes and problems, or propose some new idea without any fear of negative consequences to themselves, their career, or their job. A psychologically healthy and safe workplace actively promotes emotional well-being among every employee while taking all required steps to reduce threats to employee mental health.
The writer is global head for Mental Health at Round Glass, Managing Trustee Poddar Foundation.