Positive work culture

The hidden costs of disengagement and why positive work culture drives productivity

Have you seen some people rejoice in their work, waking up excited about their work and then giving their 100 percent throughout the day? How does the other side live then? , Struggling to get through their day at work, disinterested or probably even frustrated with the state of things, missing a few targets,  taking frequent leaves, not being able to have adequate sleep and rest. Where you belong – the first or the latter group depends largely on the work culture at your organization. And most importantly, if your work gives you a sense of purpose and fulfillment. Employee engagement and the positive work culture at an organization is the litmus test of productivity and success of both the people and the organization itself.   Here are some data points that reflect the hidden costs of disengagement and positive work.

  1. Health care expenditures at high-pressure companies are nearly 50% greater than at other organizations.

  2. The American Psychological Association estimates that more than $500 billion is siphoned off from the U.S. economy because of workplace stress, and 550 million workdays are lost each year due to stress on the job.

  3. According to the American Institute of Stress, 46% of employees give workload as the main cause of stress and 26% of workers said they were “often or very often burned out or stressed by their work.

  4. Stress increases the chances of voluntary turnover by 50%.

Employee wellbeing must be the focus of every organization to stay productive. The next question is how to be an organization that helps employees tackle their issues, gives them space and resources to perform, and at the end of the day be happy when they go home. Well, the answer can never be simple but it all starts with taking care of your employees and that starts with LISTENING.

  • Work Should Be Fun: We are all social animals and we can’t survive on our own. Let teams be families where one can share a laugh or two, talk about last night’s game, share their troubles, etc apart from just work-related conversations. It starts when you provide them with a place and ways to talk. The list can begin with organizing secret Santa gifting this Christmas, movie nights, conversation hours, etc. All work and no play never works.
  • Be An Empathetic Leader: A good leader is always a good listener. Start listening to your employees as we have said before. Everyone has a different story and as a leader, it is your responsibility to hear their voice, comfort them and make them believe that the company has their back. The last couple of years have been difficult for everybody and all the leaders must take the responsibility to make employees feel wanted, respected, and cared for.  It is difficult to listen to everybody all at one go. Berry, a deep learning employee voice platform helps you listen to 1000s of employees all at once, take their feedback and issues and then come back with a solution.

 * Mental Health Matters: We are no experts on mental health. It’s a job for which people are trained and no amount of conversations can help an individual if they need medical attention. According to a survey conducted by Forbes on mental health, half of the respondents cite that their sleep patterns have been interrupted due to COVID-19, and 45% say they feel less healthy mentally while working from home.  While we can do whatever it takes to make a positive workplace, some issues are beyond our control and we must let professionals take care via counseling, seminars, etc. Here are some important contact numbers.

  • Call Centers and Hotlines: If you are experiencing high levels of stress, anxiety or depression, reach out to the following for support:    
  • Crisis Text Line: Text 741741
  • National Suicide Prevention Lifeline: 1-800-273-8255

Lastly, start listening!

Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.