At the top, you will see the ' Assign time' option. To fill out Offline time, go to the My DeskTime page on mobile. There are two options for doing that - filling out Offline time or using the Mobile timer. And through honest communication, employee insight gathering, and actionable steps, it’s possible to make changes in company culture for the better.Using the mobile app of DeskTime, you can add productive time spent on work-related activities while away from the computer. Wellbeing washing is a complex situation but not an impossible one. But whatever the matter is, the best thing to do is to do something. Alwaysĭealing with company culture issues is never an easy task – neither for managers nor workers. But to be successful, the shift needs to be done not only by implementing support mechanisms but also by establishing clear guidelines and tracking whether those mechanisms work as intended. Shifting the narrative within a company’s culture is time-consuming and complex, especially regarding employee wellness and its perception. It’s essential to establish a company-wide policy on how you’ll address employee wellbeing from now on to avoid slipping right back into wellbeing washing. It’s a great idea to enable anonymous thought-sharing to encourage your employees to speak more freely.Ĭreate and implement employee wellbeing policies and guidelines. But your employees might want and benefit a lot more from other types of support. Similar to gathering information on the current state of your employees’ wellbeing, ask your workers about the support they’d like to receive. Important note: If you’ve voiced your concerns about wellbeing washing and you feel ignored or don’t see any changes happening, changing jobs could be in your best interest. Actionable points will enable your employer to understand the issue better and see how they could begin to offer the necessary support. Honesty is key.Īnother thing to consider when tackling wellbeing washing in your workplace is to bring some employee wellbeing support ideas to the table. If it’s a case of an unrealistic workload that impacts your work performance and wellbeing, make sure to share that, too. Share your struggles, and why support from the company is needed. As always, it’s a good idea not to be aggressive and to have arguments ready that support your observations.Īdditionally, you can address the issue from a personal point of view. Explain that you would like to have more support for employee wellbeing from the company. Why does wellbeing washing occur?īe open and honest with your supervisor, HR representative, or management team, and address your concerns. Words that don’t align with actions – here’s your red flag number one. The good thing about wellbeing washing (even though there’s nothing good about it) is that it’s pretty easy to spot. Not providing information about wellbeing assistance or support available to employees despite publicly stating that a company offers such options.Offering some wellbeing perks – e.g., free gym membership, a monthly mental health day, meditation room in the office – while not addressing inadequate workloads.Participating in public events that raise mental health awareness without company-wide actions in place.Publishing social media posts, blog posts, making appearances on podcasts to discuss mental health awareness at a company without any actual mental health support mechanisms in place.Publicly celebrating mental health week while not supporting employee mental health.To better grasp the idea of wellbeing washing, here are a few examples of what it can look like in practice: Their employee wellness narratives look amazing on social media and other public displays but don’t materialize in real help. Wellbeing washing refers to a situation in which a company publicly preaches how it supports employee health and wellbeing while, in reality, employees don’t receive adequate support.Īccording to data, more than one-third of companies worldwide are at fault for this practice. What exactly is wellbeing washing, and how to recognize it?
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