Well-being, czyli jak pracować zdrowo (i przyjemnie)

Lubię od czasu do czasu przeglądać ogłoszenia o pracę i sprawdzać co się teraz wpisuje w „Oferujemy”. Żeby była jasność, bardzo doceniam prywatne ubezpieczenie medyczne, szkolenia i owocowe wtorki. Doceniam nawet kartę Multisport, której posiadaczką jestem w sumie 4 lata i skorzystałam z niej… 4 razy (całkiem niezła statystyka). Bardzo doceniam starania o dobrostan pracowników, tylko zastanawiam się, czy idą w dobrym kierunku.

Koleżanka podesłała mi bardzo ciekawy artykuł z HBR mówiący o rosnącej roli programów well-being i opisujący kilka przykładów. Sama pracowałam w firmach, gdzie dostępny był masaż, joga, owoce i dietetyczne posiłki. I chociaż to wszystko było fajne, to chyba wolałabym tak prosty benefit, jak dozowanie obowiązków tak, żeby udało się je wykonać w 8 godzin dziennie. Zamiast ratowania pleców masażem, chyba wolałabym bardziej ergonomiczne miejsca pracy. Zamiast kasy na okulary, chciałabym mieć miejsce z oknem i dobrym oświetleniem.

źródło: pinterest

Mateusz Banaszkiewicz, psycholog zdrowia z SWPS przekonuje:
Firmy mają coraz większą świadomość tego, że to, jak ludzie sobie radzą z obowiązkami zawodowymi, zależy zarówno od ich funkcjonowania psychicznego, jak i fizycznego – dlatego projekty well‑being często obejmują pracę z ciałem oraz rozwój umiejętności miękkich”.

Według badań Instytutu Gallupa i firmy Healthways na dobre samopoczucie pracowników wpływa 5 głównych czynników: sens (pracy), finanse, relacje, społeczność i stan fizyczny. Problem w tym, że „tylko 7% dorosłych osiąga dobrostan we wszystkich pięciu elementach. Jednocześnie niemal aż 30% badanych twierdzi, że żaden z tych elementów nie jest zaspokojony.”

Żeby nie było, że tylko jojczę w stylu „panie, co to za czasy”, przygotowałam drobną podpowiedź dla menedżerów, jak bez wydawania na firmowych psychologów i masażystów zadbać o pracowników (owocowych wtorków się nie czepiam, chociaż jak już kupować, to tak, żeby starczyło dla wszystkich, a nie, że trzeba robić dyżury, kto z zespołu przyjdzie pierwszy i zgarnie po jabłku dla każdego, zanim się rozejdą).

źródło: someecards.com

SENS pracy – żadne to odkrycie, że ludzie lubią wiedzieć, po co coś robią. Im bardziej wątpią w sensowność działań, tym bardziej należałoby wyjaśnić, po co ta kolejna prezentacja, czy excelik będący kopią sześciu wcześniejszych exceli. Niestety często bywa tak, że kaskadowanie wiedzy o strategii i celach firmy, zatrzymuje się właśnie na poziomie menedżerów. Oni natomiast po prostu zlecają zadania. Bez gadania. Rozmawiajmy, omawiajmy, informujmy i komunikujmy. Świata to nie zbawi, ale pewnie nie zaszkodzi.

FINANSE – trudny temat, ale zawsze w momentach kiedy pracodawca marudzi, że nie może płacić więcej, przypomina mi się taki obrazek:

źródło: Only Fun Facts

Jeśli pracownicy nie dostają latami podwyżek, jeśli ich wynagrodzenie odbiega od rynkowych standardów, albo jeśli po prostu pracownik nie czuje się doceniany i nie widzi szans na poprawę swojej sytuacji, to cóż. Kto w takiej sytuacji byłby zadowolony?

RELACJE – w 8 na 10 przypadków, kiedy pytam kandydatów, co lubią w swojej pracy, gdzieś na początku listy pojawiają się ludzie – zespół, w którym pracują. Nie będzie przesadą, jeśli powiem, że relacje zaczyna się budować już na etapie rekrutacji, więc zostawianie tego zadania wyłącznie HR’owi może kosztować firmę sporo kasy na ponowne rekrutacje, odejścia, przerwy w projektach. Szkolenie i wspieranie menedżerów w budowaniu zespołu to nie stracony czas. Ludzie, którzy wchodzą w role zarządzających zespołem nie muszą mieć we krwi budowania relacji w grupie. Tylko na Boga, nie wymyślajcie sobie, że przymusowe piwo po godzinach będzie remedium na biurowe niesnaski.

źródło: DumpaDay. com

SPOŁECZNOŚĆ – Poczucia przynależności do firmy i ludzi, którzy ją tworzą nie da się zbudować w miesiąc, czy nawet w rok. Tym bardziej nie da się za to zapłacić. Motywacyjne pogadanki? Jasne, o ile są szczere, osobiste i mają sens, a nie są wykupionym wystąpieniem znanej twarzy. Poza tym trudno zbudować społeczność, jeśli poszczególne jej części nie widzą sensu w tym, co robią (czyli wracamy do początku listy).

STAN FIZYCZNY – Po co komuś karta Multisport, kiedy nie ma kiedy z niej skorzystać? Po co ratować kręgosłup, kiedy można działać, żeby go nie nadwyrężać? Może to truizm, ale organizowanie pracy w taki sposób, żeby jej wykonywanie nie musiało zajmować więcej niż 8 godzin, stosowanie elastycznych godzin, czy możliwość pracy z domu w mojej skromnej ocenie mogą mieć lepszy wpływ na zdrowie fizyczne niż godzina jogi tygodniowo.

someecards.com

Zastanawia mnie, jak to jest, że tak ogromnie cieszymy się z programów, które mają wspomagać nasze zdrowie, nadszarpnięte pracą. Czy nie byłoby rozsądniej popracować nad rozwiązaniami, które sprawiłyby, że praca nie pogarszałaby zdrowia pracowników? Swego czasu mówiło się dużo o pracy w marketach, gdzie pracownikom kazano dźwigać ciężkie paczki. Ile trzeba było zachodu, żeby właściciele firm zdecydowali się na zakup wózków?! Teraz mówimy o dyżurach psychologa w biurach, jodze i warsztatach medytacji dla ludzi, których nerwy codziennie szarpie nadmiar obowiązków, nieporozumienia z przełożonymi i kolegami, brak poczucia sensu pracy, czy zmęczenie. Cieszę się, że pracodawcy zaczęli myśleć o dobrostanie swoich pracowników – to wielki krok dla ludzkości (mówię serio! to nie sarkazm). Czekam tylko na moment, kiedy zaczniemy to robić z większym sensem, a nie tylko z myślą o budowaniu wizerunku.

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