Building a holistic employee well-being model
The role of work culture is causally linked to business success. A holistic focus on employee engagement, and culture-building from the very beginning, has been a hallmark of the tech revolution.
Workplace wellbeing solutions have evolved beyond physical fitness and health care into a more holistic approach, which encourages each employee to bring their best selves to work. The tech industry has a well-established reputation for introducing and nurturing a people-first culture globally. And a holistic ecosystem can bloom only when every individual feels cared for and respected by the people of the organization throughout. Seeking to establish such a workspace is not a new concept, but the desire to actualize it in practice is a much sought after business goal now.
What has changed? With the pandemic induced remote working blurring the lines between work and home life further, a new challenge to managing stress and developing healthy habits has been thrown up. At the same time, cloud-technology continues to reign. Cloud products have already made their place owing to efficiency and user-friendliness. It is clear now, that technology will play a bigger role in building an engaged workforce, where technical prowess need to be blended with compassion. Employees know that a good company culture coupled with compassionate leadership offers the ultimate job satisfaction. Even more, reason that companies are looking to create a holistic well-being strategy for employees.
“By taking a holistic approach towards our employee’s wellbeing, one that is proactive, personal and inclusive, one that puts empathy, trust, and authenticity at the forefront, we hope to provide the kind of positive experience that most people seek,” said Sanya Soni, Chief of Staff Roadzen.
There is definitely a process that agile tech companies can focus on to build a culture ideal for them.
01 Identify Employee Expectations
Leaders today are not oblivious to employee expectations. Employees now, look beyond fringe perks like game rooms, snacks, but seek valuable benefits like parental leave, health and fitness benefits, and flexible work. They expect meaningful support from leadership, which takes time out to hear their concerns, opinions, and empathize. Employees must feel that the leadership has their best interests in mind too, and not just business gains. Everyone brings their own background and experience to the table, and expect their strengths to be identified and utilized, which in turn energizes their work.
02 Define Vision
Clearly defined mission, vision, and goals of the company help teams align the goal of everyone to a common purpose. Every vertical, every member, and every manager then have a common vision to work towards. Transparency about company goals must start with the management, and travel to the entire staff. Being aware of these broader objectives of the firm ensures that the team and individual goals can all ladder up to the overarching targets.
03 Set Core Values
Core values define how you achieve your vision and fulfill your mission. Figuring out the right values of your team can make or break the company culture. These values shape the company’s image, operational decisions, and ability to attract the best talent. All of which, deliver quality, and efficient workplace. At Roadzen, high performance is achieved through its core values of ownership, impact, and meritocracy. The ‘play with purpose’ approach is geared for innovative and collaborative work culture.
04 Initiate & Act on It
But setting values alone does not drive culture. A conscious and consistent effort towards driving and imbibing the right values is the next step. An effective way to start is to lead by example. For instance, if open communication and working together is to be fostered, the leadership must be transparent with their communication first. Secondly, recognition and rewarding your culture heroes go a long way in building positive work culture. Recognizing contribution, progress and impact not only boosts morale but also helps create a culture of gratitude and growth.
05 Engage Creativity & Problem Solving
Interesting and challenging work is one of the proven, and long-lasting motivators for employees. This phenomenon is more prevalent in the case of Gen X and Gen Z employees. They have been characterized as critical thinkers and challenger-seekers, and problem-solving is inherent in their nature.
Understanding how their efforts connect to the big picture help employees feel like they are truly part of the team, provide clarity of purpose, and lead to a greater sense of accomplishment.
06 Create an Enjoyable Work Environment
It is well established that coworkers that enjoy working with and an environment where they can be themselves is a major morale booster. The sense of belongingness with a company comes in when all the above are tied in together. From declaring the very foundation of your company to including your employees, and finally acting on it, one builds an environment where the employees feel valued and cared for.
It is a Continuous Process
Millennials already comprise a large section of the workforce, and they will soon form half of the workforce and three-fourth by 2030. And the Gen Z-ers will follow them close behind. They all love diverse and flexible choices.
This change in demography, and the transition to increased remote working, presents an exciting opportunity to be at the forefront of improving the employee experience. Employee benefits and well-being initiatives must evolve from traditional to more creative. And by redefining the approach to employee wellbeing to a holistic outlook, tech companies can give their employees the education, support, and tools they need to be better versions of themselves both at home and at work — no matter where ‘work’ might be, or how it continues to change.