This year’s theme is: “Movement: Moving more for our mental health”
Regular movement is one way to support our mental health. Physical activity releases endorphins, neurotransmitters in the brain that act as natural painkillers and mood elevators. This can help reduce feelings of stress and anxiety and to boost your mood and motivation. Regular physical activity has also been linked to improved cognitive function, including better memory, productivity and attention.
Here are some suggestions to incorporate Movement into the workplace:
Don’t Forget! On Thursday 16th May 2024, it was ‘Wear it Green Day’! Encouraging employees to wear green in support of good mental health (don’t worry, if you didn’t take part on this day, you can hold your Wear it Green Day at any time of the year).
If you would like more information on Mental Health in the workplace,
please contact [email protected]
We all understand that conflict at work is inevitable given the diverse personalities, perspectives, and pressures that all form a 2024 modern workplace. However, effectively resolving these conflicts is crucial for maintaining a healthy and productive work environment. Here are some strategies to help you navigate and resolve conflicts at work:
Avoiding conflict might seem easier, but it often exacerbates the problem. Addressing issues early can prevent them from escalating. Approach the concerned parties as soon as possible to discuss the issue.
Effective communication is key to resolving conflict. Ensure all parties have the opportunity to express their viewpoints without interruption. Listen actively and empathetically to understand the underlying concerns.
Personal attacks can derail conflict resolution. Keep the conversation centred on the issue at hand and avoid blaming individuals. This helps in finding constructive solutions and maintains professional relationships.
Identify areas of agreement and shared goals. This common ground can serve as a foundation for developing a mutually acceptable resolution. Recognising shared objectives can also help in diffusing tension.
Be open to different ideas and approaches. Brainstorm possible solutions together and evaluate the pros and cons of each. This collaborative approach can lead to innovative and effective solutions that all parties are willing to support.
Sometimes, conflicts cannot be resolved internally. In such cases, involve a neutral third party, such as a manager or Agile HR, to mediate the discussion. A mediator can provide an unbiased perspective and facilitate a fair resolution.
Once a solution is agreed upon, outline the steps that will be taken and who is responsible for each action. Documenting the agreement ensures accountability and provides a reference point if issues reoccur.
After the initial resolution, follow up with the involved parties to ensure that the agreed-upon solutions are being implemented and that the conflict has been effectively resolved. Regular check-ins can prevent future misunderstandings and build trust.
Resolving workplace conflict involves prompt action, effective communication, and a focus on collaborative problem-solving. By addressing issues head-on and fostering an environment of respect and cooperation, you can turn conflicts into opportunities for growth and improved teamwork.
For advice/ support please contact Jenny ([email protected])
Recognition of employee achievements has an important role in the workplace. When used effectively it can lead to boosted employee morale, increased engagement and productivity and aid retention. Recognising achievements in an ad hoc manner can complement more formal recognition (appraisals/ annual performance reviews) which can help to scope development plans and support future career aspirations.
Ensure you are mindful of how individuals like to be recognised and tailor your recognition to each employee you are celebrating – not everyone wishes for public recognition!
The following are suggestions for employee recognition and if you would like further information please do reach out to Hils ([email protected]).
