Description: In this episode, we explore the concept of a mindful workplace, its practices, and the profound impact it can have on employee and business success.
Resources:
Wellness Toolkit
Wellness Guide
Welcome to Workplace Wellness Publication
MRA Membership
About MRA
Let's Connect:
Guest Bio - Laura Ruby
Guest LinkedIn Profile - Laura Ruby
Host Bio - Sophie Boler
Host LinkedIn Profile - Sophie Boler
Transcript:
Transcripts are computer generated -- not 100% accurate word-for-word.
00:00:00:00 - 00:00:21:04
Unknown
Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR. MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here.
00:00:21:05 - 00:00:48:24
Unknown
Now it's time to thrive. Well, hello, everybody, and thanks for joining us today. We're we're really hearing more about mindful workplaces nowadays. We thought we would take today's podcast, really think about this topic more in-depth. So i'm here with Laura Ruby senior HR Business partner and HR Business advisor for mra. We're really going to talk about why mindful workplaces are trending or what you really need to be aware of.
00:00:49:05 - 00:01:11:19
Unknown
What are some of the challenges that come along with it in more so or thanks so much for joining us today. I really, really appreciate it. Well thank you. So I'm really pleased to be here. This is definitely a timely concept, I think, for a number of employees to consider or employers to consider. Yeah, absolutely. And I know we were talking about that.
00:01:11:21 - 00:02:02:12
Unknown
You're very passionate about this topic and you've been working in the HR for such a long time that this is kind of the perfect topic to go over today. So I think we should kind of start out with what is a mindful workplace. Can you define it? Yes, so mindful workplace is really a combination of factors as we look at new initiatives that people are working towards in that space is really developing an awareness of an individual's thought processes, their emotions and their actions, and helping to enable them to laser focus on those and remove obstacles to productivity and really improving the work workplace from a variety of different aspects.
00:02:02:14 - 00:02:50:21
Unknown
Yeah, absolutely. And you guys in part two to that question. Can you describe what that whole concept of the mindful workplace really encompasses? It's actually quite broad in as well. In talk today we'll touch on all of those components but it's it's combining more Eastern philosophies about issues of meditation or focus and concentration, breathing, as well as branching into mental health aspects that are damaging workplaces right now and helping individuals to deal with their own anxiety, stress, as well as other things like other issues they may be experiencing.
00:02:50:21 - 00:03:20:21
Unknown
And in relationships, finances, you know, you name it. So it's a very good I'm going to discuss how the company can actually sort of work with developing a healthier source. And actually, I feel like it's definitely transformed throughout the years or in my opinion, I feel like employers didn't really talk about this kind of stuff as much as they do now.
00:03:20:22 - 00:03:48:15
Unknown
They didn't care as much about, you know, providing all these resources and mental health resources and wellness resources to employees. So I think it's great we can kind of cover that and talk about it and just the process and how it's evolved over the years, too. So my next question then would be, do you have any practices that a mindful workplace can kind of what can you implement?
00:03:48:15 - 00:04:35:23
Unknown
What practices can you implement to create a mindful workplace? I mean, it's all over the map, but I think that really companies that are finding great success with implementing mindfulness, they're starting more starting small programs available to employees, maybe with classes or chair yoga, breathing exercises and some of those smaller components into helping the individual so as to what they're thinking and to continue to say that laser focus on what's in front of them rather than all these other things that may be coming from local personal life or other anxieties.
00:04:36:00 - 00:05:16:00
Unknown
So really, it's starting small forces or activities designed to encourage that, as well as programs designed to work to tell physical and mental health things like walking programs or competitions within companies where people compete on a physical level to the mental health aspects and making sure that insurance programs feel great. And it's available to employees, including people who are in search of more provided.
00:05:16:00 - 00:05:48:07
Unknown
So it's a very broad spectrum. Some of the larger companies are also includes things like meditation rooms or Zen areas or places where it's cool to take a break there and get reflective. And there are things that people want to address. Yeah, those are all great examples, Laura And I'm thinking about Emirates specifically, some of the cool things we do with our wellness.
00:05:48:09 - 00:06:10:01
Unknown
Something I love in the summer, we'll kind of get a group of employees together and walk around. We have some trails around here and the walk show location and that's just great to kind of take like a mental health break, take a walk kind of reboot almost. And we also have a masseuse come once in a while, which is awesome.
00:06:10:03 - 00:06:48:06
Unknown
That's a plus. So, yeah, a lot of great examples of what organizations can do well. And I know are you talked about starting small. You don't have to implement this huge idea right away. But what's what other steps can be taken to create a culture that values and supports this mindfulness? Well, that's a really good question. You know, a lot of research out there is built in on more so management assertiveness and exhibiting these behaviors and then having that trickle down effect within the organizations.
00:06:48:06 - 00:07:42:15
Unknown
So many companies will start to train their managers on the basic concepts and helping them to modify their behaviors to help other people. And so along with this process, because a lot of them view that managers are kind of the key to their success in the organization. And if you have a manager that's been, you know, like micromanaging to use the term or, you know, laser focus on what people are doing right then, and that can really put a bad tone in the organization as employees, more stress and so more specific, the focus is really to train the managers first and then implement some of these programs for the interviews to help encourage them to
00:07:42:15 - 00:08:14:02
Unknown
take that step back and begin to give themselves some additional brave souls. Feel throughout the day. And so a lot of the programs that were designed or have some training programs in the beginning where they'll people there are a number of number of mental health app type applications or mindfulness applications that people install on their desktop or their cell.
00:08:14:04 - 00:08:44:04
Unknown
So they encourage that as well as integrating a lot of training, maybe even utilize you to come in and talk about more stressful things that might be pressing individuals who trying to work with children and then someone is engaged with adult care for them, trying to manage those needs. It's on both ends of the spectrum to put that stuff aside and let yourself levels.
00:08:44:06 - 00:09:22:10
Unknown
Absolutely. And I know we talked about this a little bit in the beginning, but what about the physical workspace being designed to encourage this mindfulness and others quiet areas, massage room, but any other examples that you can give the physical workspace, specifically? And I think this one is really important and I find myself doing this every at least once a week, just decluttering your office and taking that time to organize it so that things are not visually distracting you.
00:09:22:12 - 00:10:03:08
Unknown
You have easy access to them. For example, I support simple members as well as working on the front line. So I basically moved all of my materials out of the visual area. So a couple of computers set up on my desktop and I tried very diligently to only have one computer on the time, but decluttering, moving things where they're easy to get to, but not in the visual space and using common colors, things like to look at, you know, I have a number of pictures in here with my grandchildren and they're kind of between the screen here.
00:10:03:08 - 00:10:32:01
Unknown
But, you know, you can use the same concept in your own workspace, even a cubicle or, you know, things just to create that environment. So the grid, as we mentioned, setting up spaces where things can get a little comfortable. Both of these have been stored on a break room. They have like couches and easy chairs for people to sit in versus just the table and a more sterile environment.
00:10:32:03 - 00:11:01:08
Unknown
And as you mentioned, like having a Zen room or meditation or just a space that people can go into. But so yeah, I love those. Yeah. And I would add to for the Quiet Areas piece at MRA, we have focus rooms and those are something I definitely take advantage of on a day to day basis. And they're just quiet rooms.
00:11:01:08 - 00:11:24:01
Unknown
You can go to solo rooms, kind of gets rid of all the distraction and allows you just kind of focus on your own work. So that's something that I really love about our physical workspace, but also the natural light to think having windows is so important and letting the sun come in or is snow light I guess right now.
00:11:24:03 - 00:11:57:10
Unknown
Right, Right. But yeah, even in the offices there in Wisconsin, the turkeys come up near the windows. And so you kind of get this natural breaks throughout the day, taking a step back to nature and kind of disengage from work stress. So stressful opportunities just get into a different. definitely. Definitely. Well, now that we've kind of talked about all the logistics of it, what impact does it really have on employees and business success, too?
00:11:57:12 - 00:12:31:17
Unknown
Well, it's not staggering when you talk about the mental health aspect of this. There was a recent study done that nearly half of the employees that were surveyed, I believe this is survey of people they had mentioned almost half the time that their mental stress or issues that they had got into the workplace and in fact they it to so, you know, this is a pretty serious area when you have our high pressure environments.
00:12:31:17 - 00:13:11:14
Unknown
We have technology that is helping us to be more efficient. That can sometimes be a distraction as well, where those types of things can certainly effect productivity at work. You also see where employee absenteeism increases when they have to deal with stress or dealing with lots of issues. But now you have employee satisfaction and engagement, which is a huge factor in this as well, is highly impacted by developing those mindfulness practices there.
00:13:11:14 - 00:13:54:19
Unknown
As the workforce becomes more engaged to it, we'll see other things like reduced toxicity as a higher productivity and just a number of other things within the organization, especially the team will sort of go into these like best companies to work or those organizations or you see continue to be up there addressing these issues regularly. You absolutely. I think it's also helpful to give some examples of wellness programs so that companies can start thinking about some ideas for themselves.
00:13:54:19 - 00:14:35:19
Unknown
So what wellness programs are in place to support employees mental and emotional well-being? For example, there are a couple of other offenders that are out there that have websites within engagement, and they can provide things from training to other directed things for the organization. A lot of companies can work with their community against some training or some other activities to help themselves establish these programs and really it's initiatives that a company needs to undertake and puts in it.
00:14:35:21 - 00:15:10:09
Unknown
So they know the company is saying, we recognize that we need to improve mental health so they can begin to throw out some of those initiatives. So again, focusing on the key points that they want to bring into focus group and being mindful as well as the challenge that there's something one of the other things we've seen a lot of conference engaging in is really looking at the effectiveness of our job is goals.
00:15:10:11 - 00:15:51:00
Unknown
So we may have a job description, but it could be that the person fails to do so. Do set the tone. So we structured those positions to be acceptable, normal. And again, we're working with some of those wellness providers to implement some of those programs and really give them a start of influence to start us with. They've already given hope to or different types of services into the organization, or they can project because they've worked with some of these programs as well.
00:15:51:02 - 00:16:22:15
Unknown
And then I think the next step we see HRC developmental University for tax and spend is outward to see what services they can provide in that space, because again, it's going to be a balancing act of financial commitment. So the company will do little space to implement some of these ideas again and again. The other important aspect to serving themselves to actually find out what it is that they would do, just sitting, just sitting.
00:16:22:16 - 00:16:47:09
Unknown
And I think that's another survey back to said, you know, companies go where, you know, about 60% of companies to be doing a great job if you ask their employees and they're like, no, I'm not participating. I'm not really seeing some interest to me. So we're going to get their feedback soon. So let's do the work for you as an individual.
00:16:47:11 - 00:17:18:04
Unknown
And then using that David style, allow it to influence the audience. Yeah, that's a great point to bring up. Absolutely. You talked about that stat with how mental health impacts productivity. So wondering if you're kind of seeing anything else here with our mental health really impacts productivity at work. It's well, if you look at company, it's going to be a little bit different.
00:17:18:06 - 00:17:51:05
Unknown
But I think if you were thinking about mental health, there are a number of programs designed to work the same as you're providing additional counseling services, maybe through your income, more services available to employees, and then financial wellness and helping them to work with their retirement programs into the future. Now let's look and see what we can set up to really help support financial unexpected financial things.
00:17:51:05 - 00:18:21:16
Unknown
So with individuals who are gearing those programs to help minimize anxiety or stress or know that concept or those day to day activities or childcare is another area where, again, you know, it's a huge worry for people watching as to how they're going to provide support to have the right resources available to them, what happens with their child.
00:18:21:16 - 00:18:45:06
Unknown
So how they deal with that. So a lot of those focuses to help minimize stress for people and allow them to step away from that. And the other great focus and I think going off of that work life balance talk, when you're talking about care, spending time, that's where the work life balance kind of also comes into play here.
00:18:45:06 - 00:19:14:20
Unknown
So we actually had a whole podcast alone on work life balance. So it's definitely important and something you know, everyone wants. So do you have any suggestions for employers how they can help balance work life, work life balance for their employees? Yeah, I think there's a number of things that a company can do. One, they talked battles for reevaluating the jobs being done.
00:19:14:22 - 00:19:47:20
Unknown
Are they being done effectively because a lot of work stress comes from that. That very aspect that my job is, is to do an area where I don't have the right tools to get the job done or there may be other efficiencies. So you do not want to remove that stress, but it seems like very flexible hours so people can stylize hours so they're the best person, that sort of thing to do to get kids to school and pick them up in the day they can.
00:19:47:22 - 00:20:24:07
Unknown
A special hybrid workplace is also really powerful in addressing that. So identifying when you want to stack all that work around you do work from home. It's that's with a manufacturing environment. It might be implementing, you know, five minute breaks in manufacturing or some other ways to stagger breaks so that people can stop working a little more frequently throughout the day versus just confining that small your ten or 15 minute period.
00:20:24:09 - 00:20:54:02
Unknown
So there's a lot of things that something you can evaluate that would work in day and again, contribute to some of that work life balance. You know, and it just shows. I think that's the final thing. You know, companies can use. They're buying talent. So speed is providing it for brands or a health care child. You know, some of these are very aspects of THRIVE.
00:20:54:04 - 00:21:32:10
Unknown
I know several companies I work with nowadays. And how do they bring you directly into work and they take it up and have it done for you. And so, you know, and utilizing tools like, you know, ordering your groceries online from the microwave. So there's a person that you can co-champions. Lots of people do. Yeah. Why don't we try to This is how we work for you to help in that flexibility that we're trying to develop in.
00:21:32:13 - 00:22:04:11
Unknown
Well, yeah. What's going to make their life easier, right? Yes. I'd like to draw on my laundry and have somebody to get done. Something I read about when I was kind of restructuring for this topic today was Holistic well-being initiative. So things that kind of encompass physical, mental and emotional health. So what are some initiatives employers can implement around here?
00:22:04:13 - 00:22:37:00
Unknown
Well, and that's, you know, again, if you take a step back to look at all your wellness programs, what are you offering today and what can you bring in? There are programs that we've been developed that are a little more integrated. So you can say here, I want to create a program about, you know, balancing work so and so things where you coach them and say, you know, when you get into work, take 5 minutes at the beginning of work to just kind of arrive and be at your desk.
00:22:37:02 - 00:23:02:13
Unknown
Don't check your email, save your email review. So maybe 20 minutes into the job or, you know, or implementing, there's a technique called the Pomodoro technique, where you divide up your your time into 25 minute increments and you take just a slight break between them. So you just only focus on one thing for 25 minutes to explain two things.
00:23:02:13 - 00:23:40:03
Unknown
So if you're implementing, if you're doing project management, you can build that into it as well. So I think just really being open minded as an employer as to what options and again, this is for the survey too. So in handy is to help isolate, you know, what are things that employees interested in. And really I think what inhibits of employees from participating in those initiatives at work is sometimes the time you're hosting a one hour training course.
00:23:40:05 - 00:24:07:13
Unknown
Many employees, more than ten of them because they're like, I can't go that. But you can break that down to 15 minute sessions. You'll see that your attendance rates increase. So again, you're really trying to find a sweet spot for what you're offering and how much observation is in that program and then doing follow up. So that was useful.
00:24:07:15 - 00:24:35:16
Unknown
You know, how learned about this topic. One of the topics that they want to and so that's not so good, but it's again, taking that to the stage where our approach, it's not just one solution, but there are many aspects to it. Yeah, finding the balance, Google optimization. And I would just emphasize what you said on surveys and employee surveys and Emery can help you with that.
00:24:35:16 - 00:24:57:23
Unknown
We have employee surveys, we can help you with custom surveys. So I will make sure to add the link in the show notes. So if you do want to check that out, absolutely go for that. But we're I feel like a lot of managers or leaders may be asking the question right now, how do you know this is having an impact on your employees and your organization?
00:24:58:00 - 00:25:40:03
Unknown
Yeah, actually, using metrics, we can implement a lot of metrics within your own organization to measure. First, I would suggest to a baseline to consumer research. So like how often are we missing deadlines or other aspects within the organization? Absenteeism, utilization of PTO also seems to give you an overall view of where we'll start today, even serving and things again we've utilized since then, since getting baseline on the effectiveness of the program is today.
00:25:40:05 - 00:26:17:23
Unknown
And then as you move forward with these, once you're putting them out one by one by one, you can measure it into the survey information of that work, which is improving things long term and a little bit annually, you look at absenteeism rates and see how that's being affected or turnover statistics is number one. So as you see absenteeism rates starting to decline now, people lower turnover in the organization and all of these are indicators of several components of success, the wellness.
00:26:17:23 - 00:26:59:12
Unknown
But I think again, like I keep harping on it, surveys are a good way to pinpoint work as this affected where you can use exit interviews for people who do leave the organization and find out where do you see the lowest since or something that could have helped to reduce you? And then again, employee feedback about their managers, because again, we've talked about this all starts with leadership and has a trickle down effect and identifying leaders that maybe needs some additional support as well in their managerial style indicators.
00:26:59:14 - 00:27:36:10
Unknown
So these are all ways that you can say, yes, we will evaluate that. Some statistics to look at are performing over time. Yeah, sounds like there's a lot of indicators and tools out there to help you kind of measure that impact. And even some of those are mobile applications that people are downloading and which is the organization will store information that can with what effect without utilization and maybe help identify some other areas that people might want to expand upon.
00:27:36:12 - 00:28:12:08
Unknown
Well, or as we kind of close out the episode today, is there one thing that you want our listeners to really take away from today's episode on Mindful Workplaces? I know it's it's a lot and there are a lot of stigma associated with meditation or, you know, doing yoga or a lot of things like that, but recognizing that there isn't a one that's all sort of solution, that it's got to be customized to workplace.
00:28:12:10 - 00:28:40:15
Unknown
No being well connected experiences to be able to get that feedback, but was one of them in one thing. This is a journey that's about me as an individual. First and then come to me as a company. How we're going to provide resources and tools for each individual on that labor station. So keeping that in your mind, it will help you to develop these break ins.
00:28:40:17 - 00:29:13:23
Unknown
Now it's up to me in to help them to use it to help reduce stress, anxiety, stress, anxiety. Just for sure. Absolutely. Well, thank you so much for being our guest on today's topic and sharing all of your expertise, because I know you have so much in this area. I think everyone can really walk away with a lot of great new ideas and action steps that they can take to create a mindful workplace if they haven't already.
00:29:14:00 - 00:29:36:21
Unknown
But to our listeners listening and watching, if you liked our chat and our topic today, I would encourage you to share this episode out and consider joining MRA if you aren't a member already. Like I said, we have all the resources you need in the show notes below and we have resources on this topic too, so make sure to look at the show notes and thanks for tuning in, Laura.
00:29:36:21 - 00:29:57:00
Unknown
Thanks for joining us today and we will see you next week and that wraps up our content for this episode. Be sure to reference the show notes where you can sign in to connect. For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure you follow MRA's 30 minute THRIVE so you don't miss out.
00:29:57:00 - 00:30:01:22
Unknown
Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.
More Episodes
All Episodes>>Get this podcast on your phone, Free
