February 2023 Volume 5

OPERATIONS & MANAGEMENT

company nothing financially; it is about changing the workplace culture. Some actions will come with a financial cost, but these need to be viewed as an investment in the company that will lead to long term savings as turnover is reduced. Promote Work-life Balance A significant strain onmental health is the constant pull towards not finding a balance between work and life. Not expecting employees to take work home and not expecting or allowing employees to do unpaid work instills needed work boundaries. Encouraging work life balance by ensuring adequate staffing and maintaining clear scheduling boundaries goes a long way. Since the COVID shutdown, many companies moved a portion of their workers to remote so they can work from home. While there are many advantages for the employees to work from home, there are also disadvantages that were unexpected for many. One of the downsides of remote work is that work and home boundaries become muddied, making employees feel like they are never actually able to leave work. This is mentally exhausting and leads to burnout. Clear remote work boundaries are needed to protect the employee’s personal time. Frequent and open communication regarding expectations and deadlines is critical with regular check-ins so remote workers don't feel isolated or abandoned on work projects. Create clear boundaries of when phone calls and emails are expected to be checked and returned, and make it clear that they should not be checking those things during off-work hours. Plan Breaks and TeamBuilding DuringWork Hours Planning team-building activities, breaks, and recognition are great ways to create camaraderie and build morale. The problem is that companies often plan these activities and opportunities during off-work hours, so they don’t interfere with work or productivity. However, in doing that, the company is interfering with the employee’s family or personal time. Even if the activity is not required, there is social pressure to attend. Employees may feel the pressure of not being perceived as a “teamplayer” if they don’t attend work social events. This practice does the opposite of promoting a healthy work-life balance. Create a Culture of Psychological Safety When an employer focuses solely on productivity, profits, and the company's goals, it creates a culture of not caring. Often, employees aren't open about personal or mental health struggles for fear of losing their jobs. The employees know the company does not value them as individuals and are all replaceable. Creating a culture of psychological safety includes properly training managers and supervisors, reducing stigma, and providing ongoing resources to employees. Managers should be trained to lead with empathy and emotional intelligence without defaulting to an authoritarian approach. Simply treating employees in a way that recognizes their individual contributions to the company can go a long way. Everyone within an organization, from the CEO to the night janitor, is critical in ensuring the company is productive and profitable. Ignoring those contributions and treating employees like they are replaceable will

encourage them to leave without concern for how their absence may impact the company. Managers and supervisors should have an open-door policy for employees to meet regarding personal or mental health issues that may impact their focus or ability to do their job at the highest level. Additionally, establish one-on-one check-ins as part of direct supervision. One-on-one check-ins involve taking the time to ask employees how they are doing and then hearing their responses. This isn’t a “how’s your day?” as you walk through the breakroom. This is a direct conversation. Further, providing resources to employees based on their needs will show you are listening, the company cares about them, and will contribute to the culture of psychological safety. Employees will know if they are struggling with a personal or mental health issue, their employer will offer help instead of letting them go, which is critical. Mental Health Benefits Offer mental health benefits, including mental health days and flexible scheduling. Many insurance plans do not cover mental health care, which is inefficient. Coverage for mental health care should be as important as any other type of health coverage. Mental and physical health are intricately intertwined, and mental health issues can impact an employee’s ability to work just as much as a physical health issue. Mental health benefits should include mental health days and a flexible schedule to accommodate appointments and needed breaks. This applies to family as well. Many adults care for older parents and/or children struggling with mental health issues. The stress and strain on caregivers can lead to mental health issues. Allowing employees the flexibility to care for their families will decrease their stress by removing the fear of being fired for needing to care for their families. For a parent, having the flexibility to be there for their children when they are in need makes them better employees.

Melanie Williamson is a psychologist and organizational consultant living in Vermilion, Ohio. She earned her Master of Science in Psychology from Grand Canyon University and is a certified meditation instructor and group facilitator. She can be reached by email at mjwilliamson102481@ gmail.com.

Ray Harkins is the Quality and Technical Manager for Ohio Star Forge in Warren, Ohio. He earned his Master of Science from Rochester Institute of Technology and his Master of Business Administration from Youngstown State University. He also teaches manufacturing and business-related skills through the online learning platform, Udemy. He can be reached via LinkedIn at linkedin.com/in/ray-harkins or by email at rharkins@ohiostar.com.

FIA MAGAZINE | FEBRUARY 2023 47