Investing in Long Term Resilience Builds Sustainability

Human resource departments contribute to the health and welfare of employees and their families. Management may not fully understand the benefits of creating a culture of caring characterized by building long term resilience. Resilience is inherently linked to sustainability. A common example of an on-site enrichment program is a community garden. Other creative options may include an on-site bike shop with mechanic tools and support, preparing and eating family style meals together and providing health, fitness and nutrition information, food preservation classes, employee designed rain catchment systems and innovative environmental solutions. It does not require great expense to have employee’s s dehydrate healthy snacks to share at work, exchange ideas and give demonstrations that benefit the group. Many people have talents from which to draw and would happy to share information.

Smaller entities may focus on a single aspect of resilience.  Examples include but are not limited to preparing a supply of care packages for special needs, planting a couple fruit trees, a small vineyard and managing a few bee hives, growing a small salad gardening and use of red worm composting bins or even planting a small herb garden, sharing recipes,  and harvesting seeds to share.  Larger entities may use a team approach to helping employees and the community with improvement projects outside of work such as specialized teams to help others recover from adverse situations by checking on their welfare, acting as a care coordinator to schedule needed resources, or bringing a volunteer work crew to offer help. Many large entities have logistics departments or vendor networks that could become a valuable resource especially during adverse conditions. Resilient employees and members are more apt to come to work and focus on their job if they know with certainty their families are able to take care of themselves and that others stand ready to help them in times of need.  Savvy, innovative management teams take the initiative to build a sense of community in the workplace that extends beyond a mere job description. Enrichment opportunities that build resilience are only limited by flexible management and the creativity and interests of the planning team. Employees are the backbone of any business, or non-profit. Sustainability is tested during adverse or unforeseen circumstances. The ability to roll out plans to meet constantly changing conditions requires practice, mental creativity, and efficient team work. A resilient workforce is able to work better under pressure.

Columbia Springs-Rain Barrels

English Estate Winery

Introduction to Humane Work Environments

Working conditions are an age old problem. The most serious work related concern is safety. Although safety is paramount, this article focuses on respect and humane working conditions.  Mice work well in mazes, but people don’t.  Cubicles isolate employees visually and socially. Partitions can be helpful if used to define and improve work flow. One reasonable method is to partition off larger spaces for small groups of three or four employees. All partitions should open to a common hall. Next, rather than grouping employees by work assignment, consider designing spaces around an employee’s needs and preferences. Consider their working style. Is it collaborative or do some employees work best without frequent distractions?  Employees may spend one third of their waking hours working, so make sure employees have adequate personal space and encourage them to personalize it within reasonable boundaries.  Next, make sure employees have the necessary resources or means to complete their work. This includes everything from supplies, to procedure manuals and reference materials to cutting edge training. Recognize that employees have different learning styles and give them the flexibility to learn new material their way.  Lastly, supervisors should function like project managers, assign tasks, coach and support employees. Great supervisors bring out the best in employees.

 

Helpful techniques include environmental design and a developmental approach. Environmental design removes barriers to improve the flow of energy. A developmental perspective informs knowledgeable supervisors that employment is a journey not a destination. Good supervisors understand what motivates an employee to give their best. Supervisors that recognize and reward creativity would do well to design a job description around an employee’s talents rather than fitting them into a checklist to fit the company’s pre-defined needs. Performance appraisals are best used as a motivational tool rather than something to be dreaded.  Motivated employees may use a performance appraisal to propel themselves forward if it is a dynamic document.  Great supervisors know when to move aside and let the creative flow happen.