Mattering at Work – Surgeon General Essential #4

Offering a competitive and living wage is essential for employers. As the cost of living continues to rise, it is important for organizations to regularly assess and adjust compensation to ensure their employees can maintain financial stability. Recognize that financial stress can significantly impact both the physical and mental well-being of your workforce, directly affecting their productivity and job performance. So, what steps can you take to address this issue? 

Dos and Don’ts to Consider:

• Do have the conversation. Create an environment in which your employees feel comfortable sharing their compensation concerns. Encourage them to engage in open and constructive dialogues with their supervisors or HR representatives. However, they must come prepared with solutions and supporting data to justify the need for a compensation evaluation. This approach ensures that conversations are solution-oriented, clear, and constructive, with minimized complaints. The initiative to have these conversations demonstrates your commitment to addressing their financial well-being.
• Don’t overlook benefits. Encourage your employees to thoroughly examine the benefits and perks your organization provides. Often, standard benefit packages can become overlooked because they are perceived as routine. Encourage your workforce to conduct a deep dive into the services and advantages offered. By doing so, they may uncover valuable resources that enhance their overall well-being and financial security.
• Do address the root causes. Take a moment to understand the sources of stress employees may be experiencing. Is it primarily due to financial hardships, or does it stem from how they perceive their self-worth in the context of their compensation? These are distinct concerns, each requiring thoughtful reflection. If it’s the latter, explore additional factors contributing to this mindset, such as their perception of self-value. It’s important to emphasize that providing a living wage does not imply they do not deserve more. Instead, it ensures that their basic financial needs are met, creating a more solid foundation for self-worth.

Empowering employees with a meaningful role in workplace decisions is a practice that requires genuine commitment. Promising employees that “You have a voice” and failing to follow through is unfortunately all too common, creating a toxic environment in many workplaces. The hesitation behind this practice is rooted in valid concerns. Phrases like “We don’t want to open that can of worms,” “We can’t make everyone happy,” and “We know what they are going to want/say/do” are frequently heard, and they hold some truth. 

However, there is a way to incrementally create opportunities for employee voices to be heard, without overwhelming the decision-making process. How can we move toward this goal?  

Dos and Don’ts to Consider:

• Do encourage questions. In situations where employees are not directly involved in the decision-making process, it’s essential to foster an environment where they feel comfortable inquiring and seeking clarity. It’s important to not dismiss any questions that arise in their minds. While there may be instances where the timing isn’t ideal for asking questions (and this should be considered), providing an appropriate channel or opportunity for them to ask questions demonstrates that their input is valued.
• Do welcome input. Employees might grow weary of frequent survey requests or the need to provide feedback. Nevertheless, it’s important not to underestimate the significance of their perspectives. When individuals or teams seek employee input, it’s a clear indicator that their viewpoints are valued. Encouraging active participation demonstrates that the organization values their contributions to the decision-making process.
• Don’t undervalue their opinion. Regardless of any past experiences that may have left employees feeling unheard, it’s crucial not to dismiss the importance of their voices. Employees should not be discouraged from sharing their insights or asking questions. By encouraging them to speak up, you set an example for those who may find it more challenging to voice their opinions. It’s essential to foster an environment where employees feel comfortable sharing their ideas. Furthermore, as we will delve into the context of recognition and gratitude, acknowledging and commending their contributions plays a vital role in creating a culture of inclusion and engagement.

The idea of “building culture” might initially appear daunting and time-consuming. However, let’s reframe it as a process of providing recognition and showing gratitude. These actions need not be grand or budget-intensive; they’re simply about being kind and considerate. Such acts hold significant power in making individuals feel valued. Instead of worrying about constructing a culture from scratch, focus on contributing to an environment of gratitude, as it often evolves naturally. 
 
One of the best parts? These considerations do not have a budget attached. Try these for free.

Dos and Don’ts to Consider:

• Do give credit where credit is due. When you draw inspiration from a colleague or coworker’s idea, make it known. Share the credit where it’s due and communicate how their input positively impacted your work or enabled you to build upon their idea. Recognizing others for a job well done can be highly motivating. 
• Do try to avoid jealousy at all costs. It’s crucial to understand that no one has all the answers or knows everything. The workplace thrives on collaboration and diverse contributions. Allowing jealousy to prevail not only impedes recognizing the achievements of others but also hinders personal growth. Redirect your energy toward appreciation and collaboration. 
• Don’t forget to make this a regular practice. While a single act of recognition is better than none, strive to make it a regular practice. You’ll be surprised by how contagious gratitude can be within a team. It’s a simple, positive gesture that makes sense in many ways. Actively seek opportunities to offer a positive shoutout at least once a week. 

Let’s circle back on the need to feel purpose. A mission is a workplace’s purpose, so go a level deeper.  

How do employees contribute to this? How can you find purpose in the organization’s shared goals and objectives? Maybe this has already been laid out for you, maybe it hasn’t. But regardless ask these questions and then consider the following. 

Dos and Don’ts to Consider:

• Do reflect on your contribution. Write your narrative. Think about your skills, passions, and what you gravitate towards as an individual. This type of exercise could also lead you to realize that maybe you would be better suited in another department, field, or organization. It’s OK to think about these things.  
• Do start this conversation at the team level. Approach this as a collective effort within your team. Ponder how, as a group, you can enhance its contribution to the company’s mission. Even if this topic isn’t widely discussed within your organization, make it a team goal to advance the organization by leveraging your specific roles, responsibilities, and expertise.  
• Don’t disregard its significance. Connecting with a company’s mission may not seem immediately valuable, particularly if the mission doesn’t align perfectly with your passions. However, it’s crucial not to dismiss its importance. By dedicating even, a small amount of time to contemplate and express your thoughts on this matter, you might naturally develop a stronger connection. This sense of purpose can reduce stress, enhance clarity, and reveal opportunities for positive change.