Full Article in Forbes:
If I asked you, “Is your organization healthy?” what would you say? The first thing you might do is look at the revenue generated by the company. If it looks like the organization is getting a solid return on investment, you might answer with a proud yes. But I can assure you the positive revenue is far from the only factor that determines corporate health.
Corporate health is a 360-degree approach to a healthy organization. Not only does it involve the bottom line; it produces a healthy culture by fast-tracking how change is managed, employee/department engagement and performance, turnover rate from all angles, a fostered learning and developmental environment, and most importantly, the facilitation that employees are your brand.
The Holistic Approach To Corporate Health
A holistic approach is all-encompassing. In the medical profession, holistic health focuses on the person as a whole, the environments that surround them and how they react to each other. So, what exactly does the holistic approach look like in the corporate world?
It gives leaders the understanding that people and positions are your assets. It focuses on many pertinent aspects, all the way from the whole organization and its intangible assets, down to strength of the brand. It takes into account all departments and how well they work together, and not just a bottom-line result.
Step 1: Get the right human resources team.
The first — and most crucial — step involves ensuring you have a human resources department with a good understanding of the holistic approach and how to employ it within your business. The process will always begin with HR, as they search for the top skilled talent to enter the organization. It is important to note that HR success is tied closely to their involvement in all departments and company processes. When they are kept in the loop at all times, they will be fully equipped to coach managers into implementing this practice.
People Are Your Biggest Contributor To Corporate Health
We can all agree that people run your organization. One thing is certain: You and your competitor have people in common. Yes, competing for clients matters. But in the end, your people are your brand, your life-blood and the soul of your company. If everyone were to walk out right now, your business would come to a paralyzing halt, and that precious return on investment could be lost. Competing for and retaining skilled talent should be at the forefront of your agenda.
Step 2: Hire and nurture skilled talent.
I have had my fair share of experience in counseling people from many walks of life. I have learned there is a root to every negative act, and many are paralyzed by their past. We never know what is going on in someone’s head and how an experience could be affecting their performance on the job. Employers are the only ones that hold the key to facilitating a healthy work/life balance by obtaining life and career coaching services for employees. They need to have a healthy mindset to operate at their fullest potential, which gets you closer to that ROI.
The average American works about 34.4 hours a week. With a five-day average work week, that is about 6.88 hours a day. That number goes up even higher for those who work full-time, with the average full-time employee working at least 47 hour weeks. That’s close to a six-day-a-week work schedule. People spend a lot of time at work, and it is important that they are in a healthy and happy relationship with it.
To achieve corporate health, one rule is simple: Treat employees like they are your brand. They are the first people your customers interact with, and they will be in the memories customers have of your organization later. But getting to a good place with this is not easy, and there is no Band-Aid method of fixing it. Get to the root of the problem, fix it from the foundation and plant good soil so you will have continuous growth.
Hiring top talent is, of course, important, but they need to be trained to think like visionaries.
Step 3: Give employees the tools to succeed.
More specifically, train your leaders not to just focus on the broken pieces within their department. They also need to be mindful that their department interrelates with others, and look for the potential dysfunctional processes that may be affecting overall productivity and causing deficiencies within the company.
To further plan and implement a solution, you must truly understand who is working for you. You can do that by gauging those involved with your company and asking yourself:
• Do you have the right people in the right positions?
• Do your employees consider themselves important pieces of the company?
• Do they understand how all the pieces relate to the other?
Step 4: Evaluate results.
You must critically analyze your employees to make sure that they are good fits. Once you have asked yourself the above questions, you will know the answer to each is a yes if:
• Synergies are being created among departments.
• Processes are adding value to the organization.
• People within departments are adding value across all departments.
Make sure you look at how well they respond to pressure and change. Can they get through a crisis and still come out on top? These are key things to constantly be assessing when evaluating employees and how they mesh with your organization.
How people feel about your brand is determined by the interactions they have with the people who work for your business, and HR enables an optimal level of mental health for those people, further empowering them to perform at their best. Change the way you view success in your company by employing the holistic approach to corporate health.