Stress at work can be detrimental to the workplace culture pertaining to individuals and businesses. Long hours, little autonomy, and poor wages can have an impact on employees’ health and organisational effectiveness.

Chronic stress has been linked to multiple illnesses, including heart disease and depression. Besides that, lousy supervisors and an unhealthy workplace can have a negative impact on workers’ physical and mental wellbeing. 

Now HRs have to focus on the best practices to promote healthier and happier work culture. Otherwise, the overall retention, engagement, and motivation score of employees will suffer. And we all know that if our employees suffer, no work gets done on time and with a productive mindset. 

Thus there is an urgent need to invest in a comprehensive HRMS. It enables and empowers HR leaders of today’s and tomorrow’s organisations to boost a happier and healthier work culture. How that is possible is for you to study from the blog post below. 

It will give you a clearer picture or idea of the best strategies to apply in your current workplace. That’s when you’re using the human resources management tool to move the needle in the right direction where workers are concerned. 

Here Are Five Elements To Boost Healthier And Happier Workplace Culture

Help employees automate their boring and cumbersome work

Employees would never thank you enough when you help them automate their repetitive tasks. It is very much possible now with the worldwide availability and accessibility of smart HRMS. 

Employees can set up workflows. They can then check if one or a few more tasks can have the algorithm set to automate the process. This speeds up their deliverables in the desired time without compromising the quality. 

Your staff would really have better things to do as they utilise their freed bandwidth with utmost sincerity and efficiency. This is one of the core steps to make employees happier and garner better business outputs. Interestingly, when employees automate their work, the workplace culture will organically be more satisfying than before. 

Preach and implement the work-life balance importance

The pandemic altered how people prioritise their tasks and think about their work. Employers must strike a balance between employees’ life at work and away from it. More autonomy in how work is done is a crucial part of this. Identify possibilities to modify work models to meet the needs of your employees by taking into account how, when, and where work is accomplished (in the office, remotely, or hybrid).

To ensure that employees are aware of the hours they are expected to work, schedules should be as flexible as feasible. Shift swapping, self-scheduling, and time exchanges are further choices that give workers the flexibility to better balance the demands of work and life.

Expand the availability of paid time off to reduce employee churn, absences, and lost wages. Examine the paid sick leave, paid family and medical leave, paid parental leave for pregnancy and postpartum care and paid vacation policies in your company. 

All that is possible now in a few clicks with the implementation of an HRMS. Employees can check their leaves and attendance, performance records, completed projects, and more in a unified interface. They don’t need to switch between tabs. They can ask for leaves or comp off without delayed response when using the software. 

And when employees pay attention to their work-life balance, it’s for the greater good of the company itself. Employers must be serious about promoting this kind of work-life balance by being present during defined business hours. They must also create the best impact on the business during those hours. They can be the leaders for their subordinates and show how to balance work life using smarter tools. 

Host and promote professional development events for your staff

Sincere and top performing employees have the urge to skill up. They cannot live mediocre or average work lives. So, as a manager, you need to build a happier and more satisfactory workplace for them. 

One way to do so is by providing them with enough learning and growth opportunities. That’s possible when you have a platform to upload new courses, training sessions, documents to read for new knowledge, chapters, etc. You can also record, host, and store webinar videos there. 

A complete HRMS suite can integrate eLMS into its network. That way, you don’t switch between multiple browsers or tools. Your staff has everything to learn in a unified and integrated platform. 

By doing this, you can provide them with ease of learning and growing in the organisation. They wouldn’t be left hungry for better skills to learn and new knowledge to consume. And the plus point would be when you assign them new projects based on this new learning.

That’s when your employees become more emotionally involved with the brand and exercise loyalty in the long run. 

Encourage openness and transparency

While upper-level management frequently sets the tone for a culture of trust and openness at your organisation, you may help to keep it going. Start by putting your colleagues’ wants and concerns first and being open with them. Hold regular meetings with your boss to discuss any difficulties at work and maintain open channels of communication. A social intranet and meeting room set up can boost the culture of a happier, more connected, and more collaborative workforce. 

Focus on boosting the employee happiness

You need to focus on the element of happiness itself to bring forward a culture that everyone loves. For that, you need to make sure your staff is happy when logging in or logging out. This happiness metric is easy to calculate and evaluate with 360-degree human resources software. 

From the happiness index at the backend, you will know if your employees are happy with the culture or not. If not, you have to think of better strategies to make them more included in the team and the organisation. 

At least, these statistics get you to think ahead of time when your employees are logging in late, working late hours, are always online, and responding late to work. When you learn to figure out these many problems in the team, you can focus better on strategies to implement for making the workplace culture happier consistently. 

Conclusion

Happiness management is not a new idea, and its popularity is growing across the globe. Employee motivation was formerly one of the most crucial human resources (HR) tasks, but today it is clear that general wellbeing affects how well individuals perform their jobs. 

The sensation of safety, security, and comfort at work can be used to define happiness. Employee involvement increases if the employer helps them maintain their well-being. Employees are motivated to work and feel better at the same time when they have a feeling of purpose and meaning.

So, when you use completely AI-powered human resources software, tapping and evaluating your staff’s happiness score is easy and fast. Ultimately, it only contributes better and cost-effectively to building the workplace culture, as you expected at every level.