WhoseResponsibilityisWorkplaceWell-BeingandProductivity?EmployeesOrEmployers?ByRosalieMoscoePeopleneedtolookforwardtocomingtowork!Thereisaprecariousbalancebetweenemployeehealthandtheatmosphereoftheirorganization.Whileeachpersonisultimatelyresponsibleforhisorherownpersonalhealthandwell-being,therearemanynaturalstressremediesthatmanagementcaninitiatetohelpemployeesachieveapositivework/lifebalancetoaidproductivity.Onemightimaginethatthesizeofanorganizationwoulddeterminepoliciestoenhanceemployeewell-being.Insomeinstancesthisistrue.Forexample,largercorporationsoftenhavetheresourcestoputon-sitedaycareintoplace.However,evensmallerorganizationscanstillpositivelyinfluenceahealthylifestylefortheiremployees.BuildingAHealthyWorkplaceDoesn'thavetobeExpensive.Intimesofdownsizingandfragileeconomies,itisveryimportanttoboostthemoraleofremainingemployees.Thestressandstrainstheyfaceincludemoreworkassignedtofewerpeople,thefearthattheaxewillfallonthemnext.Manymayfeeltheymustnotcomplaineveniftheyfeeloverworked,undervaluedorunderpaid.So,whatcanemployersdotoboostmorale,wellnessandproductivity,especiallyintoughtimes?-Giveemployeesaclearpictureofwhatisexpectedofthem.-Showemployeesappreciationandestablishmonetaryrewardsforajobwelldone.-Sharesuccessesatworkwhenthingsgowell.(Evensmallcelebrationscontributetoteam-building.)-Matchtherightemployeetotherightjob.-Listentoothersatwork(inperson,notalwaysthroughe-mails).-Redistributeworkloadswisely,toavoidoverloadingoneperson.-Don'tisolatecertainemployees;invitethemtomeetings,giveinformation.-Showthatyouhavetrustinemployees'abilitiesbygivingthemcontrolovertheirownwork.(Havingasenseofcontroloverone'sworkhasbeenshowntobecriticaltoanemployee'swell-being.)ResearchfromtheAddictionandResearchFoundationinCanada(BestAdviceonStressRiskManagementintheWorkplace)hasshownthathighjobpressurewhereemployeeshavelittlejobcontrolmeansthatstressmanagementatworkisinorder.Inexpensiveprogramsonhealthandstresscanbedevelopedtohelppeoplec