#HR #RRHH Making love and making personal #branding #leadership

Workplace expectations have changed drastically in recent years. Quite rightly, employees are increasingly looking for a working environment where they can not only thrive, but also be themselves. And businesses are starting to take heed. That’s because businesses should know that supporting their people in all of their endeavours, helping them to be true to themselves and fulfil their ambitions, is vital if they want to ensure their workforce is both happier and ultimately more productive. 

Reading a feature on neuroscience recently I came across an unfamiliar concept - emotional contagion. It turns out to be a great example of how what we are learning in new fields of research has a resonance for how we think about the world of work.

One of the biggest barriers to managing mental health problems in the workplace is the reluctance of staff to raise concerns. Kathryn Austin, chief people officer at Pizza Hut Restaurants, outlines what the business is doing to tackle the stigma.

In innumerable conversations I’ve had with people interested in employee wellbeing, there’s one question that comes up time and again...

Why hasn’t wellbeing captured the boardroom?

Why, they ask, hasn’t it made the breakthrough as effectively as employee engagement? Instead it appears to be stuck in HR, something soft and cuddly, nice to have - but not taken very seriously by more hardnosed parts of the business.

The argument really ought to be over, they say; after all, the data is there - the positive impact on engagement, the links to performance and productivity, ROI  – so why aren’t business leaders listening?