Being a Mindful Employee — How to? Is there a training?
It is like you are aware of something, but still uncertain of small actions you can take in your daily life to contribute to the greater good.
Tiny hinges swing big doors.
To answer the question of what you can do today, right now, to being a mindful employee, and contribute to a psychologically health and safe workplace, Being a Mindful Employee through CCOHS (Canadian Centre for Occupational Health and Safety) and the Mental Health Commission of Canada is the answer. This is a free online training, link.
Shared accountability is a wonderful occurrence, and the actions below from the Mental Health Commission of Canada show how an employee can exercise their accountability for each of the 13 psychosocial risk factors in the National Standard.
Organizational Culture — try to be understanding of co-workers’ concerns. Consider how your behaviour could impact the psychological health and safety of your colleagues.
Psychological and Social Support — if you notice someone is struggling, take time to approach them.
Clear Leadership and Expectations — ensure you understand what is being asked of you by maintaining good two-way communication. Strive to clarify any issues that arise.
Civility and Respect — show esteem, care and consideration. Respect the perspective of others. Acknowledge each person’s dignity.
Growth and Development — be proactive and seek out opportunities to improve your skills and competence.
Involvement and Influence — share your opinion when asked. Offer alternatives and solutions in a way that respects the ideas and opinions of others.
Recognition and Reward — take the time to recognize and appreciate others for their efforts and contributions.
Balance — engage in open communication with your supervisor, family and friends to help manage the balance between work and personal demands.
Workload Management — create a workplace plan to discuss with your manager or supervisor.
Engagement — make a reasonable effort to get involved in events or activities taking place in your workplace.
Psychological Demands — make a list of demands that may require additional support and discuss with your supervisor. Seek out guidance from someone who has learned to manage similar demands.
Psychological Protection — speak up when your witness violent, aggressive, or inappropriate behaviours or actions.
Protection of Physical Safety — ensure that management is made aware of any hazards.
To reiterate, all content sourced from CCOHS and The Mental Health Commission of Canada.
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Nathan Kolar, www.reachworldwide.ca
