In this blog series surrounding the Surgeon General’s Framework，我们将逐一分析职场心理健康的五大要素 & 福祉，以及在工作场所实施这些建议的方法.
To read our recommendations on other essentials here:
- Essential 1: Protection from Harm
- Essential 2: Community and Connection
ESSENTIAL 3: WORK-LIFE HARMONY
下一个福利要素是确保员工在工作场所能像“人”一样. We all have lives outside of work, and to maintain a balance between those lives and work, 员工需要空间和保证，各级领导都支持这种平衡. 这可以通过多种方式表现出来，这取决于组织的构成.
According to the Surgeon General’s report, 有四个主要组成部分支持这个基本. 为了实现这种平衡与和谐，这些元素必须存在:
- Provide more autonomy over how work is done.
- Make schedules as flexible and predictable as possible.
- Increase access to paid leave.
- Respect boundaries between work and non-work time.
那么，我们如何在工作场所开始努力或加强这些因素呢? Let’s break it down.
在你的工作场所实施的方法-基本3 -工作与生活的和谐
The likelihood of your organization adapting to remote work, or at the very least, a hybrid work schedule is probably very high. 然而，灵活的工作时间表并不总是等同于自主权. Autonomy is having choices, your own options, 这必须超越你实际开展工作的地点.
Dos and Don’ts to Consider:
- Don’t constantly follow up with your employees or colleagues. 如果他们致力于某件事，给他们一个实现目标的机会. 克服多次状态更新的需求(但要认识到偶尔会有例外).
- Do 预测对持续沟通的需求，并建立一个系统. 利用你所拥有的任何工具或沟通渠道，为你的团队工作(团队), Slack, a shared intranet site, for example).
- Do provide options when possible. 给予他人多角度思考的能力, and then respect their decisions.
It is possible to have both. 通过实施一个深思熟虑的指导方针和期望框架, 组织可以授权他们的员工有效地在灵活性和可预测性之间找到微妙的平衡. 这种方法不仅鼓励更大的自主权，也为员工提供了稳定性.
Dos and Don’ts to Consider:
- Do 选择特定的日期和时间，让团队中的每个人都可以参加定期会议.
- Do 在最后一分钟的会议发布之前，引入需要特定时间框架和标准的标准.
- Don’t assume change is not possible. 看看影响日常日程安排的团队流程和工作流程，并考虑压缩或简化活动或行动.
带薪休假为员工提供了生病时休假的机会, need to attend to personal matters, or require a break from work-related stress. This helps maintain their physical and mental health, reducing burnout and improving overall well-being.
那么我们如何确保我们的员工有足够的机会离开呢? 当我们发现自己对政策缺乏影响力时，就有必要改变我们的观点. 与其纠结于我们无法控制的事情，不如关注我们能控制的事情. 相信我们能有所作为是取得成果的关键. 重要的是要记住，改变可能不会立即发生, 但是，表达我们的想法，成为别人可以信任的可靠的团队成员，是有重要价值的.
Dos and Don’ts to Consider:
- Do your research. Look at the pros and cons of your organizational policies. 想想如何改进，为什么要改进.
- Do provide feedback to your manager and HR department. 主动与政策监管人员交谈. 提供组织特定的例子和理由来验证你的研究.
- Do your best to help and support employees and colleagues. 无论是报道、合作、动机，还是简单的好话. Be the support you would want to receive.
- Don’t assume change is not possible.
尊重工作时间和非工作时间之间的界限对于保持个人福祉和整体生产力至关重要. In today’s hyper-connected world, 职业生活和个人生活之间的界限变得越来越模糊, which can lead to burnout, stress, and a diminished quality of life. 当个人能够建立和维护这些界限, they create a healthier work-life balance, enabling them to recharge, spend quality time with loved ones, pursue personal interests, and prioritize self-care. This, in turn, 当员工重返工作岗位时，他们会更投入、更有动力, as they are better equipped to focus, make sound decisions, and contribute effectively to their organizations. 然而，如果你不付诸行动，话语很快就会失去意义.
Dos and Don’ts to Consider:
- Don’t text or email after hours, 除非是针对某个明确界限的特定员工或团队. 从字里行间也要读懂，仅仅因为你听到“很好”并不意味着它总是很好.
- Don’t respond if receiving a text or email after hours. Set your It is ok to prioritize your life outside of work. There is no shame or apology needed. 在合理的时间内不要回复，这样就可以使用你的声音了.
- Do 避免在周五下午4:30或(插入另一个荒谬的时间框架)向员工或同事发送请求。. Unless it is truly urgent, it can wait. Worried you’ll forget? You can draft the email, but schedule it to send on Monday.
- Do 问问你的员工和队友，他们的压力是什么! 只是谈论它有助于你更透明地了解什么对你有用.
In Conclusion
我们都可以做一些小事来支持彼此的工作和生活和谐, 最重要的是，这些努力有助于培养一种同理心和体贴的文化. 关心他人的时间、精力和能力，专注于重要的事情.
工作中总会有重要的会议、任务或一般的“事情”需要完成. But if employees know they can walk away for a few minutes, shut down, unplug, and say “good evening/night” or “see you tomorrow”, 这使得处理那些高优先级的事情变得容易得多. That is the balance in action.
Moreover, 对于那些担任领导角色或有能力提高福利和政策的人, 在为你的团队创造一个更和谐的工作365买球方面，这是值得思考的深刻影响. 评估潜在的改进和调整表明了对员工福祉的承诺. 在这方面付出努力的价值将是无价的.
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