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2019 αi优质职场“健康力”特别策划 | 职场社交

关注度:66 发布时间: 2020-01-09  来源:优质职场 分享

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作者:Christiane Eve Kelley 
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As strange as it might sound, an employee’s social life can be a determinate of their health. In fact, we’ve known this for a long time, according to a 1988 research study, social isolation can have negative effects comparable to obesity and smoking [1]. However, not only does social interaction keep employees healthy, it also keeps them working happy, as social butterflies in the office tend to have higher job satisfaction [2].

社交生活可以成为员工健康状况的决定因素之一,这听上去虽然有些奇怪,但事实上,我们早就知道这一点了,根据1988年的一项研究,社交孤立对健康产生的负面影响可以与肥胖和吸烟相比。而职场上的交流互动则能使员工保持健康,还能使他们工作开心。职场里特别活跃的员工,他们的工作满意度也常常会更高。

 


So, what are some ways to keep employees socially full? A 2017 study found that by spending just 1% of the payroll on employee recognition, a company was 79% more likely to see better financial results. Despite this, only around 14% of organizations provide managers with the means to do so [3].

那么,如何让员工在职场上有更多的互动呢?2017年的一项研究发现,将工资总额的1%用于员工认可项目,企业获得更好经济效益的可能性提升了79%。尽管如此,只有14%左右的组织为经理提供认可员工的方法。

 


Another way to increase social interaction among workers is to promote team-based work. To me, McDonald’s in China seems to be the best example of this. I noticed that each section of the store was color coded by the employee’s shirt; if an employee is wearing blue, they are behind the counter, if they’re in red they are working as delivery, if they wore purple, they were working the main area by cleaning or helping guests.

另一个可以增强员工互动的方法是促进团队合作。在我看来,麦当劳在中国的餐厅就是团队合作的最佳例子。我发现他们餐厅每块区域都可以用员工工作服的颜色来区分:穿蓝色工作服的员工在点餐台后面,穿红色工作服的员工是送餐员,穿紫色工作服的员工在主要区域做清洁工作或服务顾客。


This approach won’t work in an office environment, however. One way I thought of showing this was with employee key cards/identification cards. During office tours, it seemed every employee had their employee ID either hung on their neck or on their person in some fashion. A business could implement colored card holders to promote teamwork and inspire cross-departmental relationships.

但是,这种方式在办公室里没法实行。我想到的一种可以在办公室里实行的方法是利用员工的门卡/工牌。上班时间似乎每位员工都会把他们的工牌挂在脖子上或以某种形式挂在身上。企业可以用不同颜色的工牌来区分不同岗位的员工,以促进团队合作,鼓励跨部门协作。

 


Although WeChat is an extremely useful app, it also has drawn a heavy divide between worker and superior. Many foreign interns have complaints on how strange it is that their boss sends work through WeChat, despite being only three desks away. In most American offices, a floor manager almost primarily speaks to their workers in person, utilizing email for group information or to receive projects. Encourage workers and managers to speak face to face if both possible and convenient, as it gives the employees more interaction.

虽然微信是非常有用且便捷的应用,但它却在员工和上司之间划了一道很深的分界线。很多外籍实习生都抱怨,上司跟他们仅隔了三张桌子的距离,却通过微信来给他们指派工作任务,这真是很奇怪的事情。在美国大多数的办公室里,经理几乎都是与他的员工当面沟通的,而电子邮件则用于发送与团队相关的信息以及接收各种项目。若可行,鼓励员工与经理面对面沟通,这能促进员工与经理之间的互动。

 


If your business has a “healthy corner”, promote friendly competition with foosball tables or set a record on the cycling machine. Engaging with others can be used by companies in other ways than just keeping workers healthy.

如果你的公司有“健康角”,可以开展桌式足球友谊赛或在骑行机上设置健身记录。企业还可以采用其他方法让员工之间增强互动,而不只是为了使员工保持健康。

 


Every worker has a “Social Identity” within their company. This is how much a worker internalizes their membership in a company into their self-concept [4]. Essentially, a worker’s social identity refers to how much a worker feels like they fit in at a company. In two separate studies on SI at work, one study found that a strong social identity came with better physical and psychological health [4]. 【The other study】found that with strong social identity came higher job satisfaction, performance, extra role inclusion, and ratings of others [5]. It is important to work to your strengths, and by giving workers multiple choices for groupings, they are able to find their best fit with their own created social identity [6].

每个员工在企业里都有一个“社会身份”。这个身份可以显示员工在多大程度上将企业成员的身份内化到他们的自我概念中。本质上,一个员工的社会身份反映了他在企业里的适应程度。在单独的两项关于职场社会身份的研究中,一项研究发现,显著的社会身份能使员工身心更健康;另一项研究发现,显著的社会身份能带来更高的工作满意度和绩效,额外的工作投入,以及工作其他方面评分的提升。在工作中发挥所长是很重要的,在分组的时候给予员工多种选择,让他们可以按照自己创造的社会身份去找到最适合他们的组合。

 


A 2010 study conducted by researchers at the Wharton School at the University of Pennsylvania found that, in receiving gratitude from the director of annual giving for the school’s fundraising foundation, university employees were 50% more likely to donate [7].A company can make use of a higher-up’s gratitude towards their employees by using it at opportune moments. If a big project fails or there are cuts in the company, recognition from the boss can make a serious change in employee behavior and outlook. A company should be careful of how much they use this strategy, as too much use will dampen the effects. A company should pay attention to their employee’s social interactions if they want to maximize worker health, loyalty, and productivity.

宾夕法尼亚大学沃顿商学院2010年的一项研究发现,在收到学校筹款基金会年度捐赠项目主任的感谢后,学校员工捐赠的可能性提升了50%。企业可以在合适的时机,使用公司高层对员工的感谢。如果一个大项目失败了,或者企业有裁员,那么老板对员工的认可能使员工的行为以及员工对公司前景的看法产生重大转变。但企业要注意这个策略使用的次数,使用太多次会影响效果。如果企业想*大程度促进员工健康,提升员工忠诚度,提高生产力,那么就应重视员工在职场的社交互动。





References:

[1]  Gallop News Staff. “State of the American Workplace Report” Gallop News, Feb. 2017, https://news.gallup.com/reports/178514/state-american-workplace.aspx, Accessed 17 July 2019.

[2]  Grant, A.M, Gino, F. A Little Thanks Goes a Long Way: Explaining Why Gratitude Expressions Motivate Prosocial Behavior. Journal of Personality and Social Psychology. 2010; 98(6), 946-955. Doi: 10.1037/a0017935

[3]  House, J.S, Landis, K.R, Umberson, D. Social relationships and health. Science 29 Jul 1988; Vol. 241, 4865: 540-545. Doi: 10.1126/science.3399889

[4]  Lee E.S., Park T.Y., Koo B. Identifying organizational identification as a basis for attitudes and behaviors: A meta-analytic review. Psychol. Bull. 2015;141:1049–1080. doi: 10.1037/bul0000012.

[5]  Real Business Staff. “Three ways staff recognition can be used to improve wellbeing” Real Business UK, 20 Sept. 2017, https://realbusiness.co.uk/three-ways-staff-recognition-can-used-improve-wellbeing/, Accessed 17 July 2019.

[6]  Steffens N.K., Haslam S.A., Schuh S.C., Jetten J., van Dick R. A meta-analytic review of social identification and health in organizational contexts. Personal. Soc. Psychol. Rev. 2016 doi: 10.1177/1088868316656701.

[7]  Walsh, K., & Gordon, J. R. (2008). Creating an individual work identity. [Electronic version]. Retrieved 23 July 2019, from Cornell University, School of Hotel Administration site: http://scholarship.sha.cornell.edu/articles/582



- 我是健康小贴士 -
健康,就点我




审核:水青
编辑:零食工、涂喃
校稿:南云子
图片来源于网络



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