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Workplace Ergonomics and Employee Well-Being

Onyeka Omose • Jul 31, 2023

Why are workplace ergonomics are essential in creating a positive work culture?

Companies that prioritize employee well-being and create a safe and supportive work environment experience higher levels of productivity and efficiency (Silva et al., 2021). The positive impact of workplace ergonomics and employee well-being is evident in several key areas. Employees who feel physically and mentally supported in their work environments are more likely to be engaged and motivated, leading to increased output and quality of work. Studies have shown that a positive workplace environment that focuses on ergonomics and employee well-being can reduce absenteeism rates.

By addressing factors such as workstation design, ergonomics, and employee health and wellness programs, organizations can minimize the risk of work-related injuries and illnesses, thus reducing the number of sick days taken by employees. Neglecting workplace ergonomics and employee well-being can result in a range of negative consequences. These issues can lead to increased absenteeism, as employees may need to take time off to address their health concerns. This can result in decreased productivity and increased turnover risk.


Employees who work in uncomfortable and non-ergonomic workstations may experience physical discomfort, leading to decreased efficiency and productivity. Poor ergonomics can result in musculoskeletal disorders and chronic pain, which can significantly impact employee well-being and quality of life.


Neglecting employee well-being can have detrimental effects on morale and job satisfaction.
Employees who feel unsupported in their work environments may feel undervalued and less motivated to perform at their best. Employees who are not provided with a supportive work environment may seek employment elsewhere, resulting in a higher turnover rate and increased recruitment and training costs for the organization.


Neglecting workplace ergonomics and employee well-being can also have a negative impact on the company's reputation. Customers and clients may perceive an organization that neglects employee well-being as a company that does not prioritize the health and safety of its workforce. This can lead to a loss of trust and credibility in the eyes of stakeholders, potentially impacting on the organization's ability to attract and retain both customers and top talent.


Take A Step
Act today by having an employee pulse check to assess the current state of workplace ergonomics and employee well-being. Identify areas where improvements can be made, such as providing ergonomic equipment and training, implementing flexible work schedules, and promoting a supportive and inclusive work environment.


Implementing these changes can help create a positive work culture that values and supports the health and well-being of employees. Prioritizing workplace ergonomics and employee well-being can have numerous positive impacts, such as reducing absenteeism rates, improving productivity, and boosting employee morale and job satisfaction. By actively contributing to workplace ergonomics, organizations can reap the benefits of a productive and engaged workforce, as well as enhance their reputation as an employer of choice.


References

Silva, A. M. S. L. E., Costa, J. A. V., & De-Almeida, F. S. E. S.. (2021, January 1). Common mental disorders in prison workers. https://scite.ai/reports/10.47626/1679-4435-2021-613

Mid-Year Business Update

By Greer Campbell • 04 Sep, 2024
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024
Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.
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