Chamber_ResourceGuide_ThompsonOkanagan_August9_2021

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SECTION 04 | WORKFORCE, WORKSPACE STRATEGY ESSENTIALS
Managing COVID-19 Stress, Anxiety and Depression (BC Ministry of Mental
Health and Addictions) – A simple one-pager with tips and resources on
things we can do as individuals and collectively to deal with stress and
support one another during these challenging times.
The Canadian Mental Health Association hosts a Mental Health Check-In Self
Assessment.
Taking Care of Your Mental Health (COVID-19) (Public Health Agency of
Canada) – Tips and resources for taking care of your mental health.
The BC Municipal Safety Association has released a free psychological
support toolkit for workers and employers.
WorkSafeBC’s website includes extensive, detailed and comprehensive
information and resources. Visit the site for the latest information on health
and safety, industry-specific information and claims provisions for workers
and employers. See the Paid Sick Leave Reimbursment Program.
Your organization is grieving—here’s how you can help (McKinsey &
Company) Responsive leaders need to bring the mourning process forward
in their organizational culture—and in their own leadership approach.
Before and even more so during this pandemic, workforce stress and anxiety
are most strongly linked to two things: “my job” and “my manager.” Gallup
has defined five elements of wellbeing which drive worker performance and
health:
1. Career wellbeing: Does your worker like what they do every day?
2. Social wellbeing: Does your worker have meaningful friendships in their life?
3. Financial wellbeing: Does your worker manage their money well?
4. Physical wellbeing: Does your worker have energy to get things done?
5. Community wellbeing: Does your worker like where they live?
Two factors are pivotal in businesses developing effective workplace
practices and cultures, worker wellbeing and thriving work performance:
meaningful engagement of workers; and quality of leadership and
management. To what extent does your business have great management?
1. Our workers know what is expected of them at work.
2. Our workers have the materials and equipment needed to do their work right.
3. Our workers have the opportunity to do what they do best at work every day.
4. In the last 7 days, our workers have received recognition or praise for doing
good work.
5. Our workers feel their supervisor or someone at work seems to care about
them as a person.
6. Our workers feel there is someone at work who encourages their development.
7. Our workers feel at work their opinions seem to count.
8. The mission or purpose of our organization makes our workers feel their job is
important.
9. Our workers have associates or fellow workers who are committed to doing
quality work.
10. Our workers have one or more good friends at work.
11. In the last 6 months, someone at work has talked to our workers about their
progress.
12. This last year, our workers have had opportunities at work to learn and grow.
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While this self-rating is adapted from Gallup publication in 2019, more recent
research indicates worker engagement and these indicators are more
important than ever since experiencing the pandemic, and will be equally
important moving through recovery.
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A THOMPSON | OKANAGAN RESOURCE GUIDE FOR SMALL BUSINESS RESILIENCY | Copyright © 2021 – BC Chamber of Commerce
Top Photo: Okanagan Lake, Kelowna