1. Establish a cultural atmosphere of respecting employees.
As mentioned above, employee health management is rooted in the "people-oriented" corporate culture. Therefore, the implementation of employee health management must start with corporate culture. First of all, enterprises should establish a humanized management concept, create a cultural atmosphere of respecting and attaching importance to employees, and shape a "people-oriented" corporate image. Secondly, in the specific management practice, we should implement flexible management and caring management, listen to employees' needs, help employees make progress, let employees participate in decision-making, and let employees truly experience the feeling of being respected and find a sense of belonging.
2. Create a comfortable working environment
A comfortable working environment is conducive to physical and mental health, but also conducive to mobilizing the enthusiasm of employees and giving play to their creativity. For example, optimize the working environment from the aspects of space, decoration, light and cleanliness to provide employees with a comfortable office environment; For some boring repetitive work, we can relieve stress and adjust mood by intermittent practice and playing background music. In this regard, Google's approach may be worth learning. Google is headquartered in the beautiful mountain view, California. The design of the office building is unique, and employees use scooters to travel to and from different workplaces. In order to meet the leisure needs of employees, Google has specially built a unique rest area; In order to meet the individual needs of employees, Google pays the budget for employees to decorate their offices, and so on.
3. Improve the incentive and communication mechanism of enterprises.
By improving the incentive and communication mechanism of enterprises, we can solve the worries of employees and clear away the obstacles to their healthy development. Pay attention to the personal development of employees, provide broad development space, improve career promotion channels and give employees motivation and hope; Provide competitive salary and reward system to motivate employees to move forward in a positive and healthy direction. At the same time, establish smooth communication channels, so that employees and superiors can have equal dialogue, exchange information and exchange ideas. Actively organize various forms of cultural and sports activities, relieve work pressure, enhance emotional communication between employees and improve team cohesion.
4. Set posts related to employee health management.
Strengthen the input of human resources, set up posts related to employee health management, and be responsible for the management and supervision of employee health. For example, in 2008, Huawei set up a chief employee health and safety officer for the first time to further improve employee protection and occupational health plans. In addition, Huawei has set up a health guidance center to standardize the health standards and disease prevention of employees in catering, drinking water and office, and provide health and psychological counseling. Some Fortune 500 companies, such as General Electric and Dow Chemical, have also set up health consultant positions in Asia-Pacific or China to manage and supervise employees' physical and mental health.
5. Implement EAP plan
EAP(Employee Assistance Program), namely "Employee Assistance Program", is a set of systematic services provided by organizations for employees. Through professionals, we provide employees with services such as diagnosis, consultation, consultation and training, solve various psychological and behavioral problems of employees, and improve their work performance in the organization. EAP mainly includes three aspects: primary prevention, secondary prevention and tertiary prevention. Its function is to eliminate the source of induced problems, and provide education and training and psychological counseling for employees. It is understood that a considerable number of enterprises in the world's top 500 enterprises have established EAP. Many foreign companies, especially IT companies, such as Hewlett-Packard, Motorola, Cisco, Nokia, Ericsson, Coca-Cola, DuPont and Procter & Gamble, have started EAP projects in China. Many local enterprises, such as Lenovo Group and Chongqing Mobile, have also recognized the importance of employee health management and introduced EAP projects in succession.