When the weather is hot then work attire naturally accommodates. There are other factors that change, too, when weather changes. Climate influences behaviors including the type of outdoor activities and also moodiness. Much as everyone benefits from being prepared for weather adversities, businesses are learning the climate of the workplace is somewhat similar.
Benchmarking tools unify a preparedness for what is to come. Employee’s also become more aware when engaged in benchmarking. It is a tool to become the vision, protect quality of work, and support healthy behaviors.
Benchmarking is similar to becoming prepared for weather conditions. Fahrenheit, barometer, humidity, wind velocity are evidence-based measurements. Consequently, the reward is clarity. As a result, behaviors change or reward the becoming phase.
Another is asset protection because humans, buildings, and land are valuable.
Evidence-based measurements of being and doing prepare employees to becoming productive assets.
In conclusion, benchmarking is one process to becoming transformative and tolerant of adverse behaviors.
Assessments, questionnaires, and surveys are three forms used to measure employee autonomy and workplace culture. Yet, refrain from choosing which type of measurement first. Rather ask, “what does our organization want to become?“
Safeway wanted to become an organization of healthy behaviors. So, they benchmarked employee health care premiums. Over five years Safeway’s behavior standards reduced premiums by $2,080 per family (Torinus p158).
Another example is Proctor and Gamble since revealing they are becoming an EQ efficient culture.
Hire professionals skilled to interpret, forecast, and articulate behavior standards following benchmarking. As a result, clarity accurately guides your culture to becoming that desired organizational standard.
Quality work life
Measuring being and doing attitudes also identifies the degree of tolerance and areas in need of transformation.
Quality of work life measurements identify stress and time variables that result in productivity output.
Especially relevant is generational social tolerance. One common social language is the physical workplace. Either open or closed work spaces are currently up for debate. Most noteworthy to generational social tolerance is the National Academies of Sciences Engineering Medicine. They are defining factors.
More credible quality of work life measurements:
- Healthy Workplace All Employee Survey
- CDC’s Division of Nutrition, Physical Activity, and Obesity
- Quality of Worklife Questionnaire
Another evidence-based practice is Health Score Cards. Awareness of health factors are relevant to effective management of productivity, technology and work space use.
Additionally, health prevention initiates behavioral standard transformation.
These Health Score Cards transform employee health, wellness, and productivity:
- Focus Group for the Workplace Health and Safety
- CDC Health Score Card
- Harvard Health Score Card
- Hero Health Score Card
A unified corporate culture asks, “what makes our workplace unique from the others?”
Workplaces with the response, “We statistically know we’re getting better each year,” are becoming a unified workforce.
The Doing, Being, Becoming Model is one of many occupational therapy frameworks that guides corporate wellness practice. So, sign up here to be the first to receive strategies by email. Our team publishes an average of 25 posts throughout each year.