Shaming fear is squandering one’s ability to thrive. Fear is common. How do you and your culture use it?
An atmosphere the supports the wellbeing of their employees and their families allows fear into the workplace. This act is endorsed by the Equal Employment Opportunity Commission and Americans with Disabilities Act. Healthy initiatives breaks down lifestyle and disease barriers where fear presents itself. Addressing the need of how individuals problem-solve begins with how they are solving their own life issues.
According to existing research a culture that invests in health and wellbeing knowledge-sharing has improved employee engagement. That affirms James’ adventurous story to overcome his fear.
The same research cited telecommuters as a more disciplined group to engage. The question is are they engaging in healthy resources? Who is facilitating directives that reduce injury, fatigue, or unhealthy coping mechanisms?
Onsite and virtual skilled health and wellbeing professionals trained to identify employee performance barriers, like fear, may facilitate value-driven results. Addressing workplace environment factors is also important. The Well Living Lab is one resource promoting this need.
When considering wellbeing services consider both onsite employees and telecommuters. A skilled support system that includes person, task, and environment is one that offers a holistic perspective. Emotions, like fear, are a significant part of lifestyle and disease management. An empathetic support system uses personalized creative strategies over rigid rules and procedures that may come with wellness programs.
Emotional variables are tied into the surrounding variables. Todd Kashdan eloquently points this out in his recent Medium post Why We Need More Science and Less Speculation on Fear, Sadness, and Happiness.
Using a service that identifies the uniqueness of each individual may facilitate the needs and performance objectives in diverse work spaces. How does your workplace support expressions of fear?