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Best Work-From-Home Companies 2022
Every year, PowerToFly creates a list of the best work-from-home companies. Now that over half of the U.S. workforce is remote, compiling that list was a bit more challenging.
This year, we prioritized selecting companies that are remote-friendly—meaning they have both remote and in-person roles—but they have made long-term commitments to hiring and supporting employees who choose to work from home; and we think they have the perks, values, and organizational framework to allow all employees to flourish in their careers, regardless of location.
Keep reading to see our top 15 work-from-home companies for 2022, along with a description of what they do, why we like them, and who they’re looking for.
PowerToFly's Best Work-From-Home Companies 2022:
Bumble—Create a world where all relationships are healthy and equitable
What they do:
Bumble is the parent company that operates Badoo and Bumble, two of the world’s largest dating and connection apps with millions of users globally.
Why we like them:
“We’re a diverse and international bunch, with over 600 employees working across four key offices in Austin, London, Moscow and Barcelona. We also have employees working in other parts of the world too, including Germany, Australia, Mexico and India.”
They believe the best way to create a more equitable and healthy world is by starting within. Uber offers a highly competitive benefits package with benefits that are designed to support you in your health and wellbeing, financial wellbeing, happiness, community, and learning and development.
Who they’re looking for:
Product Designers, Developers, Partnership Directors, and more!
Audible—Listen more
What they do:
Audible is an online audiobook and podcast service that allows users to purchase and stream audiobooks and other forms of spoken word content.
Why we like them:
“Audible's People Principles celebrate who we are and where we've been, and guide the way we work shoulder to shoulder to enhance the lives of our millions of customers.” This company offers exciting benefits include wellness reimbursement, fertility coverage, and childcare benefits.
Some of their other benefits include:
- Health: Dental and vision plans, life insurance, and the medical plan options that suit individual needs.
- Savings: Plan for your future with employer-matched savings accounts.
- Stock: We grant our employees Amazon restricted stock units, because we want them to think and act like owners.
- Time off: We love what we do but everyone needs the opportunity to hit the refresh button. Take advantage of vacation days, sick days, and personal days to rejuvenate.
- Social: From tickets to local events and exciting company-sponsored events, regular outings and team-building events foster our spirit of collaboration.
- Amazon discount: As part of the Amazon family, Audible employees are entitled to a discount on products on Amazon.
- Fitness: Discounted sports clubs or fitness reimbursements.
Who they’re looking for:
Software Engineers, Director of People Analytics, Strategic Advisors, and more!
ServiceNow—Making the world of work, work better for people
What they do:
ServiceNow is a cloud computing platform that delivers digital workflows that create great experiences and unlock productivity.
Why we like them:
“We strive for a fair system of opportunity and treatment for all. Competitive health, wellness benefits, zero-tolerance for any kind of discrimination, and protection from social stigmas such as mental health are core to our values and beliefs.”
Who they’re looking for:
Accounting Managers, Sales Representatives, Product Managers, and more!
OfferUp—Buy. Sell. Simple.
What they do:
OfferUp the largest mobile marketplace for local buyers and sellers in the U.S., that offers iOS and Android apps that make selling an item as easy as snapping a picture from your mobile device.
Why we like them:
“We’re a diverse team with diverse passions and skills, but we’re united by a shared commitment to helping people accomplish their goals through the power of peer-to-peer commerce.
Our company culture makes us unique. At the best companies in the world, work and life aren’t just balanced, they’re blended. Team outings, virtual celebrations and lunch-n-learns, informal gatherings, and family events keep our neighborly culture strong. We’re a diverse team with diverse passions and skills, but we’re united by a shared commitment to helping people accomplish their goals through the power of peer-to-peer commerce.”
Who they’re looking for:
Chief Technology Officer, Content Writers, Business Operations Analyst, and more!
Work & Co—Digital product design and development
What they do:
Work & Co is a digital product agency that defines and launches digital experiences people love using every day.
Why we like them:
Some of their benefits include:
- Zero Timesheets or expense reports
- 18 weeks paid parental leave
- 100% health, dental, vision coverage (they also pay your entire monthly premium and cover 70% for spouses, partners, and dependents)
- Nonelective 3% match (they contribute to every person’s retirement account regardless of their own contribution)
Who they’re looking for:
Designers, Technology Directors, Marketing and Communication Leads, and more!
Relativity—Organize data, discover the truth, and act on it
What they do:
“We create intuitive software that helps law firms, government agencies, financial institutions and other major corporations quickly find the truth in data.”
Why we like them:
Relativity's software helps users organize data and quickly identify key issues during litigation, internal investigations, and compliance projects. They offer their employees great benefits like:
- Competitive healthcare, dental, vision, life insurance, and disability plans
- Hybrid work model: In-office once we re-open, fully remote, or a mixture of both
- Unlimited Time off
- 401k matching
- 12 weeks of 100% paid leave for the primary caregiver and 6 weeks of 100% paid leave for the secondary caregiver
- 2 week-long company breaks in the winter and summer
- Wellness perks such as virtual yoga classes, financial wellness sessions, access to meditation apps, etc.
Who they’re looking for:
Software Engineers, Marketing Managers, Customer Success Managers, and more!
GoTo—We live the work-from-anywhere life, too
What they do:
GoTo provides the most-comprehensive, secure, and flexible suite of products to help businesses embrace remote work, learning and customer engagement.
Why we like them:
“For bold and creative individuals, LogMeIn provides limitless growth opportunities. We hire extraordinary talent who continually seek opportunities to tackle challenges. We pride ourselves on an inclusive culture and collaborative spirit. Speaking up and listening to others is not just encouraged here, but expected.
We thrive together and champion each other’s successes, providing our employees with rich experiences to help them develop resiliency and skills; positioning them to grow into future roles either inside or outside GoTo.”
Who they’re looking for:
Technical Writers, Global Markets, Compliance Leads, and more!
Autodesk—We make software for people who make things
What they do:
Autodesk is a global leader in design and technology.
Why we like them:
“At Autodesk, we believe flexibility in where and how work gets done will better enable our people to thrive and realize their potential. While most roles may be required to be in the office, we also have roles that are home-based, and hybrid. From implementing virtual learning platforms to promote personal/professional development, to virtual marathons, DIY craft kits, scavenger hunts to virtual wine tasting and everything in between – we’re doing our best to champion for a workplace culture that spanning boundaries and borders. That’s #Autodesklife.”
Who they’re looking for:
Engineers, UX Designers, Business Analysts, and more!
Veracode—Keeping your business confidently secure
What they do:
Veracode delivers the application security solutions and services today’s software-driven world requires.
Why we like them:
“Veracoders are dedicated to creating a world where the software fueling our economic growth and solving some of society's greatest challenges is developed secure from the start.”
Here are some great reasons to join Veracode:
- PEOPLE & TEAM: Veracoders help their peers grow, achieve, and see the best in themselves.
- CHALLENGING & INTERESTING WORK: Veracoders are passionate about solving one of the most important challenges facing our digital world, securing the software changing our world.
- INDUSTRY-LEADING TECHNOLOGIES: We are the pioneer in the AppSec market and a continued leader in secure development innovations
Who they’re looking for:
Sales Leads, Talent Acquisition Partners, Product Managers, and more!
Unstoppable Domains—Building decentralized digital identities for the world
What they do:
Unstoppable Domains brings user-controlled identity to 3 billion+ internet users by issuing domain names on the blockchain.
Why we like them:
“Unstoppable Domains’ remote, international team is made up of a wide range of diverse experiences, languages, cultures, nationalities and backgrounds. We are proud to be an inclusive employer with team members in over 18 countries.”
They’ve also offer benefits:
- Equity in the company
- Annual work from home stipend
- Crypto education program
- Full medical, dental and vision coverage
Who they’re looking for:
Art Directors, Community Managers, Growth Marketers, and more!
Helm—A team of scientists, designers, engineers, and campaigners
What they do:
Helm is building a data and technology platform for organizers and issue advocates.
Why we like them:
“We are assembling a team who understands, shares values with, learns alongside, and stands with the people who are doing the work to change the nation. We are seeking team members who want to see a more equitable future in their lifetime, and who have the passion and skills to help us get there.”
They’ve also got incredible benefits like:
- Comprehensive health plans
- Unlimited PTO
- Paid parental leave
- Paid volunteer time
- 401K
- Stipend to enhance your home office
Who they’re looking for:
DevOps Engineers, Account Managers, Customer Support Analysts, and more!
Lattice—Making work meaningful
What they do:
Lattice is the people management platform that empowers people leaders to build engaged, high-performing teams that love coming to work.
Why we like them:
“We’re growing extremely quickly, hitting all of our financial targets for the last 2 years. We also have a negative net retention rate, meaning customers are staying and growing with us.”
They’ve also got incredible benefits like:
- 401(k) package
- Maternity & Paternity leave
- Medical / Dental / Vision insurance
- Flexible equity terms
- Commuter benefits
- Learning & Development reimbursement
- Flexible time off
Who they’re looking for:
UX Writers, Account Executives, Program Managers, and more!
MongoDB—Build faster. Build smarter.
What they do:
MongoDB transforms industries and empowers developers to build amazing apps that people use every day.
Why we like them:
At MongoDB, you can grow your career in the direction that you want it to, gain new skills, experiences, and relationships that will stay with you forever.
Some of their stand-out benefits include:
- Mental health counseling and resources, and complimentary Headspace (meditation app) access
- Rich health insurance coverage, including Transgender-inclusive coverage
- Fertility and adoption financial assistance
- 20 weeks of fully paid gender-neutral parental leave, parental counseling for new parents, and flexible work arrangements
- 4 weeks of emergency care leave
- Global and internal mobility opportunities
- Equity and Employee Stock Purchase Program
Who they’re looking for:
Sales and Technical Recruiters, Product Designers, Engineers, and more!
Uber—Move the way you want
What they do:
Uber is a mobility service provider that constantly reimagines how we can move better.
Why we like them:
“We welcome people from all backgrounds who seek the opportunity to help build a future where everyone and everything can move independently. We publicly support policies that drive diversity and inclusion in the countries where we operate so that people everywhere have the right to live, work, and be their authentic selves.”
They’ve also got incredible benefits like:
- Unlimited PTO policy
- Maternity and parental leave
- Monthly Uber credits
- Medical, dental and vision coverage
Who they’re looking for:
Marketing Leads, Account Representatives, Operations Specialists, and more!
Guru—Organize company information and access it anywhere
What they do:
Guru reinvents the way people connect with meaningful information at work by providing customer-facing teams access to expert-verified information where they work and when they need it most.
Why we like them:
“At Guru, our core values bind us together, influence how we work.”
They’ve got incredible benefits like:
- Competitive salary
- Employee Stock Option Plan
- Generous health and commuter benefits
- Dog Friendly Office
- 401k Program
- The chance to contribute to an upbeat, fully engaged culture
Who they’re looking for:
Marketing Leads, Sales Development Representatives, Web Designers, and more!
Don't see what you're looking for? Check out a fill list of 5,000+ open remote roles here!
CULTURE IN THE TIME OF COVID-19
Below is an article originally written by Tatum Bass, and published on January 20, 2021. Go to Collective Insight's page on Powertofly to see their open positions and learn more.
Culture in the Time of Covid-19
When I began writing this entry on culture in the time of Covid-19, I initially had a doom and gloom outlook on the future of organizational culture. However, through deeper insight and conversations with colleagues and clients, I realized that the pandemic has instead provided an opportunity for companies. This time and the challenges brought with it have provided organizations a cultural diagnostic in and of itself. The measures companies have taken to address Covid-19 put a microscope on culture that exposes things more visibly than ever before. Think about how you have defined your culture and look back at the past year. Is your organization’s definition of culture still reflected in your workforce?
In our model of organizational culture at Collective Insights, culture is an interconnected system of elements that carry the instructions for company growth, development, and day-to-day functioning. Of the six elements, place is a key component of the system, and place has been substantially altered for most of us since March. “Place” is the geography, architecture, aesthetic design, and physical location of your organization that inherently impacts the values and behaviors of people in your workplace. However, our new “workplace” during the pandemic is within the confines of an individual’s home or a transformed space that adheres to the restrictions of Covid-19. It is no longer the shared, in-person location we traditionally identified as the work-“place”. Since organizational culture is an interconnected system of elements, this dramatic shift in place puts significant strain on the five other elements:
- Behaviors – those actions that the company encourages, discourages, accepts, or rejects
- People – the individuals we work with, hire, and retain
- Values – a set of beliefs held by the company that explicitly define expected behaviors for how work is done
- Purpose – the company’s “reason-for-being”
- Stories – those narratives shared and passed down by employees
When nurtured the right way, these elements can align successfully with your strategy to create a powerful combination. Right now, all companies have had to develop strategies to deal with the operational, financial, and human capital (e.g. employee fatigue) strains that have arisen due to the pandemic. In concert, leadership is faced with the stark reality of whether or not their Covid-19 strategy is consistent with the values and purpose of their company culture.
Make a deliberate effort to focus on your company’s purpose and values. Do your current actions and decisions align with your purpose and values?
Consider if leadership decisions and actions, especially in handling the impact of the pandemic, reflect the purpose and values that define your company’s culture. Is your company doing what it says it believes in? Are leadership behaviors, especially in decision making, reflecting what they say their culture stands for?
Have there been actions or decisions that conflict with your organization’s purpose and values?
If so, how can you address these contradictions in leadership behaviors and the impact such actions have had on the “current” culture (i.e. cultural climate) in comparison to the culture the company says it upholds? This is key to prevent lost trust from your employees and customers.
How can leadership avoid making these contradictions in future decisions and actions?
If you cannot avoid these contradictory decisions to keep your business operating, then address each decision with upfront communications that incorporate the language, tone, and spirit of your culture and values.
Show empathy, transparency, and awareness of the conflicts. Bring your customers and employees along the journey with you, to help them see why leadership had to make the difficult decisions they did, and hopefully maintain (or even grow) their trust in your organization along the way.
Leaders should act as “advocates” of your company values and exhibit these in their communications and actions as frequently and consistently as possible.
What is the story being imprinted on the “organizational mind” of your company right now? Is it the narrative you want to be shared and passed down in the coming years?
Write the story taking place right now the way you want it to be remembered. There is no doubt this moment in time, and the way it is handled, will be personally remembered for years to come. This 2020 narrative will be imprinted on the “organizational mind” forever – passed down by current, previous, and potential employees and customers.
How are employees interacting in this new virtual environment? Are new mediums and cadences being put in place, and do they effectively bring your culture and values to life?
Redesign your company’s “socialization process” to take advantage of the current all-virtual environment. Bring employees together from across the organizational hierarchy to talk about the culture, what is going well and not well, so they are able to get to truly know colleagues from across the company. This redesign facilitates exposure to a wider, more varied set of experiences in understanding your company.
Research has shown that culture is more about shared values – making sure all employees believe they share the same organizational culture – than physical artifacts and place. All-remote companies argue that their model is more effective in communicating and facilitating shared values across the organization than in the in-person model, claiming how seldom a coincidental watercooler chat will occur between individuals on another floor or building.
In closing…
This year and all of the challenges brought with it have put the magnifying glass on leadership action and the culture that is truly being upheld within organizations. Use this time to reflect on your organization and better understand how your culture manifests itself within the workforce. For instance, if your organization claims to foster collaboration and initiatives, and you see ad hoc teams popping up, then your people and their behaviors are reflecting the values defined within your culture. However, if you see aspects of your people, stories and behaviors that do not reflect your organization’s definition of culture, it is time to reevaluate and take serious consideration of if and how your culture is being upheld during this shift in environment and working conditions.
Consider, if the challenge is maintaining your current company culture in this new normal or if the challenge is tweaking, or even reinventing, your culture to meet the new normal. If you are a leader, use the guide above to steer through the evaluation and solutioning process. If you are a current or prospective employee, use this guide to assess the organization’s handling of culture in one of the most challenging times in our history. You decide if their approach aligns with the values, purpose, and stories written on the walls, website, and employee handbook purported by the leadership and company itself.
Careers in Web Development: Which One's For You?
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
Think of front-end development as the décor of a house. The color scheme, furniture, manicured lawns, and overall aesthetic. In terms of a website, front-end development is laser-focused on the appearance of a website and its presentation on different devices. If you’re considering a role in front-end development, it’s important to learn programming languages such as HTML, CSS, and JavaScript. These three languages go hand-in-hand. HTML allows you to create user interface elements, CSS helps you with stylistic elements, and JavaScript allows you to incorporate online tools and connect your website to back-end functions.
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Since this role is more code-heavy, it’s important that you learn numerous programming languages and understand algorithms and data structures. Some languages that are essential to back-end development are Ruby, Python, SQL, and JavaScript. Back-end developers also ensure that users can successfully retrieve and access data. This requires creating and using APIs (Application Programming Interfaces) which act as messengers that relay data related requests. Additionally, developing the code for the inner workings of a website also requires back-end developers to be conscious of the user interface features designed by front-end developers and to internally mitigate potential security risks. Due to the increased technical aspect of this position, back-end developers normally earn higher salaries than front-end developers. The average median salary for this role is around $118,000 per year.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
THE NEW NORMAL: WHAT IS THE ROLE OF THE OFFICE?
Below is an article originally written by Shivangi Pandit, and published on July 6, 2021. Go to Collective Insight's page on Powertofly to see their open positions and learn more.
The New Normal: What is the role of the office?
Most states have started hinting about re-opening to full capacity. Some of them have eased locked down measures so that companies and social events can start functioning like they did in the past. Prior to the pandemic, offices were critical to fostering productivity, instilling company culture, and promoting collaboration between colleagues. However, the pandemic shifted the expectation and attitude of the role of the office and drove companies to conform and adjust to new behaviors. There was an obvious uptick in the remote workforce and some companies, such as Twitter, are urging their employees to continue to work remotely while others are becoming more flexible and allowing the option to come back to the office.
Unfortunately, not all companies are the same and there is not a “one size fits all approach” to coming back to the office. So how can companies take measures to provide a safe working environment for their employees?
The Corporate Culture Transformation
As companies ease their way to opening their offices, leaders need to design and decide different approaches to come back to the office based on their employees’ roles and what is best for the company. There are 3 different models to consider.
- Full Snap Back: 100% Back to the office: In this approach, employees are completely back in the office 5 days a week. Smaller companies (<100 people) are more likely to adopt this approach and typically would work best for roles that require onsite tools and technology.
- Hybrid: 50% In-Office / 50% Remote: In this approach employees may go back to the office 2 days a week and work remotely for 3 days or vice versa. This approach gives the employee the autonomy to decide when to come to the office but also allows some work/life balance.
- Remote: 100% Remote: In this approach, employees are no longer coming to the office and are working from home. With new technologies and collaboration tools, this approach is typically adopted by larger companies (>100 people) where productivity is not impacted.
Regardless of which approach companies take, management teams should conduct a full role analysis to understand which roles are required to come back to the office to minimize business impact.
Managing the New Culture of Working
Incorporating a new way of working is likely to go awry without employee buy-in. It is crucial for leaders to manage employee expectations, demonstrate empathy and flexibility and create new processes on how work is completed. This new way of working will present a change management challenge and leaders need to be prepared on how to address concerns, communicate the new company’s vision and strategy, and put employee safety first. Leaders can use this as an opportunity to strengthen their culture and increase employee engagement and morale.
Best Practices
We have talked about the potential new role of the office and how to manage a new culture of working but what are some tactical measures companies can take as they open up their offices?
- Prioritize what roles need to come back to the office and when
- Leverage tools and technology for roles that can work remotely
- Provide safety and guidelines for roles that need to be onsite
- Communicate the shared vision of the company
- Be creative and create new processes on how work is completed
Navigating the post-pandemic world is going to be an adjustment and business challenge for most companies. To maintain operations and to minimize business impact, companies and management teams need to consider what approach is best and remain flexible. They need to remain agile and nimble as they adapt to the new normal. If your company is going back to the office, visit our website to learn how Collective Insights can help your business through any change management or culture transformation to get you back on the right foot.
4 Ways to Foster Mental Health Awareness in the Workplace
Since the onslaught of the COVID-19 pandemic, there has been a dramatic increase in mental health awareness. While you will find a lot of articles focusing on the damaging effect the pandemic had on mental health, you could argue that the pandemic merely highlighted the severity of the issue across the world.
As a result, we have seen an increase in mental health awareness and a surge in support for people of all ages, from those in school to those in offices. Mental health awareness at work has been particularly impactful and is helping drive positive change for individuals and their families.
Let’s take a look at the importance of mental health awareness in the workplace and how we can equip the leaders for the future.
The Importance of Mental Health Awareness in the Workplace
Did you know that we spend one third of our lives at work? That equates to over 90,000 hours spent at work over a lifetime!
If your staff doesn’t feel supported at work, this can have a direct impact on their mental health and wellbeing. One of the most important things to remember about mental health conditions is that they don’t stop and start. You take them with you wherever you go. So, whether your employees are at home or in the office, they could be struggling.
As a business leader, whether you’re a director, a manager, or the leader of a team, you have a duty of care to your employees. Just as you should prioritize creating a safe work environment, the mental wellbeing of your employees should be at the top of your list, too.
Let’s take a look at how we can equip leaders effectively in mental health awareness.
1. Provide Mental Health Training Days and Workshops
Just as you would train your staff on how to use new softwares or speak to clients effectively, you should train them in mental health awareness. Although mental health training in the workplace is still a relatively new concept, it is an invaluable tool that provides leaders with the skills they need to better support their staff, create a safe and happy work environment, and provide people-oriented solutions in the workplace.
Mental health training should be offered on a regular basis to help refresh leaders on company policies. Providing mental health training days and workshops can go a long way towards reducing the stigma surrounding the topic of mental health and help promote a company culture of care and support for those who may be struggling.
2. Encourage Leaders to be Drivers of Change
Leadership isn’t just in the job title. Leaders are chosen to lead by example. Organizations of all sizes will have employees who are silently struggling in one way or another. Business leaders need to be aware of this, as awareness is the first step in driving positive change.
Many employees don’t feel the permission from leadership to take a lunch break, enjoy an afternoon off, or partake in flexible work arrangements. Sometimes it’s because they feel judged, other times they feel it’s just not permitted, and it could be because organization leaders are not leading by example.
Encourage your leaders to take regular breaks, step away from their desks at lunch time, widely advertize flexible working, and encourage employees who are prioritizing their mental health.
Letting your team know that it’s okay — healthy, even — to take regular breaks and enjoy time for themselves, gives employees permission to take back some control. So, whether they want to go on a walk at lunch or take time out to visit their therapist, the culture you create should encourage this, not convict it.
3. Promote the Benefits of Taking Time Off
Did you know that more than half of Americans are concerned their employers will judge them if they request leave on the grounds of mental health? This is a huge problem and is causing hundreds and thousands of employees to suffer from worsening symptoms of depression, anxiety, and burnout.
Promoting the benefits of taking time off is a great way to breach this delicate topic and let your team know that it’s okay to take time off when needed. According to Olivia Marcellino, VP of research at LuxuryRehabs.com, “many employers are sympathetic and understanding, especially because you’re actively seeking treatment. Public stigma around treatment-seeking has decreased as our knowledge [around] mental health has progressed.”
Whether your team works predominantly from the office, from home, or are split between the two, it’s important to let them know that taking time off is encouraged. Time off for therapy appointments or even a duvet day is a great way to promote better mental health awareness in the workplace and equip leaders of the future.
4. Equip Leaders with Better Communication Skills
According to Indeed, “effective communication plays an important part in maintaining a healthy workplace culture [...] A culture of open communication fosters a healthy and accepting environment where all employees feel equal and understood.”
Equipping leaders with better communication skills, through training sessions, is essential for a happy, healthy workplace. When your leaders know how to communicate properly, they can build trust with their employees and provide effective support for those who may be struggling with their mental health.
Many people with mental health conditions struggle to open up, particularly with their work colleagues — let alone their managers! However, fostering open and honest communication within the workplace and taking the time to listen to the needs of individuals can go a long way towards building relationships and providing support when it’s needed most.
Final Words
Equipping leaders with the skills, training, and know-how they need is essential for the promotion of mental health awareness at work. We hope the above points have provided encouragement on how you can equip your leaders for the future and transform your organization for the better.
Are you interested in learning more about how to create healthy work environments for individuals with mental health issues? Check out our Chat & Learn here!