From employee to organization – Investing in organizational commitment

Promote personal care and access to health resources, peer support, resilience workshops, education on stress and anxiety management, and proactive coping

Empathy in the workplace where there are active listening skills, an interest in employee goals, any sign of excessive workload leading to burnout is addressed and implemented, and factor compassion of personal stress is expressed.

Ensure that professional roles are seen as meaningful, related to the employee’s interest and training, and relevant to the organization’s goals, priorities and purpose.

The relationship with the immediate supervisor was found to be strongly associated with well-being at work and support with return-to-work initiatives. Healthy, positive and supportive relationships with colleagues and with the supervisor help reduce stigma in the workplace; improve the search for help or ask for help when needed; make simple speeches such as “how are you?” »Easier, more normal and pleasant; and facilitate the return to work after a period of disability. Part of building resilience is maximizing our support system, strengths and resources. Genuine care and support at work and a sense of camaraderie can translate into powerful protective factors in the workplace.

Finding a supportive and friendly organization and wishing to recommend it to others or to feel proud to be part of the organization are signs of a strong positive organizational culture.

Aubrey L. Morgan