2023年6月20日

沒有評論ORH研討會”健康洗滌:如何參與你的團隊沒有的幸福小打印”,與我感受到合作,我們已經講過的“空”的措施,目前更廣泛的公司和那些確實有一個真正的團隊對心理健康的影響。解決這個複雜的問題我們有當歸Barrero,我感受到公司臨床部門的領袖,Teresa Rocandio企業,他因臨床心理學家,以及的卡Savignano,我感受到公司的臨床心理學家。當歸洗Barrero定義幸福的概念,由人力資源經理往往是未知的。用他自己的話說,它發生在“公司公開承諾員工健康和心理健康支持不支持用實實在在的利益為自己的工人”。你也談到另一個相關的概念,即綠色清洗。在這種情況下,”是指當一個公司誇大了,謊言,或誤導客戶如何綠色服務或產品”。為什麼它發展呢?幸福洗嗎?他因Teresa Rocandio公司臨床心理學家pandemicWhat定位它的起源是當“談論心理健康的需求也在不斷增加。和企業不想被落在後麵。 It is, therefore, a movement consistent with social reality”. Teresa quoted a McKinsey study that states that “employers value the mental health and well-being of their employees 22% more favorably than the employees themselves. They believe or want to believe that their workforce is satisfied”. The prevailing idea in many companies is that “- I don’t see much need to promote well-being, but I don’t want to be left behind. This gives rise to vague strategies. There is more to see that 7 out of 10 companies celebrate World Mental Health Day. But it would be necessary to see how many of them really take measures to improve the well-being of their staff because most of them remain at a superficial level. What can we do to avoid falling into it? Honesty: be honest with the situation we have in the organization – Listen to employees Action plan: allows to observe if the actions that are carried out are really effective – Ground expectations: Establish policies and guidelines