Building Emotional Fitness: Outside the Box of Workplace Programs

In today's rapidly evolving workplace landscape, the emotional well-being of employees has emerged as a critical pillar of organizational health. Emotional fitness, a term that encapsulates the ability to navigate one's feelings and cope with stressors effectively, is no longer a luxury, but a necessity. However, businesses often attempt to nurture this aspect of employee wellness through company-centric initiatives alone, inadvertently limiting the scope of support they can provide. 

For remote leaders, it's imperative to recognize that emotional fitness flourishes in an ecosystem of varied support structures, not confined within the walls of corporate-led programs.

Understanding Emotional Fitness

Emotional fitness refers to the capacity to handle life's stresses and challenges with resilience, maintaining a state of mental and emotional well-being. It involves being aware of and regulating one's emotions, cultivating positive relationships, and adapting to change with flexibility.

Emotional fitness is frequently mistaken for morale, yet it stands as a distinct concept necessitating its own set of development strategies. Although an organization emphasizing emotional fitness tends to exhibit elevated morale, it's important to note that discrepancies can still arise between the two. For example individuals who are otherwise emotionally fit but just don’t buy into your culture could cause poor morale. 

 In the remote work context, where the lines between personal and professional life often blur, emotional fitness becomes even more crucial. It's the bedrock that enables employees to stay productive, engaged, and satisfied with their work. Beyond increasing productivity, it also prevents burnout which increases retention and safeguards the continuity of your business. 

The Limitations of Company-Only Initiatives

While many organizations recognize the importance of promoting emotional fitness, too often they fall into the trap of only offering company-centric programs. While it's commendable for companies to offer resources and programs aimed at bolstering emotional well-being, relying solely on internal initiatives can be restrictive. Such an approach may inadvertently send a message that the organization's support systems are the only ones that matter, or worse, that employees should seek emotional fulfillment primarily through work and work-related relationships. This perspective overlooks the rich tapestry of human needs and the diverse sources from which individuals draw strength and comfort.

As leaders, we should not care where or how our employees' needs are being met as long as they are. There is a false assumption that wellness initiatives only increase productivity and retention if those benefits come directly from the company to the employee. The fact is, emotionally fit employees are good employees. It does not matter if those needs are being fulfilled by the company itself or elsewhere. 

Encouraging Emotional Fitness in Remote Workforces: A Broader Approach

1. Promote a culture of openness and vulnerability: Today’s default corporate culture incentivizes individuals to put the world on their shoulders and to suffer in silence. Working remotely can sometimes exacerbate this by making it harder for managers to see the warning signs. To combat this, encourage an organizational culture where sharing struggles and seeking help is normalized.  Leaders should lead by example, demonstrating vulnerability and openness in their communications.
2. Facilitate Connections Beyond Work-Related Topics: Create virtual spaces or forums where employees can connect on interests unrelated to work, such as hobbies, pets and exercise. Although it’s great to encourage employee clubs or groups around these interests, avoid the trap of only encouraging these things. For example, instead of (or in addition to) having a club based around a particular hobby or type of exercise, have a place where employees can share whatever they’re passionate about with their peers.
3. Encourage External Support Systems: Actively encourage employees to cultivate support networks outside of work, whether it be family, friends, community groups, or mental health professionals. Since it’s generally not a great idea to randomly tell people at work that they need therapy, this is more about demonstrating a commitment to these values in more subtle ways. Offering regular time off for employees to volunteer and respecting their family commitments are examples of easy ways to demonstrate these values. 
4. Offer Flexible Working Arrangements: Recognize that one size doesn't fit all when it comes to working styles and life commitments. Offering flexibility in working hours and arrangements acknowledges individual needs and reduces stress, contributing to emotional fitness. Good asynchronous communication is a great way to add additional flexibility without sacrificing productivity. 
5. Provide Access to Learning and Development Resources: Empower employees to pursue personal and professional growth opportunities, whether through online courses, workshops, or seminars that may or may not be directly related to their current roles. This fosters a sense of progression and fulfillment beyond daily tasks. Don’t give in to the false fear that developing employees will simply help them find a better job elsewhere. Stagnation in personal development is a leading cause of turnover and a healthy level of challenge and growth keeps people feeling fulfilled. 
6. Make Time to Talk About Emotional Fitness: Implement regular one-on-one check-ins that focus not just on work performance but on the individual's overall well-being. Use these sessions to listen, offer support, and adapt resources to meet evolving needs. The vast majority of employees report only discussing personal matters infrequently with their managers and usually in the form of brief small talk during the beginning or end of a meeting. Make time during your one on ones to understand how your employees are really doing. Schedule a separate, less frequent call if you find that your usual cadence doesn’t allow time for this conversation track. 
7. Emphasize Physical Wellness: Encourage physical activity and healthy living, as physical health is intrinsically linked to emotional well-being. Whether you subsidize gym memberships, have a step count challenge or reimburse home gym equipment, ensure these initiatives are inclusive and accessible to all. Again, it does not matter if employees exercise at an on campus corporate gym or belong to a Crossfit gym in their local area. All we should care about is that they are experiencing the endorphins!

By adopting a holistic approach to emotional fitness, remote companies can create a supportive environment that values and nurtures the whole person, not just the employee. This not only enhances individual well-being but also cultivates a more resilient, engaged, and productive workforce.

Conclusion

In the quest to support the emotional fitness of remote employees, it's crucial for companies to look beyond the confines of internal initiatives. By fostering a culture that values diverse support systems, promotes connections beyond work, and recognizes the individual needs of employees, organizations can truly support their workforce's emotional well-being.

At Remotivated, we understand the intricacies of nurturing a thriving remote work culture. We invite leaders and HR decision-makers to explore our resources and insights, and to earn Top Remote Culture certification. Together, let's create remote work environments that empower both employees and the organization to experience the benefits of emotional fitness. 

Apply for certification to take the first step towards redefining your remote work culture for the better.

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