By Mustapha SARKI and Douin Yann KAH
In the wake of the economic competition of the 21st century, companies are increasingly under pressure to become more productive in order to keep their ship afloat. Creativity, innovation and performance are the most capable crew members for the vessel’s survival. Indeed, to reach safe harbour, executives should pay close attention to the physical and mental health of their employees.
The basic understanding of the behaviour of a positive deviant is based on the fact that within every community, there are certain individuals or groups that produce better outcomes to problems than their peers thanks to their unusual behaviours, while being in the same situation and having the same resources at their disposal. Once this is understood, companies should start focusing on closely observing certain actions, responses and processes that employees carry out when assigned a task, because there is a strong chance that one of them will develop a solution that would not only be appropriate and beneficial in relation to the proposed solution, but would also be adaptable to future problems. Therefore, having positive deviance within an organisation, or creating it, makes it possible not only to solve current problems but also future ones, while allowing the thinking process behind the solutions to be shared with peers so they too can understand how it was achieved.
In an environment where positive deviants can be identified, companies should begin to disseminate the practices of their positive deviants in order to increase their number within the business. This can be done by sharing not only the solutions to the problem, but also the decision-making process and the thought process the deviants went through to reach that solution. As a result, instead of handing out solutions every time, they will be able in future to propose such solutions themselves to the problems the company faces and also pass on the processes used to reach them, enabling their colleagues to understand how to arrive at this solution as well.
With a trend that has been growing for some time, sport, which is known to be good for human health and morale, has now become a jackpot for companies. A source of efficiency, availability and cohesion, it is increasingly recommended and adopted in the workplace. In fact, exercising at work is first and foremost a very effective driver of social connection, as it encourages interaction with colleagues and also makes it easier to integrate a new employee. It pushes sedentary workers to leave their workspace.
Sport is a perfect method for self-improvement and for developing a positive competitive spirit among employees. By promoting a work-life balance, it also improves employee productivity in a win-win relationship with the company.
The primary beneficiaries of the impact of sport in the workplace are above all employers. The idea of introducing sporting activities is first and foremost a way to prevent employees from spending all their time on public transport, thereby helping to reduce absenteeism and lateness. The second advantage is showing that employees can practise sport at their workplace, which allows the employer to improve its brand image while also attracting the talent of tomorrow. The third benefit, and arguably the most important, is that employers will obtain more high-performing teams.
There is no need to be called Facebook or Google to introduce sport into your workplace. Indeed, many solutions can be considered, such as bringing in a fitness coach, charity runs, team tournaments, yoga or Pilates. For smaller companies, these activities are also entirely feasible, but it all obviously depends on the employer’s willingness and motivation.
An employee who feels good mentally and physically is a beneficial asset to the company. It is therefore true that sport can certainly cost you money, but we must not forget that in order to make money, you have to invest it, so investing in the health of your employees is the first step every company should take to get the most out of its workforce.
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