As Professional Wellness Month is recognized nationwide, Bedford-based licensed clinical social worker Chardé Hollins is encouraging local businesses and nonprofits to rethink how they support their employees—especially in small communities where formal resources may be limited but strong relationships already exist.
Wellness That Works in a Small Town
Hollins says Bedford has a unique advantage: it’s small enough to build trust and shift workplace culture quickly. She emphasizes that wellness doesn’t have to be expensive—it can be as simple as offering flexible schedules, acknowledging staff publicly, and creating open space for honest conversations.
Making Self-Care a Team Practice
One strategy Hollins recommends is encouraging staff to create “self-care plans”—a tool originally used in clinical settings. These short guides can include an employee’s preferred stress relief activities, early warning signs of burnout, and ways coworkers or supervisors can offer support. Implementing this across a team helps build psychological safety and a sense of belonging.
Understanding Communication Styles
She also suggests small teams benefit from using personality tools like DISC. These assessments help staff understand each other’s communication styles and reduce misunderstandings—especially in workplaces where employees wear multiple hats. According to Hollins, better understanding leads to better delegation and stronger collaboration.
Using the Benefits That Already Exist
In addition to improving communication, Hollins stresses the importance of using existing benefits such as Employee Assistance Programs (EAPs). These confidential services are often underutilized due to privacy concerns or misinformation. She encourages employees to take advantage of them before asking for new accommodations, reminding readers that regular usage helps justify keeping them in small-budget organizations.
Small Businesses, Big Support
For family-run or tightly knit businesses, she recommends bringing in a neutral third party to help mediate issues or serve as a temporary HR resource. Hollins notes that many professionals in Bedford are willing to support local businesses because of shared community pride.
Personal Growth Fuels Professional Success
She also encourages Bedford-area professionals to pursue personal development skills—such as empathy, communication, and boundary-setting—as part of professional growth. These “soft skills” can be just as vital to workplace success as technical training.
A Three-Step Reset for Workplace Culture
For employers ready to make changes, Hollins suggests three steps to begin:
- Talk with employees about what’s draining or helping them at work.
- Define what wellness means in the context of your workplace.
- Partner with support, such as a consultant or mentor, to guide culture change.
Hollins believes that in a city like Bedford, small businesses have a unique opportunity to build supportive environments where teams thrive—not just survive.
For those interested in improving workplace culture and investing in professional wellness, Hollins is a Bedford resident and the founder of Relevant Connections. To learn more, visit relevantconnections.org or follow @RelevantConnections on social media.
