Anyone who has joined the workforce remembers their interactions with their managers. For better or for worse, it's the relationship between an employee and their manager or supervisor that comes to define the time they spend in an organisation. This leadership position comes with a fair set of responsibilities. Not only are they responsible for ensuring productivity, but they also have to be answerable for employee morale, well-being and retention.
Of these many responsibilities, one has become even more demanding given the uncertain and ever-changing nature of the workplace, and that's employee well-being.
By its very nature, the responsibility of ensuring employee well-being often gets neglected by a large chunk of people who are managing or leading teams. It happens for precisely two reasons. One, they think that pushing wellness initiatives might take away from their core metrics or detract from their team's focus on their deliverables. So, they downplay or resist well-being initiatives and efforts. Two, they often feel uncomfortable and overwhelmed by the idea of promoting employee well-being due to the lack of clarity.
In response to the first statement, you would be surprised to know that research has found that managers who support or promote their reports' well-being can improve team members' productivity, engagement and overall well-being. And if the lack of clarity is holding you back, you need to remember that promoting well-being does not mean that you have to be your teammates' counsellor, coach or financial guide. Instead, you have to create an environment that empowers your team to enhance their well-being.
As a manager, team lead or supervisor, think of yourself as a facilitator. Your job is to provide resources and tools to your team to focus on their well-being and make it permissible for them to do so. You can do so by following these simple steps:
Set a welcoming tone. Don't force teammates to participate in every well-being initiative in the company. Instead, leave the option open to them. If they reach out for a specific concern, guide them to the tool to alleviate that concern and make it okay for them to do so. For example, don't only let them know about a sleep hygiene webinar, but make it so they can attend it without any repercussions.
Voice your struggles. Being vulnerable and sharing your struggles, such as stress-related concerns (within reason), can make your employees know that it's okay to talk about them. In addition, it can help dispel the stigma and shame associated with such concerns.
Set an example. Maybe you don't answer emails after office hours or include a walk during lunch hours. Instances wherein you can be seen prioritising your well-being can encourage your teammates to do the same. Remember to be authentic and do what works for you. Your teammates will be motivated to follow your suit.
Show care and concern. Communicate to your team that you are invested in their well-being. Encourage them to plan their well-being journeys and check-in to see how they are doing. It would help if you communicated to them that you care about them beyond the positive business outcomes.
Practise empathy. When approaching a concerning situation, be empathetic and non-judgmental. Let your teammates know that they can come to you and that you are there to assist them with the best possible solution.
Remember, your teammates are your greatest asset and should be invested in accordingly. Your words and actions affect their well-being every day. So, the bid to make well-being a cornerstone of your workplace must also start with you.
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