The definition of well-being…… “the state of being comfortable, healthy or happy,” BUT is this what people really mean when they talk about “Well-being-”?
There is a confusing proliferation of items discussed under the umbrella of Well-being issues”. CIPD research shows that the main risks to employee health are now psychological, with mental ill-health and stress being two of the top three causes of long-term absences.
If you are an employer, you should be paying close attention to this as this could seriously damage the health of your business, you also have a duty of care for the physical and mental health and well-being of your workforce.
So, what can you do about it?
If you are in the office, take a look around. If you are at home, think about the last team call you had with your colleagues. How is everyone looking?
Are there signs that people are feeling tired, short-tempered and stressed with each other or are they just quiet and not talking to each other at all?
Perhaps, people working from home have forgotten how to interact with their colleagues, do they leave their cameras off in meetings? Maybe some are reluctant to return to the office after months of working from home.
Make well-being a part of your culture well-being should be part of “the way you do things” in your day-to-day operations.If you are consistent and your people see that you are genuinely serious about well-being, this should increase employee engagement, which will ultimately help your company succeed. A simple step to show you care is to ask people how they are….and listen carefully to their answers.
Train supervisors and line managers to lead as well as manage people. It is still too frequently the case that people are promoted into supervisory roles due to technical competence and don’t receive any training in how to lead.
This one step can improve your business which is much broader than well-being. Employees’ relationship with their boss is key to how they feel about their employer, which directly affects how well they will perform and, crucially, whether they will stay.
Do your managers give their teams clear direction, divide the work reasonably so that it is manageable for all and give people regular, constructive, helpful feedback on their performance?
Do they know when to be flexible with their team and when to step in to offer support?
By giving your people good managers and work, you will undoubtedly improve your chance of holding onto them and enhancing your business’s performance. You will be helping to keep them comfortable, healthy and happy, so everyone wins.
Here’s what we can do
Excelarate would be delighted to teach you how to coach and develop your line managers to become influential leaders. We can also help you analyse your business to ensure you make good decisions and focus your attention on the areas which will give you maximum benefit.
We can help you with policies and procedures to ensure you stay on the right side of the law and will provide you with tailored recommendations to fit your business and your budget.