The 8 Drivers For Employee Wellbeing
The 8 Drivers For Employee Wellbeing
You are not measuring the most important well-being drivers. It's time to start doing so.
Ensuring the wellbeing of employees is essential for cultivating a sustainable and productive workplace and organizational culture. Businesses that prioritize wellbeing facilitate better stress management for their staff, contributing to a constructive and efficient atmosphere. Wellbeing encompasses various aspects, including mental and physical health, and extends to intricate factors like employee satisfaction and engagement.
The new(?) paradigm recognizes that caring for employees' health, happiness, and personal growth isn't a mere corporate checkbox. It's a solid strategy for building a stronger, more sustainable business. When well-being moves to the forefront, employees feel valued, not just as workers, but as human beings.
This people-first approach changes the game. Employees in a well-being-focused environment are more engaged, loyal, and passionate advocates for your brand. They're not just there for the salary; they're emotionally invested. They tend to stay longer, which means they gain more understanding of not only their immediate job, but the company’s business, and this context makes them more effective. You simply cannot get to the same level if your attrition is too high.
Some advice for your employee wellbeing endeavor
🥰 Incorporate an assessment for mental health in your workplace wellness programs.
There's a noticeable decline in overall well-being, reflected across various performance metrics when employees face excessive stress. While the prospect of initiating discussions about mental health might seem daunting due to its sensitive nature, these conversations are crucial and can be incredibly enlightening. They open pathways to more profound understanding, proactive support, and stronger workplace relationships. In today's high-pressure world, choosing to sidestep this pivotal aspect of employee health is a disservice to both individuals and the organizational culture at large. Embracing these dialogues can foster a more supportive, engaged, and resilient workforce.
🌱 Meaning and purpose are not individual drivers.
Measuring them in isolation misses the broader context in which they operate. They are intertwined with various other motivational drivers that differ from one individual to another. For instance, some employees derive profound meaning from having a flexible work arrangement that respects their life outside of work, while others find purpose in roles that allow them to contribute significantly to projects or organizational goals. For some, the opportunity for professional development and growth is the primary source of meaningful engagement. Recognizing that meaning and purpose are nested within these diverse drivers underscores the importance of a holistic approach to employee satisfaction, one that acknowledges the unique motivations and aspirations of each individual.
👬 Support at the workplace doesn't adhere to a one-size-fits-all approach.
Nor does it necessarily have to originate solely from a managerial position. Employees have diverse needs and may derive sufficient support from their immediate team members, mitigating any concerns about lack of assistance. Many companies, however, focus excessively on quantifying a manager's actions, inundating employees with questions about whether their manager performs specific tasks. This skewed focus overlooks the essential point: the objective isn't to evaluate the manager's performance in isolation, but to understand if team members are flourishing in their roles. By shifting the focus from the singular role of the manager to the overall well-being and success of the team, companies can foster an environment where every individual feels supported, valued, and poised to thrive.
Now, let’s see the 8 drivers.
1, Contribution
Contribution evaluates if employees believe they are making a meaningful impact, achieving their goals, producing quality work, and playing a significant role in advancing the company's mission and vision.
The question behind the driver is: “How often do you feel that you accomplish something and contribute?”
To help your employees score high on this driver, you need to make sure:
They understand their roles and responsibilities
They regularly understand how they are performing against those and how to improve if they need to
They actually have the required support, training, and resources to perform in their roles
They feel their skills and talents are put into play
They feel involved in decisions which affect how they can do their job.
2, Development
Development assesses whether employees perceive growth in their careers, professional competencies, and personal abilities.
The question behind the driver is: “How satisfied are you with your personal- and professional development?”
To help your employees score high on this driver, you need to make sure:
They have a clear plan for developing personal and professional skills and actual goals to track success.
They have the autonomy to experiment with their tasks in different ways to challenge themselves.
They feel like they are challenged sufficiently in their role (but make sure it’s a healthy stretch, not a stressful one!).
They have a way/system of sharing knowledge with each other or with someone more skilled.
3, Social
Social gauges whether employees believe they maintain positive interpersonal relationships within the workplace.
The question behind the driver is: “How satisfied are you with your social relationships at work?”
To help your employees score high on this driver, you need to make sure:
You build and maintain a culture where differences are accepted, where people aren't judged and feel included.
That people are comfortable making time for social interactions at work and are enabled to do so.
That you have a culture where conflicts can be discussed before they become a blocker for good relationships.
That you create enough socially engaging events to catalyze good social relationships. Keep in mind, not everybody will join every type of event!
4, Support
Support measures whether the employees feel like their peers and managers are available, and are providing them enough help and support.
The question behind the driver is: “To what degree do you feel that you get the necessary help and support from your colleagues and manager?”
To score high here, make sure your employees:
Genuinely feel that you know their struggles and challenges and are working on them, or at least you care.
Take the time to help them deal with challenging work and blockers where your input is needed.
Have time and processes for everyone to get feedback and input on their work quickly and efficiently.
Feel that people on their team are willing to help them when things are tough.
5, Positive State Of Mind (Manageable Stress Level)
This measures whether the employees feel like they have a positive state of mind, meaning being able to manage their tasks without feeling too nervous or stressed.
The two questions behind the driver are: “How often do you feel nervous or “stressed”?” and “How often do you feel comfortable solving your problems and challenges?”
To score high here, make sure your employees:
Don't have more work than they can deal with simultaneously.
Are equipped to independently navigate what's urgent and what can wait if needed. Otherwise, you need to help them prioritize their work.
Have goals that are within their control and are realistically achievable.
Work on projects that fit their talents and capabilities well and are not too challenging (healthy stretch).
6, Work-Life (balance)
Work-life measures whether the employees feel they have a healthy relationship between leisure and work; whether they feel they can recharge and that work is not affecting their personal lives negatively.
The question behind the driver is: “How satisfied are you with your work-life balance?”
Scoring high on this driver means that they:
Work according to their preferences (you provide enough flexibility AND they feel comfortable using the flexibility – without the fear of being judged by their peers or their manager).
Understand what's expected of them concerning time spent on work and at work.
Have the confidence and trust to establish personal boundaries that look out for their best interest.
7, Recognition
Recognition measures whether the employees feel they are adequately seen, heard, recognized, and rewarded for their effort. Yes, effort, not only their impact!
The question behind the driver is: “To what degree do you feel that you are being recognized and rewarded for your work?”
Scoring high on this driver means that they:
Feel they are doing good work. Otherwise, compliments will feel fake to them and they won’t feel valued. You need to help them connect the dots between their work and the value it generates, and be specific with positive feedback, too.
Get lots of positive and constructive feedback that shows more effort and encouragement.
Understand and acknowledge the compensation scheme, what they are getting, and why.
8, Optimism
Optimism measures whether the employees are optimistic about the future (of the company and their role in it) provided the information that is currently known.
The question behind the driver is: “How often do you feel optimistic about the future?”
Scoring high on this driver means that they:
Understand and buy-in to the long-term strategic vision of the team and the organization.
Feel comfortable even in uncertain times because of job safety and psychological safety.
Believe that problems will be addressed, discussed, and solved.