Well-being is good for business.
Well-being is becoming an increasingly important issue for organisations to address. It affects every business and the statistics can no longer be ignored. Every leader wants to attract and then keep good people – for longer periods of time – so they can sustain strong organisational performance. To achieve this, they need fit and resilient team members who turn up regularly, who are energetic and aim to do their best work. Without this they’ll develop unhealthy organisations riddled with structural issues and low- quality management and leadership.
The impact leaders can have on the well-being of individuals working with them is significant. We naturally want to grow and learn. We want to enjoy healthy working relationships with those around us – and we will want to stay and gain rewards for our success.
Leaders who define and articulate a clear vision for their team members create a sense of direction. By exhibiting good behaviours in everything they do, they’re recognising the power of their own role modelling.
Leaders can support team members by showing them what’s right and the way they want the organisation to run. They should communicate often – more than they realise – to reinforce their vision and to give recognition where it is due. They should also understand the impact of bad management. Getting involved in learning processes is also important.
Leaders need a flexible mindset and an understanding of what it takes to provide conditions that employees want and need.
What is well-being?
Wellbeing means different things to different people. For some, it’s about managing personal stress; for others, it’s about the quality of their working relationships – or finding meaning in what they do.
To help your people proactively and preventatively manage their well-being, start by asking what it means to them. Without involving the people we’re trying to help, we will only create isolated strategies that are not relevant or in line with current needs.
Listening to how things are going and being able to evolve is important. Your well-being strategy might ask: how can we best reward those who take care, now or in the future? The first step to finding out is to listen to the responses you receive.
Read more like this
How to build a people strategy by Donna Bulmer
Find and contact your local Haines Watts office