How much should you prioritise your employees' wellbeing at work?

Most of us will spend 90,000 hours of our life at work, so it’s safe to say that wellbeing in the workplace matters.

However, thriving wellbeing goes far deeper than you might realise, as extensive research points towards a powerful link between a holistic approach to management and productive output.

On a recent episode of the Build Your Ideal Day podcast, I was joined by Camilla Frumar, a senior consultant for the global research business Gallup, to discuss this research further.

Camilla has a Bachelor’s degree in Commerce from Sydney University and a Master's in Applied Psychology from the University of Melbourne and has many powerful insights to share about the subject of workplace wellbeing.

The five universal elements of wellbeing:

Gallup has conducted research for the past 70 years across 160 countries, revealing five common elements of well-being that transcend every country and culture:

1. Career wellbeing
2. Social wellbeing
3. Financial wellbeing
4. Physical wellbeing
5. Community wellbeing

The participants who thrived across all five elements tended to have fewer health issues, less worry and depression, and also more hope, happiness, energy, interest, and respect.

Making all five pillars stand up simultaneously seems pretty challenging, but it’s worth noting that they’re all interlinked. So when we master one, it will have a cumulative effect on the others.

This interconnectedness also applies to the workplace, with engagement and productivity directly impacting the other.

How managers can boost wellbeing at work

Gallup’s research shows us that the single most important factor in engaging workplaces is the manager.

The best leaders focus on holistic management that prioritises engagement and wellbeing equally. This balance leads to sustained performance, less employee turnover, fewer safety issues, and high-performing workplaces.

The essential skills managers need to improve engagement and wellbeing:

1.Conversations

Yep, it’s not rocket science. Gallup shows that having high-quality conversations is the primary tool for building trust and relationships at work.

These conversations should be frequent and varied. And, crucially, not always transactional - show an interest in employees’ lives outside of work.

2.Recognition

Be more mindful of showing appreciation for recent work, whether publically or privately. Gallup’s research shows we need recognition every seven days to meet that human need.

3.Expectations

It’s essential to be crystal clear about what’s expected at work. Managers should have consistent check-ins to clarify the goals and expectations.

Ideally, a 15-30 minute check-in once a week is best, but these chats should be longer if you’re doing them less frequently.

4.Focus on strengths.

At Gallup, studies show meaningful conversations are much more impactful when focusing on strengths. In fact, there’s a clear link between high-performing companies and those who invest in their employee’s strengths.

Help employees understand who they are and what they do best, and help them apply these skills daily.

5.Stay connected with hybrid workers.

Ensure that those working from home are kept in the loop about development opportunities and that relationship-building still occurs.

 6.Encourage breaks and boundaries.

 When employees take the necessary breaks, they’ll be better for themselves, their colleagues, and the organisation. Employees should be encouraged to set boundaries and be truly ‘off’ during their off days and holidays.

 7.Be aware of early signs of burnout.

 Even early signs of burnout should be addressed. It’s essential employees can chat with a manager or confidant to help them manage the root cause of their burnout or reach out to a mental health provider.

A good people leader should understand that a holistic approach is essential for employees - and the organisations they work for - to truly thrive.

A longer version of this article appears at www.duncanyoung.com