Traditionally, the measure of a good manager was your team’s overall performance. If you met goals on time and on budget, then you all earned a pat on the back. Yet, this measurement overlooks one of the most important facets of leadership: protecting employee well-being.
Well-being and performance are two sides of the same coin. You won’t see strong performance without well-being. When you sacrifice well-being, performance goes along with it.
What role do you play in well-being beyond passing out the odd pamphlet? As it turns out, your actions can transform your office culture.
Lead by Example
As a manager, you have the power to create a healthy workspace that prioritizes well-being. Leading by example is the place to start.
Your team is much more likely to participate in well-being activities when you do. Your presence not only gives them informal permission, but it demonstrates the value of the activities provided at your company.
Leading by example extends beyond attending seminars and packing healthy lunches. It also includes your workplace behavior: if you answer emails at midnight, your employees might think they need to do that, too, which eats into their recovery time.
So answer emails at a reasonable hour and do things like use your vacation time and your PTO. Because if you can do it, then they will, too.
Provide for the Whole Person
It’s easy to get caught up in the idea the well-being produces stronger performance. It does, but you also need to promote well-being as a program for the whole person, not just who they are at work. Your support should help them holistically, including physical, financial, and social well-being.
Ask your team members what they need from you, and then figure out the best way to meet their needs. Consider using employee segmentation for a more targeted approach and if you have a small team, talk to each member individually about who they are and what they need.
Set the Stage for Open Communication
Poor well-being takes center stage in environments where communication happens in silos or worse, not at all. Open communication and honest conversations are the keys to promoting well-being year-round. It prevents unnecessary anxiety and stress, and it puts behaviors in context.
For example, if an employee is regularly late to work, invite them to have a conversation about it rather than sending an email admonishing them. You are more likely to find out that something is happening outside of work, making it difficult for them to get in on time. Once you both have the information, you can develop a solution that meets everyone’s needs and keeps well-being at the center of the conversation.
Hiring Doesn’t Have to be Stressful
Ultimately, your role as a manager makes you a key player in employee well-being. To learn more about what it takes to be a great manager or find your next role, get in touch with Energi Personnel.
