Introduction
Effective communication in management is crucial for understanding employees’ needs and fostering a healthy and productive work environment. The connection between employee well-being and performance has been proven repeatedly, with companies often struggling to implement successful workplace well-being strategies. This article explores the manager’s role in employee well-being and how implementing a critical system can positively impact business outcomes.
The Significance of Managers in Employee Well-being
A manager’s influence on the work environment can make or break employee well-being initiatives. Therefore, it is essential to clarify managers’ responsibilities and leverage their influence for positive business outcomes. For example, Google’s “Project Oxygen” research found that managers who are supportive, communicative, and invested in their employees’ well-being have teams with higher satisfaction and performance1.
Four Pillars of Manager’s Role in Employee Well-being
Four Pillars of Manager’s Role in Employee Well-being
To create an outcome-driving culture of well-being, managers should focus on four key pillars: Invite, Provide, Model, and Care. These principles help managers empower employees to manage their well-being rather than acting as counselors or financial planners.
Well Being Pillar 1: Invite
Creating an open and welcoming atmosphere is essential for fostering employee well-being. Managers should advocate the importance of a life well-lived and encourage employees to take personal ownership of their well-being. For instance, at Salesforce, managers create a culture of well-being by providing resources and promoting a healthy work-life balance2.
Well Being Pillar 2: Provide
Connecting employees with well-being opportunities and activities is crucial for promoting a healthy work environment. Managers should act as well-being conduits, not experts or advisers, pointing employees toward available resources. For example, at Johnson & Johnson, managers connect employees with various well-being programs, including fitness challenges, mindfulness sessions, and financial planning workshops[^3^].
A safe and supportive environment for well-being practices is essential for employee participation. Managers must provide ongoing support and communicate their commitment to well-being, fostering a culture where employees feel comfortable engaging in well-being activities.
Well Being Pillar 3: Model
Managers exemplifying a life well-lived can inspire their employees to take ownership of their well-being. Gallup found that when a manager is thriving in well-being, their direct reports are 15% more likely to succeed in well-being six months later [^4^]. Managers should authentically display and share their personal well-being practices, providing verbal and non-verbal examples of well-being.
Well Being Pillar 4: Care
Demonstrating genuine interest in employees’ well-being can significantly impact their overall satisfaction and performance. Managers should encourage employees to set well-being goals and track their progress, clearly showing their commitment to improving employees’ holistic lives. At Whole Foods Market, managers regularly check in with their employees, discussing well-being goals and supporting personal and professional growth [^5^].
Conclusion
Investing in employees as a company’s greatest asset is essential for long-term success. Managers can improve lives and performance through well-being initiatives by focusing on the four pillars of the manager’s role in employee well-being. Ultimately, a culture of well-being can lead to higher employee satisfaction, increased productivity, and better business outcomes.
Questions to Ponder
What is a well-being examples?
What are the five factors of well-being?
What is the best definition of well-being?
Frequently Asked Questions
Q1: Why is employee well-being important for businesses?
A1: Employee well-being is essential for businesses because it increases job satisfaction, higher productivity, improves employee retention, and reduced healthcare costs. Companies with a strong focus on employee well-being tend to have a more engaged and loyal workforce.
Q2: What is the manager’s role in promoting employee well-being?
A2: The manager’s role in promoting employee well-being involves creating an open and supportive work environment, connecting employees with well-being resources and opportunities, modeling healthy behaviors, and genuinely caring for their employees’ holistic well-being.
Q3: How can managers create a culture of well-being?
A3: Managers can create a culture of well-being by focusing on the four key pillars: Invite, Provide, Model, and Care. By implementing these principles, managers can empower employees to take control of their well-being and create an environment that fosters growth and development.
Q4: What are some examples of well-being initiatives that managers can implement?
A4: Examples of well-being initiatives that managers can implement include offering flexible work arrangements, providing access to resources such as fitness programs, mental health support, and financial planning workshops, promoting work-life balance, and regularly checking in with employees to discuss their well-being goals.
Q5: How can managers demonstrate a genuine interest in employees’ well-being?
A5: Managers can demonstrate a genuine interest in employees’ well-being by actively listening to their concerns, offering support and encouragement, encouraging employees to set well-being goals, and tracking their progress. Managers can build trust and strengthen relationships with their team members by showing a commitment to improving employees’ holistic lives.
Additional Learning Resources
A. Importance of communication in management [6] B. Connection between employee well-being and performance [9] C. Challenges in implementing workplace well-being strategies [8]
II. The Significance of Managers in Employee Well-being A. Manager’s influence on work environment [6] B. The need to clarify managers’ responsibilities in employee well-being [7] C. Leveraging managers’ influence for positive business outcomes [9]
III. Four Pillars of Manager’s Role in Employee Well-being A. Overview of the four pillars: Invite, Provide, Model, and Care [6] B. The goal of creating an outcome-driving culture of well-being [9]
IV. Pillar 1: Invite A. Creating an open and welcoming atmosphere [6] B. Advocating the importance of a life well-lived [9] C. Encouraging employees to take personal ownership of their well-being [8]
V. Pillar 2: Provide A. Connecting employees with well-being opportunities and activities [6] B. Managers as well-being conduits, not experts or advisers [9] C. Providing a safe and supportive environment for well-being practices [8]
VI. Pillar 3: Model A. Managers exemplify a life well-lived [6] B. The impact of managers’ well-being on their direct reports [9] C. Authentic display and sharing of personal well-being practices [8]
VII. Pillar 4: Care A. Demonstrating genuine interest in employees’ well-being [6] B. Encouraging employees to set well-being goals and tracking progress [9] C. Commitment to improving employees’ holistic lives [8]
Footnotes
- Garvin, D. A., Wagonfeld, A. B., & Kind, L. (2013). Google’s Project Oxygen: Do Managers Matter? Harvard Business School Case 313-110, June 2013. (Revised August 2017) ↩
- Benioff, M. (2016). Salesforce CEO Marc Benioff: How Business Leaders Can Help Narrow Income Inequality. The Huffington Post. [https://www.h ↩
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