All Articles Leadership Workforce Leaders, do these 2 things to improve employee well-being

Leaders, do these 2 things to improve employee well-being

Increase employee well-being and engagement by providing clear roles for team members and validating their efforts, says S. Chris Edmonds.

2 min read


employee well-being

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The Gallup organization has been on the forefront of measuring employee engagement and well-being for more than 30 years.

Their 2023 State of the Global Workplace report found that 34% of employees rated their well-being as thriving in 2023, a decline from 36% the previous year. well-being for younger workers — those 35 years of age or younger — dropped to 31% in 2023.

Gallup’s research also examines engagement. This new study revealed that 23% of global employees are engaged, matching 2022’s record high. Of the remaining global employees, 62% are not engaged (62%) and 15% are actively disengaged. Gallup’s latest analysis finds that not engaged or actively disengaged employees cost companies $8.9 trillion in lost productivity each year.

This report also shows that only 30% of global managers are engaged. Workplaces have changed significantly since 2020 with, for example, the influx of younger generations and a shift to remote and hybrid team members. These changes require managers to operate differently — being more people-oriented, providing greater dialog and support and being more flexible in managing players and practices. If managers are not engaged or (worse) are actively disengaged, embracing these new behaviors will not come easily.

We’ve learned that when leaders model these two practices, well-being and engagement grow.

First, provide clarity. Make certain every employee knows what’s expected of them — weekly, quarterly, annually — by discussing and getting agreement on their measurable goals. In addition, team members will likely need guidance on how to work with their colleagues. Old ways that worked fine when everyone was under one roof don’t translate to today’s remote or hybrid operations.

Second, provide validation. While figuring out new ways to work together, your team members must be nimble, flexible and cooperative. Our best leaders made certain to express gratitude for creative solutions, for fast problem-solving and for consistent contributions under often uncertain conditions. Be present and aware so you can recognize efforts, ideas and actions that meet company goals and wow customers.

Don’t hold firmly to antiquated leadership practices — they won’t help engage your team members. Model practices that boost clarity and validate efforts. Those interactions will engage your team members.

Opinions expressed by SmartBrief contributors are their own.


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