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Workplace Well-Being: Prepare yourself, your team for success

As summer rolls into view, many of us are planning our annual summer break from the workaday world, which is exactly what is needed to renew focus on our personal well-being.

I continue to hear from many clients that they are still dealing with burnout, years after our COVID-19 recovery. It’s part of the reason the bookWellbeing at Work: How to Build Resilient and Thriving Teams” by Jim Clifton and Jim Harter caught my eye. Based on millions of interviews by the team at Gallup, research showed five areas of well-being contribute to a thriving life.

  • Career well-being: You like what you do every day.
  • Social well-being: You have meaningful friendships in your life.
  • Financial well-being: You manage your money well.
  • Physical well-being: You have energy to get things done.
  • Community well-being: You like where you live.

Although all five areas are intertwined, Gallup found that the key element and the foundation for the other four is career well- being. The authors offer several ways to promote career well-being in your organization, including making sure everyone knows their strengths. Think of ways to harness those strengths throughout the whole employee experience — onboarding, engaging and performing. Another tip is to not tolerate bad managers. According to Gallup research, 70% of the variance in team engagement in the workplace is determined solely by the manager.

Another tip includes upskilling from “boss” to “coach.” My colleague, Ross Woodstock, and I have been leading training sessions to teach managers coaching skills for the past decade. This continues to be relevant and important in today’s business climate, as is making overall leadership development a priority.

With today’s fast-paced environment, new leaders are still being thrust into leadership roles without proper training and support. Give your new managers leadership training. Provide them a coach to support them in their first year as a manager. Look into starting a mentor program. All this training and support sets them on the path to success and lessens the chance that the new manager becomes a bad leader.

A final suggestion from the Gallup research in the book is to make overall well-being part of the career well-being conversation. Take the leisurely pace of summer to reflect on how you might rate your five areas of well-being in your life. Then think about what steps you could take to shore up your level of satisfaction and improve your overall well-being.

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