Unlocking wellbeing in the workplace is an imperative task that transcends the efforts of individual champions or staff trained in mental health first aid. The challenge with workplace wellbeing often arises when it comes to demonstrating a return on investment (ROI). Unfortunately, many organizations prioritize the appearance of doing the right thing over adopting a substantive approach to wellbeing that starts at the top. This, in turn, perpetuates a negative cycle, where wellbeing remains stagnant and is not taken seriously. The common steps in this cycle include:
1. Senior leaders identifying wellbeing issues that negatively impact key performance indicators (KPIs).
2. Passing the responsibility to someone with limited resources and influence.
3. Adopting short-term reactive measures, such as mental health first aid or wellbeing calendars, without a clear strategic vision.
4. Assuming program success due to a lack of effective feedback mechanisms and senior leader involvement.
5. Poor or limited data showing modest wellbeing improvements, with no clear ROI.
6. Addressing wellbeing only when it becomes a problem again.
To break this cycle, senior leaders must prioritize wellbeing and lead by example. They set the tone, define culture, and influence the entire organizational ecosystem. By integrating wellbeing into the organization’s DNA, senior leaders can ensure it becomes a core KPI, measured and monitored with the same rigor as other business metrics.
Embedding wellbeing into culture is crucial. When workplace culture doesn’t support wellbeing, strategies and programs are less likely to succeed. Culture shapes how people interact, collaborate, and conduct themselves within the organization. To truly make wellbeing a part of the organization’s DNA, senior leaders should integrate it into core values, beliefs, and expected behaviors. Effective leaders who embody these values and lead by example can profoundly influence the work environment.
Starting with culture has numerous benefits, including increased engagement, recognition, diversity and inclusion, work-life balance, learning and development, adaptability, and innovation. A culture of wellbeing fosters high levels of employee engagement, commitment, and productivity.
A “healthy people, healthy profit” mindset is essential. Leaders must recognize that their people are their most valuable assets. Prioritizing employee wellbeing as a strategic business imperative leads to sustainable profitability, innovation, and positive business outcomes.
To put wellbeing on the agenda, leaders must adopt a “people first” approach. They should integrate wellbeing into strategic priorities, align it with core values, and make it a focal point of decision-making. By doing so, senior leaders create a culture where employee health and happiness thrive alongside other strategic goals.
Enhancing wellbeing requires leadership behaviors such as compassionate leadership, empowerment, work-life balance support, recognition, and growth and development. When leaders genuinely care about their people’s wellbeing, they positively impact psychological safety, morale, and motivation.
Making wellbeing a Key Performance Indicator (KPI) reinforces its importance. Defining wellbeing metrics, setting clear targets, communicating the significance of wellbeing, monitoring progress, and aligning incentives are steps to making wellbeing a KPI. This demonstrates an organization’s commitment to prioritizing employee wellbeing, leading to improved performance, productivity, and overall success.
In conclusion, senior leaders play a pivotal role in driving a culture of wellbeing. Their commitment to compassionate leadership, prioritizing wellbeing, and integrating it into organizational strategies can inspire positive change and create a thriving and resilient organization. When leaders genuinely care for their employees’ physical, mental, and emotional health, the entire organization benefits.
