How Leaders Can Promote Well-Being


4/11/2018 | Lindri du Toit


It was only once upon a time that employees were considered robots who were expected to work without any complaints. However, over the years, it is found that employee happiness runs parallel with enhanced productivity.

Leaders can have a major influence in employees' lives by including well-being principles in organisational engagement programs. This initiative simultaneously affects change in both individual and company domains.

The following five strategies can be implemented to promote employee well-being and engagement:

1. Eliminate unnecessary drama

It is crucial to cut off any issue at its core, before it escalates into anything bigger. The onus rests on the manager/leader to address the problem. Tensions can easily unfold between employees and managers as a result of work overload or perhaps unrealistic expectations. It is therefore critical for managers to stay in constant communication with employees and learn about their concerns.

2. Give recognition for employees' efforts

The frequent provision of recognition reinforces what is valued within an organisational culture. Recognition is proven to be a strong driver of employee engagement as employees feel motivated to do their work since they are recognised for doing a great job. Thus, by increasing recognition, effort will increase, which, in essence, results in well-being and engagement being optimised.

3. Be attentive towards emotional needs

Emotions can take a heavy toll on anyone's work performance. Managers often fail to provide the necessary emotional support, leaving individuals weary and burdened at work. Viewing things through an "empathy lens" enables managers to reach individuals on a personal level. Again, rich communication is crucial if one wants to impact one's workforce.

4. Seek employees' ideas and suggestions to incorporate into the organisation

Attaining employees' inputs is a central component of an engaged workforce. This way, employees feel part of the well-being movement. Feedback from their side is also a valuable facet as they will be able to determine what programs do or do not work in the organisation.

5. Zoom in on the employee strengths

Managers need to build and promote an organisational culture based on employee strengths as this plays a vital role in well-being. This furthermore contributes to employee satisfaction, higher engagement and less negative emotions at work.

How can we help?

Our company, Business Dynamics Consultants, specialises in organisational development, psychological fitness, risk-based fatigue, and safety behaviour management. Ultimately, we as behavioural scientists, assist in the process of attaining optimal levels of employee well-being and engagement with business intelligence tools that are developed in a way to meet the needs of your unique organisational climate.

Amongst other statistics, Business Dynamics Consultants has reduced burnout risks from 52% to 21% and a disengagement risk from 42% to 15% in only a 12 month period. Think about what this might mean for your company and its competitive advantage?

We would love to hear what you think!

Contact us and learn more about what we do:

Tel: +27 111 1657



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