2020 highlighted the critical need for a culture of wellbeing in the workplace. The drastic shift in ways of working and effects on engagement, performance and mental health forced this topic on the agenda for almost every workplace.
Some workplaces embraced the need to do more, while others still haven’t. Troubling for the latter, given how this has shaped workplace appeal for younger gens.
A ‘culture of wellbeing’ is now a critical factor being considered by prospective new hire, and talent.
It’s no surprise, given rates of mental health and wellbeing are a huge issue for these gens. With significant levels of anxiety and depression, increasing burnout, reduced feelings of wellbeing, younger gens no longer need – but will demand – workplaces take this seriously.
Other than the genuine human factor in ensuring people are supported, focusing on wellbeing is critical – especially for getting the job done.
Countless studies have already demonstrated the correlation between wellbeing and performance. Low rates of wellbeing correlate with low rates of performance. Which means issues like burn out, low retention and lack of engagement are all symptoms of an underlying problem within a workplace’s culture.
It’s critical that leaders recognise old ways of working no longer work. Millennials and Gen Z want to be part of a work environment that is productive and healthy where they can thrive and not simply survive.
Building a culture of wellbeing isn’t complicated. And making effective changes won’t just benefit your people, but your overall business.
Start with building trust
Anyone could agree that trust forms the basis of all relationships. However, some workplaces are yet to fully appreciate the criticality of this. Trust is a necessity for performance. Without trust, workplaces are at risk of declines in all areas of growth. Workplaces must recognise that younger gens hold trust as a core value.
Start by making trust an objective for your workplace. Then take actions: have more meaningful conversations, be transparent, prioritise morals, commit to your word, make ethical decisions, inspire and motivate through action.
Recognise and foster belonging
How valued and supported employees feel translates into how productive a workplace will be. For younger generations, being valued directly translates into a sense of belonging and worth – which is critical for engagement.
Start by allowing employees to contribute to shared objectives, express feedback, input ideas and experiences. Foster accountability in allowing teams to be part of their own journey of wellness and express what’s important to them.
Encourage collaboration
Cohesive, high performing, satisfied teams provide huge rewards for workplaces. Which is why encouraging collaboration and team work is important.
Start by looking at your teams: are they in sync? Is everyone working toward the same vision? Is there an opportunity to create new connections? Be clear on objectives and ensure there’s mutual benefit for all involved.
Collaboration also includes relationships with leaders and managers. Younger gens want to know that reciprocity exists – a ‘level playing field’ approach versus traditional top-down structures. This promotes mutuality and respect.
The pandemic brought to the forefront the much needed addressing of wellbeing across workplaces. Making it a priority and getting it right will put workplaces in a lucrative position of attracting and retaining younger talent.