The Link Between Leadership and Employee Wellbeing
Good leadership and employee wellbeing are intrinsically linked. Wellbeing is no longer the sole responsibility of the individual employee. Leading a healthy life is a collective effort, especially if you are invested in your career. If you are invested, then your employer should be too.
The Visionary Leader’s Role
Visionary leaders incorporate wellbeing into their organisations’ structures – they see the bigger picture. The benefit of invested employees brings wider company benefits than the balance sheet shows. I have seen this ten times over in my career. This ranges from my days as a nuclear engineer at Sella field to roles as Managing Director. Getting buy-in from the board to sign off on cheques wasn’t always easy, especially when the FD wasn’t on the same page. However, it takes courage to invest, and invest is the right word. Investing in the right people leads to greater output, productivity, and profitability.
When people feel good about their work, the whole team performs better, and colleagues rise up together.
The Need for Change in Industry
More organisations are taking employee wellbeing seriously, but there is still much room for improvement. In industries such as engineering and blue-collar work, workers are not seeing enough action. Research says one of the main reasons for toxic workplace culture is poor leadership at the top, with a dated understanding of what employees need and expect. This leads to the question: How can we get more leaders on board with this way of thinking to improve employee health and wellness in the workplace?
Reflecting on Past and Present
When I began my first job as an engineer, employee wellbeing wasn’t a thing. Complaining about work with friends and family was more of a ‘grin and bear it’ situation, especially in the male-dominated engineering industry. The world is a very different place now. People are more aware of the negative effects work can have on overall health and are starting to prioritise wellbeing over career advancement. Last year, leading accounting firm Deloitte reported that 60% of employees and 64% of managers were seriously considering leaving their current positions to work for companies that would better support their wellbeing. Leaders must take these statistics on board to avoid the revolving door scenario in their workplaces.
The Business Case for Wellbeing
A healthy and happy workforce is one of the key factors that investors look at when deciding on a business’s long-term efficacy. It’s not a good look if your employees are constantly tired, not performing well, and the attrition rates are high. This directly impacts the bottom line in lost productivity, business knowledge, and increasing recruitment costs. It reflects poor leadership methods and a lack of accountability from the employer.
We know that ‘quick fix’ tick-box exercises such as once-a-year wellness days or week-long activities don’t work. Wellbeing is a lifelong commitment that must be woven into the structure of your business every day, not just once a year.
The Importance of Reputation
Organisational reputation matters when attracting top talent. Even in a digital world, word of mouth is still crucial for how your business is perceived by prospective employees and customers. It’s important to avoid wellbeing washing, which is when employers publicly support employee wellbeing but don’t make tangible changes in their work culture. This is often obvious to both employees and applicants and can be misleading.
The People-Centric Approach
In my experience managing big teams, often in factories or workshops, taking a people-centric approach has proved beneficial for both employee wellness and organisational effectiveness. This means genuinely listening to employees’ concerns consistently and checking in with them to track their well-being. This needs to be on a one-to-one basis, not blanket statements for the whole team.
Make your employees feel like you care about their individual needs. You’ll be in a better position to provide solutions and advice. In industries with physical demands, I’ve often had to consider the physical health of my team, including injury prevention, exercise, rest, and nutrition.
Moving Forward
In the coming weeks, I’ll be releasing a series of articles about employee effectiveness and approaching wellness at work from a leadership perspective. Our goal is to shift current attitudes towards how we treat ourselves and others, applying that in real-world situations at home and work. By taking a holistic approach instead of an individualistic one, leaders will see changes that actually stick and benefit both the business and the people working there.
Take Home Messages:
Leadership and Wellbeing are Entirely Linked: Effective leadership is intrinsically tied to employee wellbeing. Investing in employee health and satisfaction benefits both individuals and the organisation as a whole.
Visionary Leaders Invest in Wellbeing: Visionary leaders understand the broader impact of employee wellbeing on overall productivity and company success. Courageous investment in employee health leads to greater output and profitability.
Change Needed in Traditional Industries: Many industries, especially engineering and blue-collar sectors, need to improve their approach to employee wellbeing. Modern leaders must adopt a more supportive and understanding mindset to foster a healthier work environment.
Avoid Quick Fixes: Sustainable wellbeing cannot be achieved through sporadic initiatives. Integrating wellness into daily business practices is essential for long-term success.
Reputation Matters: A company’s reputation for genuine employee care attracts top talent and boosts overall performance. Avoid superficial wellbeing programs that do not lead to real cultural change.
People-Centric Approach: Leaders should prioritise one-on-one interactions to address individual employee needs and concerns. This personal attention enhances employee wellness and organisational effectiveness.
Commit to Holistic Wellbeing: A holistic approach to wellness, considering both physical and mental health, leads to lasting positive changes. Leaders should integrate these practices into their management strategies for sustained success.
Stay Informed and Engaged: Leaders should continuously educate themselves on employee wellbeing and adapt their strategies to create a supportive and productive workplace environment.
