Learn how your team really feels with anonymous feedback
Feedback is a gift. At least, that’s what many employees say, but is that how they…
Working during a pandemic has increased the intrigue around how managers and their teams are approaching the topic of workplace wellbeing. After all, it’s no secret that there’s a strong correlation between teams who prioritize their emotional, physical and mental health, and impactful work that reaches performance metrics. Ultimately it boils down to learning the signs that your team needs to emphasize their wellbeing, how to support them and what types of methods can be applied.
In fact 39% of Officevibe users have expressed that their work is taking a negative toll on their work related stress level.
It’s never too late to do something good for yourself, and for your team. With the end of the year fast approaching, we’re exploring: what it means for managers to prioritize employee wellbeing, and how to do so while also improving employee engagement.
Our own team experienced indications of high stress this past spring with the onset of remote work becoming the norm. Without skipping a beat, this prompted us to pivot into action.
Our senior leadership team decided it was paramount for us to walk the talk and use Officevibe’s pulse surveys to check-in with our team. Using the data we gathered it became clear that there were several key contributors directly linked to low employee engagement and consequently, employee wellbeing.
Here’s how we got to the bottom of stress on our teams:
As we put our people-first approach into action, we were able to quickly turn things around. We came up with solutions that fit our needs and increased workplace wellbeing. Taking the time to listen to employees via our pulse surveys, then following up with deeper and more meaningful discussions in 1-on-1s let them know that we support each other.
❤️ Check out our full team story here!
The TLDR on learning about the state of your team’s wellbeing:
Our recent Officevibe survey results found that 22% of employees feel as though their work is taking a toll on their personal life. When we take a closer look, it’s noticeable how remote work plays an important role in this data. After all, we are no longer working from home, rather, living at work. Societal norms condition us to think that taking care of our wellbeing is a luxury and that work-related stress is “normal.” Emotional Intelligence experts at Roche Martin indicated that promoting wellbeing within teams increases productivity and motivation, builds morale and decreases work-related stress. Earlier, we brought visibility to the main causes of employee overwhelm and stress, now it’s time for the fun part: finding applicable solutions as a team to make things better.
Your team is now aware that you’ve gathered the data and brought attention towards their health and wellbeing. What they don’t know yet, is that they too can participate in building towards a solution. As their manager, it’s not up to you to solve all the problems your team might be facing. Rather, it’s up to you to facilitate solutions, provide a thoughtful wellbeing strategy and ultimately, create a healthy workplace. In doing so, you’re intentionally giving your team the space to prioritize their wellness.
We all want to see each other succeed, luckily there are several ways to let teams know that you value their overall health and find ways to encourage them towards a more balanced life.
The TLDR on finding solutions to team stress
We’ve learned the root causes and concerns around employee isolation, overwhelm and stress and how this can be amplified in a remote environment. We also took a look at how we can create a shift in perspective that works for teams. It’s time to understand how to keep the focus on wellbeing as a priority and make that a long lasting value.
We observed how 66% of Officevibe users feel as though their company offers the support they need to deal with work-related stress. It’s no wonder that those who feel this level of support have seen a boost in engagement and productivity. Yet, wellbeing is not a one-stop- shop, nor is it one-size-fits-all, and this perspective needs to be baked into everyday habits and expectations.
Stability: We tend to cling on to sensations of stability in times of high instability. But, how can a manager promise stability during times of change and flux? For example, keep your 1-on-1 meetings consistent so employees know they always have a touchpoint with their manager coming up.
Clarity and visibility: Over communicate and clarify expectations often. Offer visibility to your team as often as possible on shifts in strategy or changes in the business, explaining how it affects them. Often the unknown can be the most stressful of all, so keep your team in the loop.
Flexibility: Learn what flexibility means to your team, and how you can help facilitate their wellbeing by being open about meeting schedules, deadlines, and big projects. Find a system that adheres to healthy habits and fosters creativity, growth and development.
Appreciation: Celebrate small wins. Recognize employees who offer a helping hand to others who might be struggling with stress, amplifying that we are all in this together.
The TLDR on making wellbeing habitual:
Keeping our wellbeing at the heart of what we do allows our team to bring a human approach to our teams and to our projects. When we prioritize our health, we feel supported, understand the resources available to us and we know we can rely on our team mates. These aspects are not ‘soft skills’ they are fundamental to our daily conversations, habits and have proven to have massive impacts on companies who have a positive culture. Remember that it doesn’t have to be complex, simplicity is key, all it takes is someone to listen and lead.