We spend one third of our lives at work and know that our workplace, our colleagues, and our role all play a significant part in our well-being: mental, physical and emotional. However, figures show that the majority of initiatives offered by businesses aren’t doing enough to support employee wellbeing (MindGym).
The past 4 years have shown a steep rise in depression, anxiety and loneliness – all of which take their toll on societal health and longevity. With 2.6 million people signed on for long-term sick leave in the UK and studies showing that the workforce is becoming less productive and less-engaged, leaders need to understand how to support their employees.
But what drives us? There are a myriad of factors both personal and professional, but to enhance well-being at work there are 5 key drivers:
If businesses can focus on these 5 core factors as part of their strategy, they can not only better their team members wellbeing and reduce absenteeism and demotivation, but they can develop initiatives that are sustainable and personalised to the organisation’s needs.
Certainty
When we feel uncertain at work – whether this is about our role, or the future of the business – this leads to emotional exhaustion and burnout. People need to know what is expected of them and what the goals of the organisation are. This could range from having a detailed job description to understanding the pipeline of work for the next few months. This awareness creates security, which increases the feelings of certainty at work.
We can also help each other at work stay certain and clear by the way we speak to one another. Avoid messages such as ‘Can you put a meeting in tomorrow for us to talk?’ and instead create clarity and reduce anxiety by changing the phrasing to: ‘Can you put in a 20 minute meeting for us to go over X tomorrow?’ for example.
Competence
The Journal of Workplace Learning’s 2023 study found that having a job and doing work that makes us feel competent also aids our wellbeing. Developing the competence of our team increases their work-engagement and their commitment. It’s more than having the skills to simply perform your role, it’s also about having the ability to cope with the continually changing work environment.
Make sure that your people have the training, time and support to build their skillset and that they are able to successfully complete the tasks that are important to them to a high standard.
Autonomy
Team members need to know that they have the chance and opportunity to change things for the better. By giving greater control over their work tasks or their schedule, Employers display their trust in their teams which strengthens the employer-employee relationship. People enjoy their role more when they feel they have the power to influence it and it can also lead to employees taking greater initiative which can lead to better ideas being generated.
Let your team know what is possible – communication is vital here, and managers need to ensure they don’t micromanage. Clear goals and frequent check ins will help keep your team on track as they become more independent.
Belonging
Belonging is about having meaningful relationships at work. One of our main social circles is our colleagues and employees need to feel that they are able to be themselves at work in an environment where they are valued, accepted and have a voice. CultureAmp found that “those who feel they belong perform better, become more willing to challenge themselves and are more resilient”.
Increasing belonging in your organisation can take many forms – from making sure you’re hiring a diverse mix of people, to how you structure teams and lay out your office. A good place to start is by bringing belonging out into the open and talking about it. After all, giving your team and your people a voice is the first step.
Purpose
Finally, purpose. When people have a strong sense of purpose, they feel that the work they’re doing truly matters. They understand why they’re doing it, why it matters in the journey of their career and why it helps the organisation.
Tasks that are confusing and seem to have no impact/result create feelings of isolation, exhaustion and disengagement.
To build purpose, leaders need to understand what motivates their team members. This can be through conversations about their goals, values and priorities. It can also be through taking the time to explain a person’s role in the grand scheme of the business.
People who report high levels of purpose feel more fulfilled, motivated and engaged in the workplace. It also reduces stress, increases satisfaction and improves workplace relationships.
In Summary
Business leaders know that supporting their team also supports the organisation. Factors like certainty, competence, autonomy, belonging and purpose are all key drivers in employee motivation and engagement.
At JourneyHR, we can work with you and help you develop a well-being strategy by surveying your employees to ensure their needs are being met and identify any areas of weakness that we can work to improve. Reach out to us if you want to develop a company culture of trust, openness and initiative.