Welcome to episode 53 of Coffee with Jody part 3 of “Building Resilience and Well-being into the Workplace.” In this episode, I’m going to go deeper into those five essential arenas so you know where to look, what they’re measuring, and then we’ll go through those 10 things you can do to enhance well-being in your workplace.
In my last video, we gave you a download from “Eat, Move, Sleep” by Tom Rath, a book that focuses mainly on the physical. I want to go beyond that; in business today, the number one imperative of a leader is to unlock the potential in each of the people on their team. It’s really important that we do that so we can drive engagement, drive productivity, and more importantly develop “well” people.
When people are working really hard, particularly in these uncertain times, it can lead to a lot of burnout unless we’re diving in and exploring the different areas of well-being. People that have high levels of well-being and are engaged in an environment or culture that supports and nurtures their individual strengths, you have almost near zero burnout. It’s important, not just for us business owners, but for the people that work in our organizations, their families and beyond.
Here are the 5 Essential Arenas of Well-Being:
· The first one is Career. This focuses on, I love what I do every day.
· The next one is social, and here Gallup is looking at, do you have meaningful friendships and relationships in your life? Some people only need one or two, others more.
· The next area is financial, and that has to do with, are you managing your money well?
· Next we have, community which is, I enjoy and I like where I live. It could be the home or the physical space of where they work, and it also can be the community at large. I live in coconut Grove. I love living here. It’s an absolutely beautiful part of Miami so I’ve nailed that one.
Now let’s dive into the 10 Things you can do to Drive Resilience and Well-Being at work.
1. When you’re looking to design a well-being program in your organization, talk it over with the people who are on your teams and your employees, explain to them these five areas and then get their ideas. What does that do? It provides them the experience of having their voice heard and that really matters to people, and buy-in. A lot of the times in a collective conversation, you come up with really great ideas. It may be that everybody wants to focus on well-being that has to do with financial, or maybe everybody wants to focus on their career and how they can actually do better in their career and enjoy more of what they do by tying it to their strengths. When you have everyone involved in it, you get buy-in and that always makes things unfold a bit smoother.
2. Here the focus is on tying well-being to the meaningful culture, purpose, and mission of your company. When that’s really clear, it goes a long way towards people’s sense of well-being when they’re aligned with your purpose and mission.
3. Educate on these different areas of well-being and encourage people’s participation.
4. Ask your team which ones they gravitate towards the most? Some people will gravitate toward their financial well-being, others will gravitate more towards the social. Others will gravitate more towards the physical.
5. Show interest in not only that person, but also their family and the family’s goals, as well as helping to establish some goals for themselves.
6. Provide some recognition for their accomplishments, whether it’s in a weekly meeting, a daily huddle or in your monthly team meetings, ask people to acknowledge what ground they have been able to take on a goal? For instance, maybe somebody has the goal of saving $10,000, or maybe somebody has the goal of running a 5k or maybe somebody else has the goal of being able to connect with family members that are spread out around the state or the country, or even the world during this time and how many they want to speak to. Knowing what they are, make it a point to celebrate.
7. Building out an area of individual and/or collective well-being. I know, when I looked at the 5 essential areas, I said, “Oh, okay, I got this one pretty good” and then there was one area that I thought “Gosh, I’m not really doing very well in this particular area” and that had to do with the social arena. I’ve been so involved in work and with my dad that I haven’t paid a lot of attention outward into my world. I’ve been very focused inwardly on my team, on my clients and on my immediate family. So that was an area that I know, I need to work on. The idea is to create something like a board of advisors, whether it’s people who have inspired you or somebody whose book you can read to learn more about. It can be virtual, or it can be in person. But once you’ve found somebody to support you in the areas in which you need support, let them know how they inspired you, like why you would want them to be on your advisory board.
8. Establish best practices and a platform for people to ask for support. When we’re sharing, “I read this book” or “I found these recipes”, or “I’ve actually found a great financial planner and I would recommend this person”, whatever it is that you can actually share best practices and people can say, Hey, I’d really like to have some support with that too. Whether it’s from their board of advisors or from the team.
9. Ask people. Is there anything I can do to help you in an area of well-being that you want to develop? For example, if it’s their career, it could be, how do we take and apply their strengths to their area of work and to develop that? Sometimes an outside pair of eyes can make all the difference.
10. Shift from being the leader who’s bringing forth this conversation and turn it over to the team to lead; because they, among themselves will come up with really great ideas and it’s so much better when it comes from the ground up than when it comes from the top down.
So here are 10 ideas that you can use to help to build resilience, to build the experience of caring and to build well-being into your organization, which ultimately leads to everyone wins.
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