Are you feeling the weight of the post-pandemic world? You're not alone! With the world turned upside down, stress levels have been on the rise, and mental health concerns have become an even more significant issue.
It's not just individuals who are feeling the strain; companies and leaders have also had to shift their focus to prioritising employee wellbeing and creating a positive workplace culture.
The old adage "happy employees = happy company" has never been more relevant than it is today.
Let's take a closer look at why this shift in focus is so important.
Statistics have shown that when employee well-being, work-life balance, skill development, diversity, and inclusion, are prioritised, it can unlock a whole host of benefits for an organisation:
A study by Gallup found that employees who felt their employer cared about their well-being were 37% less likely to experience high levels of burnout. (Source: Gallup, 2021)
According to a report by Deloitte, organisations that prioritised employee wellbeing saw a 23% increase in employee satisfaction, a 17% increase in productivity, and a 21% increase in company profitability. (Source: Deloitte, 2020)
A study by LinkedIn showed that 94% of employees would stay at a company longer if it invested in their career development. (Source: LinkedIn, 2020)
A survey by Deloitte found that organisations with inclusive cultures were twice as likely to meet or exceed financial targets and six times more likely to be innovative and agile. (Source: Deloitte, 2019)
Leaders hold the key to creating a positive work environment that creates happy employees and drives business success.
So, how can leaders help to create a positive workplace culture that values employee well-being and development? Here are some tips:
Lead by example: Leaders should model the behaviours they want to see in their employees. For example, if a leader values work-life balance, they should ensure that they take time off, don't expect their employees to work long hours and they themselves refrain from sending and responding to emails late at night and on weekends.
Encourage open communication: Leaders should create a “safe and inclusive” environment where employees feel comfortable sharing their ideas, concerns, and feedback. This can be achieved through regular check-ins, team meetings, and creating open-door policies / open communication channels to voice opinions and issues comfortably.
Recognise and reward employees: Leaders should recognise and reward employees for their hard work, achievements, and contributions. This doesn’t necessarily mean granting bonuses, salary increases or promotions; a simple thank you note, or public acknowledgement means a lot to most people.
Provide opportunities for growth and development: Leaders should provide opportunities for employees to learn new skills, take on new challenges, and advance their careers. This can be through on-the-job training, mentoring, or sponsoring employees to attend conferences or workshops.
Foster a culture of inclusivity and diversity: Leaders should ensure that every employee feels valued and respected, regardless of their background, identity, or beliefs. This can be achieved through diversity and inclusion training, employee resource groups, and inclusive hiring practices.
So, let's break the cycle of burnout and neglect and prioritise the most important asset of any organisation - the people who make it run.
Investing in employee well-being and development is not only the right thing to do, but it's also a smart business decision.
So, if you are a leader reading this, take the first step and make employee happiness and growth a core value of your organisation.
Your employees will thank you, and your business will thrive!