Improving the wellness of employees at the workplace should be a priority for every organization as it is directly linked with employee performance and productivity. However, not all managers are aware of the impact they make on the employees' mental health. UKG's Workforce Institute did a global survey which showed that 69% of employees said that their work managers had the biggest impact on their wellbeing. One out of every three employees in the survey stated that managers failed to acknowledge the impact of their behavior on the team's well-being. Yes, several factors contribute toward employee wellness, and one of the key factors is the behavior of managers at the workplace.
So, let's see how managers can influence the wellness of their employeesand which areas need more improvement:
Manager’s Role in Employee Well-being:
Every manager plays a key role in promoting wellness at the workplace. Their approach to work-life balance, management style, and how well they handle stress have a significant impact on their team members.
Management style creates the main impact on employees' mental, physical, and emotional health. When managers focus on creating a supportive work environment it improves the overall employee well-being. On the other hand, when employee well-being is ignored at work, it leads to several issues including stress, anxiety, poor performance, and low productivity.
According to research, different styles of leadership also impact job satisfaction and stress levels at workplaces. When the leadership style is similar to micromanaging or autocratic, it leads to greater workplace stress as employees feel less control over their work, leading to them feeling drifted. Alternatively, participative and transformational leadership style contributes to higher employee satisfaction and lower stress levels. The latter one also encourages employees to have open communication, partnership, and overall empowerment.
How Can Managers Make a Difference?
Managers hold the power to make changes, therefore making differences in key areas will promote continuous improvement in employee well-being. They can create a supportive environment at work while encouraging work-life balance and even promoting physical well-being among employees.
Let’s get into the details -
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Supportive Work Environment -
Having a supportive workplace is crucial for overall employee well-being. Managers can startby building positive relationships with their team members that endorse a sense of belonging. They can also encourage teamwork and collaboration, and provide both personal and professional growth opportunities. A supportive work environment is the biggest source of sustenance. It further navigates conflicts at the workplace and managers play a crucial role in it.
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Flexible Work Opportunities -
Flexible work opportunities give employees more control over their work. This can improve work-life balance, productivity, and employee engagement, and therefore, reduce stress. At the same time, this also comes with increased employee retention and job satisfaction.
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Promoting Open Communication -
Creating an environment that promotes open communication is necessary to uphold a healthy workplace. When employees feel comfortable, they will be able to address any conflict or issue openly and resolve it promptly. Managers should also give regular feedback to employees along with recognition for good work as it brings motivation. At the same time, it is important to set clear boundaries that avoid excessive workload or any misunderstandings among team members.
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Recognizing Signs of Stress among Employees -
Managers need to recognize the common signs of anxiety and burnout among employeesto maintain a stress-free environment. Some of these indications include regular absenteeism, mood swings, tardiness, loss of focus, personality changes, and a decrease in performance and productivity.
While serving for overall well-being of employees, managers should also look out for resistance to wellness activities. This can be done by involving employees in the decision-making process, communicating about the program's benefits, and using their feedback.
