How do your employees feel about their work place?
Shelagh Moore believes that wellbeing in the workplace is grounded in values-based leadership and an engaged workforce.
The recession has caused hardship for many in business over recent months and it is not always easy to plan for 2010 when the hard times are still far from over. However, at this time of year when companies are looking forward to their next round of planning and spending, an area that may need attention is that of the workplace in terms of their well-being.
What do we mean by wellbeing?
Behavioural experts David Felce and Jonathan Perry defined wellbeing in 1995 as something which ‘comprises objective descriptors and subjective evaluations of physical, material, social and emotional well-being, together with the extent of personal development and purposeful activity, all weighted by a personal set of values.’ This means that it is not only the health issues of the individual that are important but also the way in which that individual measures their workplace against the values they hold. The measure of the individual’s wellbeing at work is dependent on the way in which their employer treats them and the interventions that occur that promote or deny their wellbeing.
Dame Carol Black’s review of the health of Britain’s working age population Working for a Healthier tomorrow1 aimed to identify the factors ‘that stand in the way of good health and to elicit interventions, including changes in attitudes, behaviours and practices – as well as services – that can help overcome them.’ Her report states that: ‘A shift in attitudes is necessary to ensure that employer and employees recognise not only the importance of preventing ill-health, but also the key role the workplace can play in promoting health and well-being.’ The TUC’s Changing Times Process2 is ‘designed to achieve changes that are win-win-win for staff-employees-customers.’ Their ideas help the employer and employee work towards a communications process that helps achieve a better work-life balance that a productive workforce needs to thrive.
Values-based leadership
If you look up values-based leadership there are many different sites that offer training and commentary on the subject. Universities offer courses aimed to help company leadership achieve success and its employees have an input into their working situation. Defining values can be difficult, it is sometime easier to start with a dictionary and then move on:
- A value, according to the Oxford dictionary is ‘worth, desirability, utility, qualities on which these depend – as: “now learnt the value of a friend”’
- ‘A value is a belief, a mission, or a philosophy that is really meaningful to the company.’ Roy Posner (author, values consultant)
- ‘Values are the treasures of life’ Dadi Janki, Brahma Kumaris administrative head.3
Companies often identify their values, see example 1.
Ask yourself what is your response to this list? Does it make sense? How can you measure its reality in the workplace? Do these values if practised help provide for the wellbeing of the workforce?
Wellbeing measurement
There are ways of assessing, measuring and analysing the well-being of workers in companies and then planning how to develop the work force so that absence is reduced, health is improved as stress levels are lowered where they have been high for the wrong reasons.
Positive leadership at whatever level can develop a values-based approach to the well-being of a workforce. They are the leaders who tend to nurture hard working colleagues, they realise the importance of a ‘thank you’ for a job well done. They invest time in assessing and reflecting how to develop health and well-being at work. They have a discussion; they identify a good idea and act on it. They also provide the training needed despite the recession to support their leaders and workforce. They are able to improve attendance at work and employee motivation through the introduction of small, incremental changes that have high impact. See example 2 below for some questions leaders and managers should be asking if they are concerned about employee wellbeing.
If you want to improve the wellbeing of your workforce take these steps:
- Find out what is really happening in your workplace – measure what you manage
- Invest in your workforce – identify the areas of work which employees consider important to their wellbeing.
- Choose and train leaders who care about the people in their team.
- Take steps to develop a values-based ethos in your company – shape and deliver interventions that meet the needs of your staff.
Remember in 2010 you want to have a workforce that is enthusiastic about working for your company, enjoys coming into work and is motivated to succeed. You want less staff absence, no one leaving because they feel that the values of the company do not match theirs, no crisis situation that puts your company at risk. Planning for success in 2010 through looking at how your values as a leader support the well-being of your workforce will never be a wasted investment!
Isn’t your company worth it?
Shelagh Moore
Shelagh Moore has a degree that includes education and sociology and post graduate qualifications in management and training. She develops training with Mahl Associates and also works in an advisory capacity supporting senior and middle managers in improving their and their team’s performance. She works in the UK and abroad with clients to introduce them to aspects of UK training in business and education management. She has developed workshops to encourage individuals to reflect on their work and well-being. She works with senior managers to help them plan effectively the implementation of change at work and incorporates an approach to developing values at work that will promote the well being of their staff. She also develops training for leadership that allows companies to foster and support their leaders both new and established.
[1] http://www.workingforhealth.gov.uk/documents/working-for-a-healthier-tomorrow-tagged.pdf
[2] http://www.tuc.org.uk/work_life/index.cfm?mins=466
[3] http://www.bkwsu.org/whoweare/spiritualleaders/dadijanki.htm
