Employee performance is greatly linked to their well-being. When companies and managers make employee well-being a top priority and focus, they will also see their employees perform better at their jobs and happier on the job. 

An employee who is thriving in the elements of well-being misses less work, solves problems more readily, and adapts to change faster than employees who aren’t focused on their well-being. While 80% of companies offer wellness programs for their employees, many managers have difficulty implementing their programs to full effect, making the results less noticeable and fruitful.  

4 Ways to Contribute to Employee Well-Being

If you want to see the benefits of employee well-being in your office, consider how you can implement these four practices.  

      1. Invite

First and foremost, there should never be pressure attached to well-being efforts. Managers should be encouraging, positive, and open-minded, creating an overall feeling of acceptance. Employees should understand that they can be autonomous and private in how they choose to get involved in the company’s well-being offerings. It’s about personal ownership rather than authoritative directives. 

      2. Provide 

Even though it’s up to the employee, managers should connect with employees on well-being opportunities and activities. Share information and opportunities for your employees to put some of their new knowledge into practice. For example, in addition to providing them information on 401(k) plans and options, you should also allow them to attend a consultation.  

      3. Model 

As in all aspects of the office, employees take cues from their managers. If you can exemplify a well-rounded and healthy approach to well-being, so will your employees. Even the best well-being strategy will not be adopted successfully if managers do not set an example. As with all areas of modeling behavior, be authentic 

      4. Care 

Managers need to emphasize that well-being programs are meant exactly for that – the employee’s well-being. The benefits to their work performance is secondary. When managers show that they genuinely care about their employees, they are more likely to adopt well-being initiatives. Not only will this help your employees become even better versions of themselves, but you may see them bring this effect back to their work. 

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