How can you encourage team members to prioritize self-care and well-being?

Apart from all that the organization and team do for healthcare and well-being, including weekend tracking and sports activities, leads must also ensure that 5% of the Key Result Areas (KRA) pertain to health and well-being. This should involve tangible plans such as weight loss, gym enrollment, and setting target miles for running. These health and well-being goals must be periodically discussed along with other KRA's. This will demonstrate the organization's commitment to health and well-being and will yield excellent results.

Lead by example and share personal experiences of self-care. When leaders demonstrate and value well-being & self-care it provides others permission to do the same. When members of your team re-fill and recharge it gives them an opportunity to show-up their best self at work which in turn leads to delivering on organizational goals. Second, understand what "work-life balance & well-being" means to your team. It will likely look different for everyone. This gives you a chance to meet your team where they are at and not assume that everyone needs the same things to feel whole and fulfilled in both life and work.

Leading by example is the cornerstone of fostering a culture of self-care and well-being in the workplace. It starts with us - as leaders, let's showcase our commitment to health and happiness. Share your personal strategies for managing stress, achieving work-life balance, and prioritizing breaks. By openly embracing self-care, we not only elevate our own well-being but set the stage for a team that values and prioritizes the same. Let's inspire each other to make self-care a non-negotiable part of our professional journey.

This is a ripple effect for team and individual as leader. Team will always follow the leader so one needs to set right example by behavior's, actions and attitude. It means demonstrating the qualities and behaviors that you expect from your team members, and modeling the behaviors that you want to see in your workplace. In the capable hands of good leaders, it is a powerful tool that can inspire and motivate your team to achieve greatness.

Self-care and ensuring well-being is crucial to success of any team. Leaders need to cultivate a culture of self-care and well-being. Here are a few tips. Everyone of these are to be led by an example Don’t encourage working late and don’t do it yourself either. Take frequent breaks and prioritise them. Speak out when you need help. Even talk to your team about it. This builds trust an opens avenues for your team to come to you when they are in trouble. Stress is an all-time killer. Show your team how you handle stress being a leader, if you yourself cannot handle it, your team surely won’t be able to either leading to lack of well-being. It’s ok to say no and teach your team the same. Not saying “no” can add a lot as well.

Leader has to listen there team member actively as communication is always two way process, as a leader we also need to act or show case our action in a way that feedback and opinion of team matter and it creates difference.

Clear communication is the secret sauce. Knowing expectations and feeling appreciated works wonders for team morale. Your emphasis on positive feedback creates a virtuous cycle. It's like building a well-oiled teamwork engine. Great insights!

I make it a priority to communicate expectations and goals clearly to my team, ensuring they fully understand their roles and responsibilities. Providing the necessary resources and support is crucial for their success. Additionally, I focus on giving both constructive and positive feedback, acknowledging their achievements. This approach not only boosts their confidence and motivation but also helps in alleviating any work-related stress, contributing to their overall well-being.

Communication is the key to effectively bringing the team together because everyone works differently. They might be more productive at a certain time or with certain tools, and it is important to understand their work style and boundaries.

For me encouraging dialogue and 2-way communication is so important. If we only send or only listen we loose the opportunity to get to the bottom of issues that can impact wellbeing. The act of communicating, sharing, delving and evolving together can be healing in itself. So I go out of my way to: - have scheduled times when individuals in my team can vent, share and bring any topic they would like to cover. - Open door policy and team day at the office where they can get me face to face for support and conversations. - This office day also gives me the chance to observe how people are doing and how they are generally operating. A simple how is it going face to face can make all the difference. - clear constructive feedback

Few things that helps leader to show empathy and motivates the team member are as below: 1) Observe, listen, and ask questions. Stop assuming that you know what people are thinking and feeling — you probably don’t. There’s always more to learn if you’re quiet and curious. 2) Stop multitasking. Leader should pay full attention to the person in front. 3) Don’t give in to distractions. There’s always a deadline looming, a crisis to deal with, or an annoyance to put to rest. It’s important to slow down and take a step back from all of this stress. Practice mindfulness, and encourage your employees to do the same. Let them know it’s OK to take some time for themselves.

One powerful way to support employees to prioritize self-care and well-being: give them time to do it. Don't expect them to look out for themselves, if you don't do it by allowing them take out time from their schedules to take care of their self-care and well-being. Simple as that.

Listening and empathy are the bedrock of a supportive work environment. Take the time to genuinely connect with your team members, inquire about their well-being, and understand their challenges. Create a safe space for open conversations where they can share their experiences, both positive and challenging. By actively listening and empathizing, we not only strengthen team bonds but also demonstrate a commitment to each other's growth and well-being. Let's foster a culture where everyone feels heard, valued, and supported.

Listening and empathizing create a tight-knit team. It's not just about tasks; it's about understanding and support. Your approach turns the workplace into a genuine community. Cheers to fostering a culture where everyone's voice matters!

I agree. Apart from talking about work life balance and prioritizing personal well-being during regular 1-on-1 meetings and personal reviews, I try to always look for signs if my team members look stressed out. If they do, I kindly ask them if they want to have a chat in one of our confidential conference rooms and try my best to listen and empathize. I have observed that sometimes talking in a safe space and sorting through their own thoughts is all they need to recenter themselves. If they feel like they need help, I offer some advice or guidance by relating similar struggles I faced or share some strategies or we work together to find solutions and I offer encouragement and more regular 1-on-1s.

Be sure to keep an eye out for burnout. Many people suffer silently, perhaps too afraid to speak up. Ensure you have a judgment-free open door policy for your team. Always remember, without People, there is no business. The well being of your team is vital for all of the gears to turn. Always. Listen.

In the past paced companies I know from consulting the only way we really give attention to quality learning is if its designed into our DNA, the fabric of our operations and planned so its not missed out when things get busy. One way I do this with my team is to have dedicated monthly sessions where we use a 1 slide roadmap tool to see an overview of what the individual is working on on a day to day basis with 4 themes placed into a roadmap. The Themes are: - Current client projects - Training plans and aspirations - Internal projects and work (we have a situation based approach where they learn by doing) - Open to all other topics We monitor progress, and I use the roadmap to proactively bring individual opportunities for growth.

Nurturing growth isn't just about tasks; it's a journey. Your approach turns work into a place of constant discovery. Kudos for emphasizing not just what they do, but who they become. That's a recipe for a team that not only succeeds but thrives!

Encouraging growth is vital for team well-being: I actively support my team in skill development and potential realization. Assigning them varied and meaningful projects, I encourage taking on new responsibilities. Supporting their pursuits of interests and passions is also crucial. This approach helps them stay engaged and fulfilled, empowering them in their roles and nurturing an innovative and curious team environment.

To promote learning and growth often involves taking on a bigger challenge where the risk of failure tends to be higher. The possibility of failure tends to hold people back from taking on these challenges and lose out on potential growth opportunities. As a manager, I will create an environment that emphasises on failing forward. Failing forward suggest that even in failures and setbacks there are opportunities for learning and growth in them. Instead of seeing failure as the end of the road, it encourages individuals to view it as a step toward success. When you "fail forward," you analyze your mistakes, learn from them, and apply those lessons to future endeavours.

I celebrate big milestones in the teams I lead by directly talking and appreciating them. I also leave congratulations and thank you cards/notes along with small gifts such as flowers or plants after the end of the day so they can find them at the start of the next day and remember again how much they are appreciated. Our company also celebrates milestones by organization of group lunches and happy hours with games.

One of the things which I have personally noted is that it always helps to spend some time outside of work with the team. May be a coffee, a lunch, small outing. A greeting on a special day, occasion..where the work matters are not discussed but the trust and engagement is fostered.

Completely agree...life is too short...so celebrate the smallest of achievements and successes. Enjoy, laugh, have fun Things ease out for the better, automatically. Best wishes

Celebrating achievements and enjoying shared moments are key for team morale: I make it a point to acknowledge and reward my team's hard work. Whether through personalized thank-you notes, thoughtful gifts, or tokens of appreciation, I show my gratitude. Additionally, organizing events, be it virtual hangouts or in-person gatherings, helps in building strong connections. These gestures of appreciation and fun activities contribute to a positive team atmosphere, making everyone feel valued and connected.

Celebrating wins isn't just about success; it's about creating a vibe. Your ideas turn the workplace into a place where victories, big or small, are cheered. A team that celebrates together stays strong together. Cheers to fostering a culture of appreciation and joy!

It actually starts from the independence to take leaves without being interrogated about it, flexible work timings to complement personal life goals and the assurance of having a supportive manager who will listen and back you up during a distress call.

I believe in a real world there will be teams and team members that will not fit the descriptions and examples above. Teams that are based in different locations, work different times zones, have different roles, personal choice and orientation are different too.. in such scenario I believe the ability to create trust and foster bonds is led by simply allowing each to be their own person. Unity in diversity and celebrating that diversity, accepting "no"of team members to meets for personal commitments or simple choice and accept as long as the work is well , rest is a bonus. You are there.. but you do not push any button or envelop and allow them , to coexist peacefully, without any pressure to confirm..

Good evening folks... The concept of creating a safe space is so important... this is what I learned from my management students when they opened up and each one talked about himself/ herself. I too expressed my vulnerability and shared some personal experiences .The comfort that everything remains within the cohort is very important. So yes.. 1. Lead by example:take leave, switch off from work after office. 2. Read a physical book: this is a huge stress buster and helps one to be with self. 3. Talk to colleagues and enquire about their well being, their families. 4. Encourage colleagues to take leave, avoid working after office hours. 5. Last, but not the least,be physically active: take the team out for a walk/ jog. This is the best.

It's not about encouraging team members to prioritise self care and well-being. It's about putting the systems, processes and practices in place to do it. You should let your team know they can take an additional lunch break per week or per month outside of their regular one to do anything they want and block it out in their diary. It's monitoring who hasn't been taking annual leave and speaking with them 1-2-1 to understand why and encouraging them to do so. It's being self-aware about the busy period and encouraging half days when you think it would help. It's encouraging socialising in-person if possible. As well as modelling some of the things you'd like to see.

In my opinion, leading by example is the most powerful way to encourage team members to prioritize self-care and well-being. Then, shining a light on those who do it in an exemplary way. And actively removing any barriers that might keep them from prioritizing their own self-care and well-being, too. Everything else will follow.