How to Create Well-Being in Your Team
Organizational leaders are increasingly concerned with the well-being of people in their organization, and they should be. Interpersonal conflict, frustration, detachment, absenteeism, and chronic stress are all signs that burnout or turnover are approaching. At a deeper level is the person’s sense of connectedness, inclusion, and efficacy. Deeper still, people want to be part of something worthy; They want to be in touch with the things that make work life meaningful. And importantly, performance excellence requires a foundation of worker well-being.
Although the optimal strategy for genuine, lasting progress in this area is far from clear, a better understanding of well-being will help leaders develop effective change strategies.
I invite you to read the latest article by Krause Bell Group here. Our purpose is to move towards a common understanding of how worker well-being is created, undermined, and improved. We approach it from the viewpoint of organizational safety, something we have studied extensively. Please enjoy, we wish you well!
Kristen Bell
PS. If you are interested in joining an innovation study group on this topic, just send me a note.
Principal Consultant @ BSI | Healthcare EH&S, Compliance, Emergency Management
1 年Meaningful work resonates with me. Working towards a goal that leads to a greater good, not necessarily to the bottom line, rather to the lasting welfare of the world around you. When that is lacking becoming emotionally invested is stunted. Great article, I look forward to more.
Fractional Safety Leader - Helping your small-to-medium business be successful
1 年I believe that one thing that can support this, but is often developed and then left to collect dust in the desk draw or hanging on a reception wall is an organizations Vision & Mission Statements and the organization values. What is we actually operated by these values, in our daily lives and strategic planning for the future? I was listening to a podcast the other day and this topic came up. The commentator had been engaged to understand what the company's values were. The primary value was "Stockholder Returns". Money! I don't believe that having money (in some iteration) as a value is a bad thing. A lot better and more understandable and honest to the employees, which builds trust. Without some level of trust, or at least the absence of distrust, you are not going to build anything meaningful or sustainable.