Effective well-being leadership - how?
Promoting well-being and preventing stress places demands on you as a leader. Here, you'll receive practical advice on leading with a focus on well-being and making well-being a shared responsibility. Also, get inspired by 'the 6 paths to well-being', which you'll find at the bottom of the page.
Prioritize dialogue
The closer you are to your employees, the better you can observe changes in their behavior, which might indicate emerging lack of well-being or stress.
And the more you converse with them in their daily routines, the greater your understanding of what's currently affecting them - both within the group and on an individual level.
Simultaneously, you gain more insight into the various profiles within your team, how they collaborate, and what individually motivates them.
Lead differently
Everyone is different. This naturally applies to your employees as well. Our well-being is affected differently, and we are motivated by different types of tasks.
A task that feels overwhelming and insurmountable for one employee might be seen as challenging and exciting by another.
The more insight and understanding you have into your employees' diverse values, preferences, and personalities, the better you can contribute to their well-being and motivation.
Create predictability
Predictability has a positive impact on our well-being, and too many implicit demands, expectations, or goals can make us uncertain.
Continuously inform your employees about what's happening in the department, where you're heading, and what they can expect.
It's also important to involve employees in decisions where they have a role in task completion.
Be a good role model
As a leader, you are a role model and representative of the culture prevailing in the workplace. Therefore, you must be mindful of your behavior and communication.
Do you rush around the hallways? Do you often skip lunch? Do you rarely or never talk about your mistakes or weaknesses? Do you send emails to your employees in the evening?
Lead by example and demonstrate through your behavior that you take well-being and a good work environment seriously.
The 6 Paths to Well-being
Research from the National Research Centre for the Working Environment indicates that there are 6 factors crucial for the psychological work environment. Although these factors are common for most people, each employee can experience them differently – hence they are called 'the 6 paths to well-being'. Therefore, in your discussions with employees, you should explore how each path is experienced individually, what matters most, and discuss possibilities for improvement.
1. INFLUENCE
What kind of influence does the employee have on their working conditions? And what type of influence is important to them? Influence over tasks? Working hours? Collaborative relationships?
2. MEANING
What contributes to the employee's sense of meaningfulness? Is it the company's societal contribution? The professional pride of delivering high quality? The collegial relationships?
3. PREDICTABILITY
To what extent does the employee experience being informed about relevant matters at appropriate times? Is the company's direction clear to the employee? And can the employee see their own role in the journey?
4. SUPPORT
How does the employee experience practical support from colleagues and you as a leader? Whom can the employee turn to? Whom can the employee talk to if frustrations arise with colleagues, customers, or you as a leader?
5. REWARD
Does the employee perceive sufficient recognition for their contribution? Are there sources of recognition that are more important than others? Colleagues, customers, or you as a leader?
6. DEMANDS
How is the balance perceived between job demands and the resources available to the employee? What external demands exist, and what demands does the employee place on themselves?
Need leadership guidance?
Consultation with an AS3 leadership consultant is included in your company's subscription to the EVI well-being survey.
Write directly to Trivselsraadgiver@as3.dk - and we'll call you back.
