Well-being is a shared responsibility
Both the individual, the group, the leadership, and the organization bear the responsibility for well-being in the workplace. Learn more about the different types of responsibility here.
When people experience stress, it is common to feel weak and inadequate. Often, the affected individual will be embarrassed about not being able to handle their tasks or not having spoken up in time.
But the responsibility is not solely on the individual who is affected. As illustrated by the IGLO model on the right, the responsibility also belongs to the organization, leaders, and colleagues, but the responsibility varies depending on the role.
Below, you can read more about the responsibility and roles at each level in the IGLO model.
INDIVIDUAL RESPONSIBILITY
As an individual and employee, YOU have a responsibility to be aware of and understand yourself, your warning signals (including stress symptoms), and to continuously pay attention to the perceived balance between demands and resources at work.
Employees also have the responsibility to understand the frameworks and resources set by the leadership.
If signs of distress or stress are experienced, the employee has a responsibility to speak up or seek help. This could involve engaging in dialogue with the supervisor, HR, and/or colleagues.
GROUP RESPONSIBILITY
Within the group of employees, as a colleague, you have a responsibility to be attentive to those around you.
Not all colleagues experiencing stress will successfully reach out for help, so within the group, there's also a responsibility to initiate dialogue when suspecting distress or stress in a colleague.
Furthermore, it's important to be mindful of the work culture that all of you contribute to creating – such as the culture around your work rhythm, work community, and discussions about each other's well-being in everyday life.
LEADER'S RESPONSIBILITY
As a leader, it is your duty to know your employees well enough to be able to engage in a dialogue with them about their well-being. You should also be able to observe changes in their behavior, as these can be signs of emerging distress or stress.
Furthermore, you inevitably serve as a role model for your employees, which means that your actions have a strong impact. For instance, sending emails at odd hours or never displaying vulnerability yourself can affect the workplace culture, as can exhibiting signs of distress or stress.
You also play a crucial role in fostering an environment where discussing challenging topics is possible. As a result, you should have the necessary resources as a leader to manage both your own and your employees' well-being effectively.
THE ORGANIZATION'S RESPONSIBILITY
Ensuring well-being is consistently on the organization's agenda is essential. This responsibility lies with the top management, as well as HR and the work environment organization.
The top management, for example, should create an environment that promotes good mental (as well as physical) work conditions and serve as role models.
Support functions such as HR, employee representatives, and work environment representatives also share the responsibility of ensuring employee well-being and collaborating with leadership.
Furthermore, the organization bears responsibility for considering whether there are work-related conditions that need to be changed or adjusted to prevent stress in everyday work life.
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.
