Actually, it is pretty obvious. An employee's performance will improve if he or she is seen, heard and understood by a manager who displays presence and interest. So why do so many managers find it difficult to show their employees proper recognition?
Leaders must focus on well-being as well
One reason for this can be that managers are focused on chasing business objectives set by senior management. Although these are obviously important managers still need to focus on employee well-being.
Not doing so might jeopardise the ability to achieve business critical objectives. Leadership means focusing on business and well-being.
The difficult dialogue
If an employee is displaying signs of stress or a failure to thrive it can be an indicator of dissatisfaction. Here it is absolutely essential that the manager is able to act and engage in an open, honest and forward-looking dialogue with the employee.
Although it is part of being a manager, this personal dialogue can be difficult for many managers to initiate and can be difficult to translate into actual and effective action.
Own well-being as a manager
We offer a programme that we call 'Leadership and well-being', which enables managers to conduct conversations about lack of well-being and to spot the signs and take action in situations where an employee is failing to thrive.
The programme focuses on familiar challenges and provides the manager with a constructive way of restoring well-being. The programme also focuses on the manager's own well-being and responsibility as a role model.
Management and well-being' is a two-day seminar, and also includes two individual coaching sessions.