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Why employee well-being depends on managers

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Managers matter. A lot.

Most employees say their immediate managers matter more than C-suite leadership when it comes to well-being support. But often, managers don’t understand how to talk with their employees about well-being.

It’s important to give your managers the tools and flexibility to promote well-being to their team. Give managers clear instructions on how to talk with employees about well-being and how to overcome hurdles or fears. Post talking points on your company intranet so they know how to approach well-being topics during 1:1 meetings. It’s about communicating openly, honestly and consistently. Here are a few of our favorite tips you can share with your managers.

6 ways managers can support well-being improvement:

1. Schedule frequent 1:1 meetings with their team members. Or even better, try walking meetings — we’re huge fans of them at Limeade.

2. Be a role model for well-being improvement by taking daily stress breaks and communicate your own well-being priorities with your teams.

3. Send frequent messages of support and encouragement (like thank you cards or recognition during team meetings). When employees feel their employer cares about their well-being, they’re 38 percent more engaged. And a great way to show your employees that you care is to call out their great work.

4. Get to know your team on a personal level. Understanding what matters to each employee will help you balance the needs of the business along with the needs of the individual. Some employee will be open about their goals and challenges, while others may prefer to focus on work-related topics — and that’s okay. Give them the space to be vulnerable.

5. Invest in your employees for the long-term. Whether it’s career development or cross-functional training, show your team you care about their future by encouraging side projects rooted in education.

6. Assume positive intent from your employees. And give them more control over their schedules. This means employees can finish up a project late at night, but they can also decide to leave early to exercise or to pick up their kids. It’s about trusting employees to get their work done on a schedule that works for them.

Want more steps you can take today? Check out our new interactive experience on organizational support.