In recent times, there has been a notable shift in the way people perceive work. Once seen as a defining aspect of personal identity and societal integration, work has now evolved to serve the entirety of our lives. The question that arises is: What are the true aspirations we hold for our work lives? Increasingly, our desires revolve around the ability to flourish personally, nurture both our physical and mental health, connect with a profound sense of purpose, and define success on our terms.
Inquiring about the factors that contribute to thriving, a resounding 93% of employees underscored the importance of flexibility. Among them, 45% expressed a desire to have autonomy over their start and end times. This inclination transcends sectors and professions, signifying a widespread desire for greater control over when, where, and how work takes place. Notably, pilot initiatives have demonstrated that augmenting flexibility correlates with a happier and more productive workforce.
Realizing this paradigm shift holds benefits for both individuals and businesses. With a 16-year high in talent shortages and 75% of employers grappling with recruitment challenges, addressing employees’ needs has become an imperative.
So, what steps must employers take? Cultivating an environment conducive to personal growth demands empathy and trust. While shaping an organization’s culture has traditionally been perceived as a top-down endeavor led by Human Resources teams, the reality is that managers wield substantial influence over workplace dynamics. Astonishingly, over half of the employees who left their jobs during the pandemic cited a lack of appreciation from their organization or manager, or a sense of not belonging. Managers are in daily dialogues with employees about reconciling responsibilities, managing work around family obligations, and ensuring a sense of fulfillment and recognition.
Introducing Microsteps, scientifically supported incremental actions that establish sustainable healthy habits, stands as one of the most potent methods for managers to empower both employees and themselves to seize control over their lives. Such actions can substantially bolster managers’ ability to cultivate a thriving workforce.
Here are Four Approaches to Empower Managers and Personnel to Thrive:
Transition from Workplace-Centric to Human-Centric Culture
Workspaces should epitomize psychological safety, where authenticity thrives and candidness is unaccompanied by judgment. Outfitting leaders and managers with the requisite skills for empathetic management elevates the employee experience.
More than ever, managers hold the key to crafting an environment that fosters genuine connections and encourages individuals to bring their complete selves to work, whether on-site, remote, or within a hybrid setting. Valuing individuals’ perspectives through attentive listening cultivates trust and fortifies bonds with colleagues. A Microstep for managers to consider is initiating meetings with a personal inquiry, rather than a work-related one. Posing simple, direct queries about personal matters signifies respect and engenders profound connections.
Redefine the Art of Management
Innate managerial prowess is a rarity, yet these skills can be honed. Nurturing managers’ growth equips them to better advocate for employees’ mental well-being and tailor their support to individual work requisites.
Frontline workers—those in retail, factories, and healthcare—have borne the brunt of pandemic-related challenges, facing elevated burnout rates. In this scenario, managers play a pivotal role in nurturing positive behaviors conducive to well-being. Punctuating the day with moments of rejuvenation and connectivity can yield significant dividends. Managers must proactively encourage these instances, whether it’s encouraging short walks during breaks, endorsing proper lunch breaks, or suggesting stress-relief techniques like focused breathing instead of reflexively resorting to mobile devices.
Evaluate Performance through Outcomes, Not Hours
Adam Grant, a Thrive Board Member and Professor of Management and Psychology at the Wharton School, astutely posits that we should emphasize task completion, not hours worked. To facilitate employee thriving, increased flexibility should correlate with an emphasis on results, irrespective of the manner, location, or timing.
For managers, acknowledging that success isn’t contingent on constant presence fosters greater trust in individual capacities. Endowing employees with flexibility empowers them to sustain focus, which in turn augments productivity.
Managers can advance this cause by inspiring employees to designate “focus time” for intensive work (publicizing it on their schedules). Encouraging meetings to conclude a few minutes early provides everyone with a breather, mitigating virtual fatigue. Leading by example—communicating when they’re stepping away for family time, appointments, or the end of the workday—demonstrates that recharging isn’t a reward for exertion but an integral part of work that precludes burnout and fuels optimal performance.
Prioritize Purpose-Infused, Meaningful Labor
The nexus between purpose-driven work and thriving at the workplace is evident, with a staggering nine out of ten employees expressing willingness to accept lower pay for more meaningful work.
How can managers contribute to this alignment? They can imbue the organization’s purpose with vitality by motivating employees to prioritize self-care and contribute positively to their environment. This journey commences with small actions that bridge the gap between organizations and their employees.
Commencing meetings by inquiring about employees’ emotions and sources of gratitude acknowledges their purpose and core values. Allotting time for volunteering underscores a dedication to beneficial societal impact.
Organizations shoulder the responsibility for employee well-being and, by extension, their ability to flourish. Leaders and managers wield considerable influence over their surroundings. By exemplifying healthy behaviors and championing the well-being of others, they grant employees the license to care for themselves and their peers, thus perpetuating a thriving workforce.