New Year’s Resolutions typically focus on habits of action. But what about habits of mind? How we view the world goes a long way toward determining our success. And these short-lived resolutions are usually about individual health. But what about organizational health?
When I initially work with a client, I encourage them to start by getting a baseline sense of the company’s current state regarding stress. And the beginning of the year is a perfect time for any organization to do so. You can hire a consultant or have HR survey employees to determine their most significant stressors and rate them on a scale of 1 to 10.
You want your employees to thrive holistically in the same way. The pandemic has driven home a truth that we should have known all along: that when an employee is struggling in non-work areas of their lives, it will affect their work. Employers have learned to step up and be partners in helping employees address these issues, and they need to continue to do so.
Your check-ins with employees and direct reports should be about more than work. Show concern for them as a whole person. You will get the best out of them when they feel comfortable bringing their whole selves to work. And by giving them flexibility over when and where to work and making sure We are just starting to grasp some of the factors driving “The Great Resignation”—an unprecedented number of employees leaving their jobs, sometimes mid-career.
Employees want to feel meaning and purpose on an individual level as well. A significant part of a leader’s job is to provide context: to help employees understand how their specific role fits in with and contributes toward your shared purpose as an organization. Additionally, employees experience more meaning in their work when they feel they have a high degree of autonomy.
We can measure organizational health by traditional wellness metrics, which are certainly part of the picture. But more than ever, organizational health is going to be determined by the vitality and resilience of your organization’s culture. If work is not just a source of income, but also a source of engagement and meaning and fulfillment—and if employees get the sense their employers are active partners in their well-being—they will stay, and they will thrive. And so will your organization.
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