Change the workplace, not just the worker

Jon Clifton cites this research in his CEO introduction to Gallup’s State the Global Workforce 2024 report. He acknowledges that leaders are well aware of the prevalence and negative impact of stress in the workplace from data and human sources as well as personal experience. We also know that leaders and workplaces in the Channel Islands are not exempt from these struggles. 

Our world encourages, celebrates and often pushes us to be more independent, more individualistic and more self-sufficient. Yet, as human beings we are designed for community, we instinctively, and often unconsciously, look for people and places where we can belong and therefore grow and thrive. So perhaps it should come as no surprise that the studies above are highlighting the need for organisational solutions to health and wellbeing issues in the workplace, not individual ones.

A healthy thriving culture begins with healthy thriving leaders who intentionally create that culture. Leaders set the culture. 

However, is investing in and building a healthy culture worth the effort and cost? Is it not simply the case that people need to ‘just get on with it’? Whilst it may seem like an unnecessary luxury to invest time, money and effort into creating cultures where people feel valued, where they have some autonomy, where there is some flexibility, a clear sense of purpose and shared vision propels business, it doesn’t hinder it.

When people feel connected to their work, when they have meaningful work, they are far more likely to be positively engaged and give their best more of the time - this is good for your organisation. This is the space where innovation, creativity, problem-solving and productivity thrive. 

Can it be done? And if so, how? 

The better you know your people, the easier this will be. But here are some initial ideas to provoke your thoughts and maybe spark some changes. 

These aren’t necessarily bad or wrong, but they are not the solution to health and well-being in the workplace: 

• Stress management training 

• Mindfulness apps 

• Monthly yoga/massage 

• Healthy snacks

Instead start: 

• Providing the resources needed for the job 

• Being clear on organisational vision and purpose and how it connects with their roles 

• Take time to “walk the floor” and really listen 

• Invest in and equip your managers so they can take care of their teams. Good management is essential for employee morale, well-being and retention 

• Wherever possible put people before profit when it comes to organisational change 

• Create a safe, psychologically safe workplace regardless of role and position within the organisation. 

These are just a few ideas, that we have seen leaders implement in their workplaces with positive impact, there are many more!

Ultimately, this is about understanding the power of the workplace to positively or negatively impact people’s lives and choosing not to dismiss the idea that this may be something you need to give your attention to.

Of course, you will need to resist the temptation of a quick or easy fix... they rarely are!