22 November 2024
Wellbeing Conversations: The Essential People Manager Skill
In today’s dynamic and demanding work environments, employee wellbeing has emerged as a critical component of organisational success. At the heart of this drive are managers, whose daily interactions play a pivotal role in integrating wellbeing into everyday team dynamics.
In this article we focus on the importance of wellbeing conversations – one to one conversations with team members about their wellbeing. We explore:
- What wellbeing conversations are
- The strategic importance of Wellbeing Conversations
- The skills that managers need to develop
- Key strategies organisations can implement to support managers in this role.
What Are Wellbeing Conversations?
A wellbeing conversation is a focused dialogue between a manager and an employee that centres on the employee’s overall wellbeing. The primary goal of a wellbeing conversation is to support and promote the employee’s wellbeing. By taking a proactive approach, managers can:
- Help employees navigate challenges
- Enhance job satisfaction
- Maintain a healthy balance between professional and personal lives.
This support not only benefits the individual employee but also fosters a more resilient and high-performing team.
What is the Business Case for Wellbeing Conversations?
Investing in wellbeing conversations yields significant benefits for both employees and organisations. Wellbeing conversations:
Boost Engagement: Employees who feel supported in their wellbeing are 3.4 times more likely to be engaged at work (Inpulse, 2022). Engagement leads to higher motivation, increased productivity and a stronger commitment to organisational goals.
Reduce Absenteeism: Addressing stress and burnout early on helps prevent absenteeism. At the same time, a supportive environment makes employees less likely to seek opportunities elsewhere and lowers the risk of attrition.
Improve Productivity: Research has consistently demonstrated the link between employee wellbeing and performance. According to Deloitte, the average return on investment (ROI) for employers who invest in employee wellbeing is £5.30 for every £1 spent. When employees are physically and mentally well, they are well placed to perform their role effectively.
Enhance Team Relationships: Regular check-ins foster trust and strengthen interpersonal relationships, contributing to a more cohesive and collaborative team environment.
Normalise Conversations About Mental Health: Currently, only 2 in 5 employees feel comfortable discussing mental health with their manager (BHSF). Wellbeing conversations normalise discussions around mental health, reducing stigma and encouraging employees to seek help when needed.
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What Skills Do Managers Need to Hold Wellbeing Conversations?
Managers are instrumental in embedding wellbeing into the fabric of the workplace. One of the ways in which managers can do this is to have wellbeing convos with their team members. This can significantly influence the overall health and performance of their teams.
Key skills that managers need to develop:
- Psychological safety: Establish a trust-based team environment as a bedrock for open conversations.
- Active Listening: Understand the employee’s concerns without immediately offering solutions.
- Empathy: Show genuine care and validate the employee’s feelings and experiences.
- Signposting: Recognise when an employee may need additional support and discuss possible solutions.
- Resilience: Prioritise self-care and role model healthy performance.
How Can Organisations Support Managers to Hold Effective Wellbeing Conversations?
For wellbeing conversations to be effective, managers must be adequately equipped with the necessary skills and resources. However, only 38% of HR managers believe that line managers in their organisations are confident enough to support their team’s wellbeing (CIPD Good Work Index, 2022). Organisations can bridge this gap through the following strategies:
1. Targeted Training Programmes: Offer specific manager training that teaches managers how to approach wellbeing conversations, focusing on empathy, active listening and identifying signs of strain.
2. Access to Coaching: Provide managers with coaching or mentoring opportunities to help them build confidence in holding these conversations and navigating difficult topics.
3. Embed Wellbeing Into The Workplace Culture: Establish peer to peer support networks, for example Wellbeing Champions, to ensure your managers are not supporting employee wellbeing in isolation.
4. Provide Managers With Feedback From Their Team: Gather 360 feedback from teams on the ways in which the manager supports healthy team performance. Tools like the Wraw Leader 360 can help.
Conclusion
Integrating wellbeing conversations into the fabric of team interactions is essential for building a healthy, engaged and productive workforce. Managers play a crucial role in this process, serving as the primary point of contact. By creating safe environments, actively listening, demonstrating empathy and providing actionable support, managers can take a proactive role in supporting team wellbeing. This is the foundation for a healthy, high performing team and sustained business success.
Author Bio: Sandra Ordel is a Senior Business Psychologist specialising in workforce resilience and neuropsychology. She supports organisations worldwide to build resilient teams and cultures of healthy performance.
Transform your managers into highly resilient people leaders.
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Transform your managers into highly resilient people leaders.
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