How Leaders Can Foster Employee Wellbeing and Engagement Through Meaningful Work Practices
CEOs are still grappling with how to significantly improve employee wellbeing, even as research shows that their efforts are falling short. According to Deloitte, while 90% of C-suite executives claim to promote workplace wellbeing, only 60% of employees agree. Moreover, 41% of global workers continue to experience daily stress, according to Gallup’s State of the Global Workplace 2024 report.
In response, organizations have introduced a variety of initiatives, from wellness apps to mindfulness classes. Yet, new research from the University of Oxford reveals that these approaches have not made the anticipated impact. Poor employee wellbeing is still undermining productivity, with only 23% of workers actively engaged worldwide.
However, Gallup’s report provides a key insight: employees who find their work meaningful experience higher levels of daily enjoyment and lower levels of negative emotions. The message is clear—making work more meaningful is essential to improving the relationship employees have with their jobs.
What Employees Want From Work—and Their Managers
In today’s post-COVID world, employees have heightened expectations about how they are treated at work. They want to feel valued, recognized, and that their contributions matter. Unfortunately, many organizations are failing to meet these expectations. There is a significant gap between how CEOs and employees perceive meaningful work. Deloitte’s Workplace Wellbeing 2024 report reveals that while 79% of executives believe their employees have opportunities to engage in meaningful work, only 54% of staff agree.
So, how can leaders close this gap and create a culture that fosters meaningful work? The answer lies with managers.
The Crucial Role of Managers in Creating Meaningful Work
Managers are key to boosting employee engagement and satisfaction. Studies show that managers account for 70% of the variance in employee engagement and have as much impact on people’s mental health as their partners or therapists. Despite this, only 27% of workers in the UK rate their managers as effective, according to the Chartered Management Institute.
A common pitfall occurs when managers attempt to solve problems for their employees. While this may come from a place of helpfulness, it takes away the opportunity for employees to find their own solutions, stifling their autonomy and problem-solving skills. This approach diminishes their sense of ownership and, consequently, reduces engagement, trust, and happiness.
The STAR® Model: A Manager’s Guide to Meaningful Work
To shift towards more meaningful management practices, managers can use the STAR® model:
- STOP—Take a step back before offering a solution. Not every problem requires the manager to provide all the answers.
- THINK—Determine whether this is a coachable moment where the employee can benefit from figuring out the problem on their own.
- ASK—Use powerful, open-ended questions to guide the employee in finding their own solutions. For instance, ask “What do you think is the cause of this?” instead of “Why did this happen?” to avoid placing blame.
- RESULT—Agree on next steps, ensuring the employee follows through and has the opportunity for feedback and growth.
Creating a Culture of Value and Trust
Ultimately, the CEO’s role is to initiate a conversation about the value of meaningful management and how it aligns with organizational success. Managers need to be equipped with the right tools and strategies to foster a culture where employees feel seen, appreciated, and encouraged to grow. Implementing the STAR® model can help managers break old habits and adopt a coaching mindset that empowers their teams.
Extensive research by the London School of Economics has shown that this approach builds trust, increases employee autonomy, and enhances overall wellbeing. When employees feel trusted and valued, their engagement rises, stress decreases, and they find more meaning in their work.
By supporting managers in adopting these practices, organizations can create a workplace where employees thrive, paving the way for a more fulfilled, productive, and resilient workforce.
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