Gallup has found that employee engagement, wellbeing and a culture of well-being are important factors in determining company strengths, such as productivity and health. These factors are interrelated in ways that managers, leaders and CEOs can influence.
However, many employers struggle to achieve employee engagement and wellbeing. BlessingWhite research found that only 31 percent of respondents were engaged in their work. The remaining 17 percent were actively disconnected (employees unhappy at work who care little about their job and the employer). The study’s results could have been affected possibly by the global GFC. However, the study revealed that surveys were less popular than employees looking for jobs.
Three Types of Employees
Engaged are employees who are passionate about their work and feel a strong connection with the company. They drive innovation and the organization forward.
The ‘not-engaged’ employees who are ‘checked in’. They do not get up in the morning and go to work. They might put their time in but not their passion into their work.
Actively Disengaged: This is a minority, but it’s employees who don’t like their jobs. They actively display their discontentment. They undermine the achievements of their more engaged coworkers.
Jim Harter (Ph.D.) is Gallup’s chief scientist on workplace management. He believes individual well-being has an impact on employee engagement in the future and can influence employee engagement. Harter states, “If people were happier in year 1, they would experience higher engagement in years two and a greater positive change in engagement in two.” “People who have high levels of personal wellbeing are more likely see their workplace positively, productive, and engaged.” Conversely, if someone is struggling or suffering, it shows in the workplace and on the team.
Happy employees are engaged
Employee wellbeing is important for productivity and interpersonal relationships. Happier, more passionate, and happier employees are more likely trust their leaders, to comply with the company’s rules and to provide suggestions to improve the organisation. These behaviors contribute to high-performing organisations that are innovative and productive. It’s not surprising, therefore, that research shows that employee well-being is associated positively to customer satisfaction.
Gallup polled 70,000 people across the globe in 2012 to find that not feeling respected was one of the leading causes of negative emotions. How can you help your employees feel valued and happy at work? You need to be mindful of employee wellbeing and engagement as there is a strong relationship between them. Harter states, “Small declines in well-being may not seem like a big deal.” “But absenteism is strongly connected to ‘presenteism,’ which refers when people show-up to work but aren’t active and productive.
If one worker rates her wellbeing at 75 on the wellbeing scale, while another worker rates it as 70, the worker with lower well-being will have an 18.6% higher risk for sleep disorders, 15% greater risk of anxiety and depression, 6.3% more risk of obesity, and 0.6 less healthy days over the past 30.
Keep your workers happy
Take care of your employee’s wellbeing and engagement. Managers should also be aware. The company may not have many opportunities for employees to be well. However, a manager can encourage employees into participating in activities such as yoga and improved training. Harter claims that this is due to a cascading effect of managers to employees. Harter said, “When managers care more about their health, their staff members are more interested in their wellbeing.” This results in lower staff turnover, and better employee motivation.
Give your employees a platform to highlight the positive changes they’re making and to encourage others to do the same. Harter: “Norms are contagious. Companies and managers can help establish those norms. They are carried forward by the group.
Employees who thrive and are engaged have greater resilience and agility. Harter states, “When people are engaged with thriving wellbeing and their life circumstances don’t weigh down and keep them performing,” Harter said. They view changes as opportunities and not problems. Employee engagement and well-being are two of the greatest assets for companies.
Keep informed. Keep informed. Gallup has found that your well-being can have a profound impact on both the people you work with as well as the people who work for and around you. You need to encourage your employees to find work/life balance. It will help them feel happier and more productive. If you create an environment of positive organizational wellbeing, your employees will be encouraged to take pride in their jobs and show respect for their peers.
Streamline Workflow. It’s vital that your company runs smoothly in today’s workplaces. Do you want to streamline business operations and reduce costs? The success of your business depends on the performance of your employees. You can increase the happiness of your employees by Jason Hare encouraging wellbeing in your workplace. This reduces stress and saves you time.