Embedding Well-being into Corporate Culture, Mindset, & Leadership Model - Employee Well-Being Exchange
Employee well-being has evolved from being regarded as a benefits issue, to a broader culture issue. Organizations need to tie their commitment to well-being and leadership development to the foundations of its culture and values.
The behavior of an organization’s leaders (at all levels) has a direct effect on the type of culture the organization has and on the overall level of workforce well-being. Leaders who believe that investment in employee well-being is not only a sound business move, but also the right thing to do, are critical to setting the tone of the culture to optimize both well-being and bottom lines.
Together we were able to:
- Hold space for the event the recent mass shooting in Uvalde, TX.
- Examine how investment in and commitment to flexibility, DE&I strategies, and the purpose/mission of the vision impacts several elements of the employee value proposition (EVP) (data from The Talent Imperative study).
- Learn about Kaiser’s initiative to refresh and revitalize the EVP, particularly through stakeholder interviews and embedding it into leader training.
- Discuss where the greatest potential to advance well-being in the organization lies.
Many recognized leaders who prioritize well-being in their own lives and share authentically have the greatest impact upon well-being within an organization.
We also heard great insights including:
- Courageous conversations can create a new culture of psychological safety. Even though the conversations can feel uncomfortable, employees feel listened to. That creates a positive outcome.
- Authentic storytelling from senior leaders can also inspire organizations and open conversations that were not happening before.
- It’s important to prepare leaders of all levels to have these types of conversations, be authentic storytellers, prioritize well-being in their own lives, etc.
- Some leaders may feel a lack of support to model well-being behaviors that contribute to the overall EVP. We should consider how to address this in new and established leader trainings.
Consider these next steps:
- Join an upcoming panel discussion. Let us know if you are interested in exploring a topic or willing to share about a practice or initiative in your organization.
- Share tools. We continuously gather and share member-contributed resources (and genericize if required) and tools. Please submit them via email or on our i4cp Exchange page: https://www.i4cp.com/groups/employee-well-being-exchange/schedule/upcoming
- Update your calendar. We hope to see you in our next meeting on July 27th.
Building on groundbreaking research by both i4cp and Rob Cross, the Employee Well-Being Exchange is a peer-driven community working group that explores the relational sources of well-being, how personal networks impact this, and the tools to support individual performance and well-being.
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