Learn how to prioritize the well-being of your team in the context of people management. Discover practical tips and strategies to support and care for your team members.

Leaders often serve as a symbol that helps to define the traits, values, and characteristics that are legitimate to develop, and thus, the leader provides a point of reference and a focus for the behaviors and actions that a follower should emulate. So, the next time that you feel inclined to brag about: • Being the first one in the office and the last one to leave. • Being too important to take time off. • Being obsessed with winning in the office. Stop and think about the example that you may be setting.

How do you prioritize the well-being of your team?

As a people manager, you have a responsibility to not only deliver results, but also to support and care for your team members. Prioritizing their well-being is not only ethical, but also beneficial for their performance, engagement, and retention. In this article, you will learn some practical tips on how to prioritize the well-being of your team in the context of people management.

1 Assess the needs

The first step to prioritize the well-being of your team is to assess their needs and challenges. You can do this by conducting regular surveys, feedback sessions, or one-on-one meetings. Ask them about their workload, stress levels, motivation, satisfaction, and any other issues that affect their well-being. Listen empathetically and respectfully, and acknowledge their feelings and concerns.

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Lisa Friscia

I help leaders & their orgs thrive through growth and change by aligning strategy, culture & equity | Fractional Chief People Officer & Chief of Staff | Strategic Advisor | Leadership Coach | Learning & Development Nerd
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While you should absolutely look at surveys and have conversations, be sure to look at people analytics and just observe your team. Are people taking PTO? Are they staying connected on PTO? What does attrition look like? Do folks look tired? Have you seen shifts in how people are showing up? Think beyond surveys to also focus on other indicators will give you a deeper understanding of your team.

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2 Provide support

The second step to prioritize the well-being of your team is to provide support and resources to help them cope and thrive. You can do this by offering flexible work arrangements, wellness programs, recognition, coaching, mentoring, or training. You can also connect them with other sources of support, such as employee assistance programs, peer networks, or external experts. Be proactive and responsive, and follow up on their progress and needs.

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3 Foster a positive culture

The third step to prioritize the well-being of your team is to foster a positive and healthy culture in your team and organization. You can do this by setting clear and realistic expectations, communicating openly and transparently, encouraging collaboration and feedback, celebrating achievements and learning, and promoting diversity and inclusion. You can also model positive behaviors and attitudes, such as gratitude, optimism, resilience, and compassion.

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Noel DeJesus

Military Author | Pocket Sized Leadership® | LTG(R) Dubik Writing Fellow | Order of the Iron Pen Recipient
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Leaders often serve as a symbol that helps to define the traits, values, and characteristics that are legitimate to develop, and thus, the leader provides a point of reference and a focus for the behaviors and actions that a follower should emulate. So, the next time that you feel inclined to brag about: • Being the first one in the office and the last one to leave. • Being too important to take time off. • Being obsessed with winning in the office. Stop and think about the example that you may be setting.

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4 Empower your team

The fourth step to prioritize the well-being of your team is to empower them to take charge of their own well-being and development. You can do this by giving them autonomy, responsibility, and ownership of their work, goals, and decisions. You can also encourage them to set boundaries, manage their time and energy, seek help when needed, and pursue their interests and passions. You can also support their growth and career aspirations, and provide them with opportunities and feedback.

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Pille Parind-Nisula

Partner @ Moticheck SaaS | Helping leaders to hear their people.
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It's crucial to recognize that well-being is a learnable skill that can be honed and enhanced. Each person bears the responsibility of evaluating and discovering means to enhance their own wellness. Everyone should assess one´s level of distractedness and deal with it. It's also vital to acquire new abilities, be it meditation or financial management, to bolster one's personal wellness. This journey is never-ending, it´s a lifelong development. By openly sharing this message, we can avoid creating false expectations that our managers are solely responsible for our happiness and well-being.

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5 Monitor and evaluate

The fifth step to prioritize the well-being of your team is to monitor and evaluate the impact of your actions and initiatives. You can do this by measuring and tracking indicators of well-being, such as engagement, productivity, absenteeism, turnover, or satisfaction. You can also solicit feedback from your team members, peers, or stakeholders on your performance as a people manager. You can also reflect on your own well-being and development, and seek feedback and support for yourself.

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6 Adapt and improve

The sixth and final step to prioritize the well-being of your team is to adapt and improve your strategies and practices based on the data and feedback you collect. You can do this by identifying what works and what doesn't, and making adjustments accordingly. You can also experiment with new ideas and approaches, and learn from your successes and failures. You can also involve your team members in the process of continuous improvement, and solicit their input and suggestions.

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Pille Parind-Nisula

Partner @ Moticheck SaaS | Helping leaders to hear their people.
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Let's implement the Well-being KPI and present it in regular reporting and also annual reports to build the commitment. Making managers genuinely accountable for this KPI's result helps foster a faster human-centric leadership culture shift.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Noel DeJesus

Military Author | Pocket Sized Leadership® | LTG(R) Dubik Writing Fellow | Order of the Iron Pen Recipient
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Nobody likes a "Workaholic", and the days of rationalizing early mornings and late nights in the office are being exposed for their inefficient traits. Organizations that prioritize people will always win because people are the heartbeat of productivity and efficiency. A healthy “Work-Life-Balance” is not: • A Privilege • Being Selfish • Being Lazy A healthy “Work-Life-Balance” is: • A Right • Being Responsible • Being Human

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How do you prioritize the well-being of your team?

1

2

3

4

5

6

7

1 Assess the needs

2 Provide support

3 Foster a positive culture

4 Empower your team

5 Monitor and evaluate

6 Adapt and improve

7 Here’s what else to consider

People Management

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How do you prioritize the well-being of your team?

1

2

3

4

5

6

7

1 Assess the needs

2 Provide support

3 Foster a positive culture

4 Empower your team

5 Monitor and evaluate

6 Adapt and improve

7 Here’s what else to consider

People Management

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