Wellbeing isn’t just an employee expectation; it’s foundational to sustainable employee performance. When employees strongly agree their organization cares about their overall wellbeing, they are 4.4 times as likely to be engaged and 73% less likely to feel burned out at work very often or always. Despite employers’ prioritization of it, employee wellbeing still falters with just 24% of employees strongly agreeing that their organization cares about their overall wellbeing. Explore the latest data here: https://lnkd.in/gBmaWhVz
Absolutely! Prioritizing employee wellbeing isn't just the right thing to do—it's a strategic investment in engagement, performance, and a thriving workplace. When people feel cared for, they bring their best selves to work. 🌟
Companies are much more tuned in to the importance of employee well-being than they were five years ago. Traditional methods aren't sufficient to address people's needs which is why they often fail. We've had a lot of success addressing employee wellbeing with our workshops that focus on aligning work with the core values people hold.
We are lacking the data and understanding of the connection between productivity and leadership in most of the organizations. Organizations who lead with data and have prioritized leadership over management are winners
Oh gosh, this is heartbreaking. Perception IS reality…. What wellbeing benefits do you get? Are they what you want? If you don’t ask you don’t get 🙏
We’re here to support with that.
Data shows the importance of well-being for organizations during the COVID-19 outbreak! But is well-being limited to physical health?
They will never learn...
It's interesting to note that employee well-being was prioritized during the pandemic!
"Empowering Tomorrow's Leaders: Transforming Leadership Development through effective interpersonal communication.
1wThere’s a lot more to this than just this chart. Employees have massive dissatisfaction with leadership and organizations. We spend on average $160 billion a year on leadership development. You would think that over the last 2 to 3 decades that would have improved leadership satisfaction and consequently employee engagement and value of employees. It hasn’t. That means something is wrong with the current leadership paradigm. What is absolutely clear to me is there is no effective interpersonal communication between leadership and employees and the organization as a whole. We simply are not listening to what employers are saying we want to take it back to the way it was before pre-pandemic. The pandemic showed us what employees thought of companies. We seem to want to disregard that communication. Interpersonal communication is about communicating top down what the company desires and needs, but it’s also about bottom up executives, listening, and hearing what employees have to say about the organization, the culture, the environment, and the leadership. We just aren’t listening. I believe there’s a void in interpersonal communication effectiveness and capability within leadership and nearly all organizations.