To prevent this from happening, help your managers strengthen their emotional intelligence. Nearly 40% of global employees indicated recently that no one at their company had asked them if they were doing okay. Unfortunately, many managers don’t take full advantage of these conversations and fail to check in with employees on important topics – such as wellbeing. But if their peers feel the same way, they can feel more comfortable discussing these issues as a group.ġ-on-1 meetings present one of the best opportunities for managers to collect individual feedback from their direct reports. One employee may feel nervous about raising workload issues themselves. Similarly, having conversations with the entire team can open up the floor to valuable feedback. Engage in regular check-ins with teams.These can surface issues that are significant but may not have made it through to the high-level results. While it’s important to analyze the quantitative results, managers should also pay close attention to open-ended responses. Understanding the data specific to their team can help managers identify the right actions to take. Break down wellbeing survey data at the team level.To assess wellbeing at the team level, HR leaders can encourage managers to take one of these approaches: If you’re not sure how to get started, our wellbeing survey allows you to assess how your organization is doing from various perspectives – from leadership to cultural – and unlock holistic insights that will help your people thrive. Studies by Work on Wellbeing found that higher wellbeing leads to increased productivity, fewer sick days, improved collaboration, and more general positivity from employees. When companies invest in researching, measuring, and acting on wellbeing, it benefits everyone. We believe that a wellbeing survey is the most effective and scalable way to collect information about how employees are affected, their needs, and how to take action. But they may not know the best path towards addressing these issues. Most organizations are aware that many of their employees are quietly struggling with mental health issues or burnout. Here’s how to collect this data at an organizational, team, and individual level. Employers can use this strategy to gain more insight into a variety of topics – including the wellbeing of your employees. Using employee listening to identify wellbeing issuesĮmployee listening is the process of continuously gathering feedback across the employee lifecycle. We’ll use this post to explain how employers can use listening strategies to identify what employees are struggling with and how to take action on this feedback to address employee wellbeing. Sadly, employees aren’t always keen to speak up about their wellbeing and frequently don’t have access to space where they can discuss these issues. Combined with the fact that certain seasons can bring higher levels of depression, fatigue, and sadness, burnout can make employees especially vulnerable to mental health issues. Nearly two-thirds of full-time employees are dealing with burnout on some level while at work.
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