Exploring well-being through the eyes of employees offers a unique lens through which leadership can better understand organizational perceptions, attitudes, and support. It is through this perspective that leadership can focus on the heart of operations- its people. Using a targeted needs assessment on organizational happiness helps leadership get a pulse on workers’ overall thoughts and feelings. To further expand on the data received, Farrell (2018) found that strategic planning focusing on what key things need to change is essential by concentrating on a few critical behaviors such as glaring issues that need to be addressed or changes that will make a significant difference in propelling an organization forward. By celebrating strengths and successes and creating an action plan based on proper support and well-being to develop all staff, the organization will create a more inclusive, positive environment that promotes progression and innovation.
Connections and Trends
The connection between organizational stress and well-being is a subject of growing interest and research. Examining the relationship between organizational stressors and employees provides evidence of an association between organizational stressors, which include lack of support from colleagues, supervisors and the organization, ridicule and set ups, job demands and pressure, and long working hours, and occupational stress such as depression and burnout (Purba and Demou, 2019). Several trends are emerging in this area; flexible arrangements, mental health awareness, resilience training programs, DEI practices, and employee assistance programs (EAPS) are being introduced in strategic planning and initiatives to combat stress and improve the well-being of all employees. Remote work and flexible work arrangements can assist in breaking down work-life barriers and gives employees the opportunity to conduct work in more comfortable environments. Organizations are addressing mental health awareness and issues by providing appropriate resources and support to workers. In addition, EAPs are being offered to aid employees in navigating the work environment. Training centered around mindfulness, having a growth mindset, heightened emotional intelligence, and resilience gives workers the tools needed to think positively and progressively, manage stressful situations, and work in a diverse community. These transformational changes make it evident that organizations are increasingly seeing value in fostering a supportive work environment to enhance employee well-being, productivity, and satisfaction.
Best Practices
Hirschle and Gondim (2022) determined that work-related factors, personal resources such as resilience, self-efficacy, emotional competencies, psychological detachment, work-life interface, and group-level factors all have effects on well-being. In both personal and professional settings, managing stress and well-being can be accomplished through balance and fulfillment. Relaxation practices such as mindfulness techniques and meditation help people reduce anxiety, stay clear and present, and improve overall well-being. Prioritizing self-care and setting boundaries avoids overworking and exhaustion. By getting enough rest, eating well, participating in activities outside of work, and spending time with family and friends, individuals can create an important balance between work and home. Building relationships, making connections, and having a support team provides people with a safe outlet to share their thoughts and feelings. Knowing someone is available, cares, and will listen can boost moods and well-being. The perceived social support of peers and managers, alongside autonomy at work, attenuate the negative impact of stress on well-being (Hirschle and Gondim, 2022).
Stress is a natural part of life, but managing it effectively is essential to maintaining good mental and physical health. In professional settings, well-being can lead to better attendance rates and improved performance. Organizational leaders must intentionally focus on creating a safe and welcoming environment for all to advance in an ever-changing world. Leaders who have the skills to listen and think about the path of employees are found to highly influence their employees’ happiness in the organization (Isa et. al., 2019). It is imperative to say that the success of its people will determine the success of an organization.
References:
Demissie, D., & Egziabher, F.G. (2022). An investigation of organizational culture of higher education: The case of Hawassa University. Education Research International, 1-14. https://doi.org/10.1155/2022/1222779.
Farrell, M. (2018). Leadership reflections. Journal of Library Administration, 58, 861-872. https://research.ebsco.com/c/36ffkw/viewer/pdf/upeatywdyb?route=details.
Hirschle, A. L. T., & Gondim, S. M. G. (2020). Stress and well-being at work: A literature review. Science & Collective Health, 25(7), 2721–2736. https://doi.org/10.1590/1413-81232020257.27902017.
Isa, K., Solehah, S., Atim, A., & Mat Jam, N.A. (2019). Leading happiness: Leadership and happiness at a workplace. International Journal of Computer Applications in Technology, 8(3), 6551-6553. http://dx.doi.org/10.35940/ijrte.C5299.098319.
Purba, A., & Demou, E. (2019). The relationship between organizational stressors and mental wellbeing within police officers: A systematic review. BMC Public Health, 19, 1-21. https://doi.org/10.1186/s12889-019-7609-0.
