According to the CIPD, line managers play one of the most pivotal roles in supporting people’s health and wellbeing. The responsibility for employee absence management falls into their hands within 70% of organisations. Despite this widespread responsibility, a lack of line manager skills and confidence is one of the most common challenges in relation to workforce wellbeing.
‘Management style’ remains one of the top causes of stress related absence.
However, managers are facing tough times, too. Apparently, there has never been a worse time to be a manager, with many experiencing burnout. Measures need to be taken to ensure that not only employees, but managers too, stay healthy and well. After all, how can managers support their employees if they, themselves aren’t feeling happy and well?
The key here, is taking the steps that you would encourage your employees to take. Not only will such measures help you (the manager) to stay well, but you’ll also be an advocate for your organisation. You’ll set a great example to your employees and play a key role in increasing engagement in healthy, wellbeing-focused initiatives.
What actions can managers take?
During a presentation at one of the earlier mentioned wellbeing events, stories were told, demonstrating how leaders can become ‘visible sponsors’ for wellbeing initiatives. Two specific examples especially resonated with us.
- The manager who blocked out time in their diary, clearly labelled for exercise.
- A senior leader, who deliberately walked a long route around the office, whenever they had been to the gym before work. They would make it clear that they had been doing something active by carrying their gym bag, or even leaving their hair a little wet after going for a swim.
Perhaps the latter isn’t something we’d all feel confident in doing, but it’s a great illustration of the influence that managers can have. Here follows some suggestions that any manager can take when looking to advocate for wellness in the workplace.
Take regular breaks
If you’re in the office, take some time away from your desk at lunch. If you’re working from home, let your colleagues know that you’re breaking away from your screen. Perhaps take a walk outside for that all-important Vitamin D. Even better, make use of your employee fitness benefits (if you have them) and go to the gym. Taking exercise breaks during the working day is linked to performance boosts as high as 21%!
Make use of your holiday allowance
We all need time off. Not all of us can afford fancy long-haul getaways, but be sure to make use of your annual leave allowance. It’s there for a reason! Do something relaxing and refreshing, and tell your colleagues all about it.
Respect time off
When employees are on holiday, it should be exactly that. Holiday. Try not to bother them with work-related queries while they’re off, unless it is absolutely essential. Support them in planning cover for while they are away, and give them time to catch up once they’re back. Exhibit the same standards while you’re off as well, as far as you possibly can.
Support flexible working
If the nature of your workplace allows, support your employees in balancing their work and home lives. Judge them on what they achieve, not on how, where or when they achieve it. Need to break from work to pick up the children from school? Prefer a slightly longer lunch break to go to the gym? Prefer to work from home some of the time to free up time for outside commitments? These are all measures that any forward-thinking workplace and manager should strive to make.
Check in with your employees
Ask your employees how they are feeling. Are they stressed? Are they facing any external pressures? Talk about these topics yourself, to encourage your staff to feel confident in sharing their challenges, enabling you to support them wherever you can.
Encourage social connections
Often the relationships that we build outside of our direct reporting structure, and departments can be most pivotal to our overall wellness and satisfaction in our working roles. Help your employees to form these all-important friendships by scheduling social events. Encouraging exercise can be a great way to facilitate this!
How about a lunch time walking/ running group? Perhaps encourage employees to team up and make use of the activities available as part of their fitness benefits, together.
Practice good management
As earlier mentioned, management styles can have one of the most significant influences on our overall wellbeing. I’m sure we’ve all been negatively influenced by a challenging manager at some point in our careers.
Seek training and guidance where needed. Practice good management. Don’t micromanage. This will include setting clear objectives, providing constructive feedback, allowing for creativity and independence where needed, but recognising success with encouragement, praise and support.
Become an advocate for workplace wellbeing
Hopefully you’ll agree that these are all key steps that any leader can take to advocate for, and support the wellbeing of their staff. For all the managers out there – you are in a great position to influence your seniors and HR teams to make investments into the wellbeing of your staff.
Has your employer reviewed their fitness benefits recently? Get discounted access to our network of fitness venues as an employee benefit- refer your HR team.
