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Workplace Well-Being: Deloitte’s Insights for Managers

Managers are key to improving workplace well-being, as Deloitte's survey reveals. Explore the findings and empower your team.

A recent Deloitte’s Insights survey concludes that many employees are still struggling with unacceptably low levels of workplace well-being and suggests leaders can make a significant change by empowering and skilling managers

Deloitte’s Second Well-being at Work Survey uncovered that struggling to make any progress on improving workplace well-being, citing heavy workloads, stress, and long work hours as the main obstacles. Many of the employees surveyed are finding it difficult even to make small changes such as taking micro breaks during the day and making time to disconnect from work. Nearly half report regularly not getting enough sleep and having enough time for family and friends.

Given these findings, it’s not surprising that around only one out of three employees feel their job has a positive impact on their physical mental and social well-being. For 80% of respondents, improving well-being is cited as a top priority, and for 70% its more important that career advancement.

Given that recruitment and retention remain challenging issues for most companies, the findings that nearly two-thirds of managers (64%) are contemplating changing jobs in search of better well-being could be the catalyst for increased focus and investment.

It proves that in a post-pandemic world, the ‘new normal’ needs to go way beyond hybrid working arrangements. Workers are clearly fed up with outdated norms like strict nine-to-five working hours, “always on,” work cultures and the idea that sacrificing their health and personal lives is just part of the job description.

Managers, who according to the study, are themselves likely to be feeling the same way, could be the key resource to making the shift needed. This will be achieved by making sure they understand the ways work itself can be an obstacle to wellbeing as well as giving them tools, support, and empowerment needed to make an impact.

Nearly all employees surveyed feel their manager should have at least some responsibility for their well-being, and managers agree. However, this contrasts with the relatively low percentage of managers reporting that they support their staff by regularly checking on how they are feeling, ensuring their workloads are reasonable and making sure they take regular breaks.

When it comes to stress management, relatively few managers are open with staff about their own well-being or model effective ways of dealing with stress. Even fewer regularly undertake well-being activities or challenges with their teams. This goes some way to explaining why nearly a third of employees don’t feel their manager cares about their well-being. This is usually not the case but managers need support, confidence and encouragement to change the habits and behaviours that grew from different cultural working practices.

Additionally, many managers who would love to do more are restricted by factors outside of their control. Inflexible company policies and unsupportive workplace cultures mean that only 42% of managers say they feel “completely” empowered and capable of helping their company achieve its well-being commitments. This is demonstrated in the report by the gap between what the employees are saying and what the executives believe to be the case. If the C-suite executives believe it has improved when it has in fact worsened, what role can they play in the cultural shift to empower their managers.

The returns from wellbeing and resilience training are indisputable, with previous years’ studies pointing to a 200% ROI. So here’s the question. Given the findings of the latest Deloitte’s report, the risk of reduced productivity, presenteeism or potentially losing your best people to other companies, can your organisation afford not invest in its people’s well-being?

At The Better People, we plan and deliver Leadership Development Programme from board level right down to prospective and new managers. We also offer wellbeing and resilience workshops for teams as well as one to one coaching. You can find out more about our Leadership Development programmes here and our Wellbeing and Resilience Training options here.

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