Wellbeing at Work is one of our most personal and introspective workforce capabilities. It focuses on our ability to manage work (and life) and creates the opportunity for inspired soul searching and reflection.
So, with the power of questions in mind, we have grabbed a sample of questions from our Wellbeing at Work Fieldbook and framed them under each of our Wellbeing at Work pillars. You’ll notice that some of the questions relate to everyone whereas some work best for team leaders.
We hope you enjoy your internal conversation!!
- What parts of your job do you find most fulfilling?
- Have you figured out what gets each of your direct reports out of bed every morning? What are their motivators? What brings them meaning? How can you tap into this further?
- Optimism is easier to ‘sell’ when performance is up. How do we help our teams create hope when they’re in a ‘form slump’?
- It’s common for people when going through adversity to internalise things and avoid the big share with others. Whilst it might seem like the right way to go in the short-term, it can often create a sense of isolation where no-one wins in the long-term. Write down your social support network, the people that you would/should go to when you meet adversity head-on at work?
- Resilience doesn’t mean that you have some super human power where you’re completely bullet-proof. It’s raw, it’s real and on most occasions, you grow from it. Can you think of a time when in trying to be resilient at work you actually went too far and it backfired?
- How do you create a culture where people at work talk openly about their failures and mistakes, almost celebrate them?
|FIND THE STILLNESS|
- Do you feel like your mind is racing with a million thoughts each day? When you are in that headspace, what does it feel like?
- It’s easy to talk about unwinding by going on a holiday. How can you build mini-sabbaticals into your working rhythm that allow you to decompress and rejuvenate (without costing you annual leave dollars)?
- Always being ‘on’ is a threat to finding the stillness. Is there something you could do to remove this ‘on demand’ feeling in your team? For example, “no email Tuesdays”.
- When everything feels overwhelming it’s easy to get into this spiral where it’s all about you to the point that you can distance yourself from those around you. That’s why compassion is such a big thing. It promotes optimism and collaboration and allows you to focus on others for a moment. How can you hold on to your empathetic best when you’re under loads of pressure at work?
- Think about the peak periods across the year where you and your team are going the hardest. Are there opportunities to spend more time immediately post these periods to take stock and review, learn, celebrate and recover before re-loading? What might that look like?
- To increase value and productivity and reduce stress, are there opportunities for process improvements with your team or even the opportunity to stop doing things that are simply not adding the value? Is it worth a mini-audit to review and become more efficient? Are we doing some things because that’s the way we’ve always done it?
- What do you think the ‘vitality’ levels of each of your team members would be, from 1 to 10 (1 = no energy at all; 10 = consistently ‘on’ all day)?
- Finishing each day on a high note is a natural energy builder. Without wanting to be too gimmicky, what could you do with the team to get a positive close on each week?
- Peak periods are intense and a challenge to maintaining “Go Healthy” habits. What could you do in the lead-up to these periods (as well as during these periods) to support the “Go Healthy” motto?
- Pitching your plans to your boss is all part of planning ahead. It is important not to assume that your ideas are a fait accompli and that your manager will say ‘yes’ every time. So, keep an open mind to the possibility that they won’t like all your ideas. And two, think about your boss and how they like to process information and tailor to suit. Knowing your manager, what do you need to do to ensure your plans or ideas are received in the best possible way?
- What is one of the worst decisions you have made at work that in hindsight was made because you were tired or exhausted? What’s the lesson for this example?
- What specific activities do your need to delegate more of? How can you better help them get there?
MFL’S Capability Framework for Wellbeing at Work
Our model for wellbeing at work focuses on the six capabilities for employees to maintain wellbeing in the workplace. Each one of these capabilities is a mix of skills/mindset and together represent a 360-degree view of wellbeing at work, that is, you need all six working for you to be truly successful.
At Maura Fay Learning we have a 30-question Wellbeing at Work Index to measure each of the six capabilities. Some interesting findings from our research to date includes:
- Employees within the same organisation and within the same team report very different scores, reminding us all that Wellbeing at Work is part environmental but also highly influenced by the skills and mindset of individuals.
- Team members who are struggling with their Wellbeing at Work are less likely to tell their manager.
- It is near impossible for a leader with a low Wellbeing At Work score to successfully lead their team.
- There is no such thing as a perfect score for employees; there’s always room for improvement.
- There is no one capability that positively influences the remaining five. For example, you might assume that if an employee rated high in ‘Choose Happiness’ or ‘Go Healthy’ then the employee would be more likely to rate high on the others. This has not been the case so far.
Education on Wellbeing at Work will be one of the biggest ticket items in town in 2018, where employers and teams immerse themselves into wellbeing best practice and start to really explore all six capabilities and the link between wellbeing and a deep sense of personal fulfilment.
If you would like to discuss our unique approach to Wellbeing at Work start a discussion with us today.