What are the 7 needs of employee wellbeing? (Part Two)

 
 
 
 

By Hannah Jameson & Evelyn Jackson (CEO)

The latest thinking on wellbeing and how it impacts your ability to create a high performing team.

Part TWO.

Following on from part one, we’re deep diving into wellbeing. Our two-part series on wellbeing has been inspired by our recent conversations with organisations on the importance of wellbeing at work. 

In part one we shared the wellbeing needs of individuals at work covering levels 1-3. Click here to read Part 1. Part two is all about the shift from ‘me’ to ‘we’.  Level four is where we see the change. It is no longer about individual employees but more so about how they contribute to the greater good and, in partnership, how the organisation encourages this.

4. Autonomy & Growth 

This tipping point can be transformative for organisations and their teams. But, while grouped together, autonomy and growth should be treated as two separate values. Autonomy is all about having the freedom to be one's self. It’s being included in decisions that affect employees' work and giving them the freedom to decide how they choose to do their work. 

Whereas growth is coupled with autonomy, it’s all about evolving with the company. Refraining from being stagnant and remaining dormant with ideas. Growth is an opportunity for innovation, to seek new ideas and discover how to improve as a whole.

You need autonomy for growth, and you need growth to allow for autonomy.

When you consciously or subconsciously neglect these needs, you’ll leave employees feeling frustrated and held back.

5. Self-expression

If you’ve ever worked for an organisation you feel deeply connected to or proud of, you’ll know that feeling of working in flow. It comes across as being aligned with the organisation you work for and having transparent communication to showcase the authentic reason for your work. Organisations that can provide an environment that enables alignment between employee passions and values to their work enable employees to express themselves freely. When individuals feel they can be their true self, they have the wellbeing need of self-expression fulfilled.

When you hear of employees feeling exhausted, or burnt out, this often is a reflection of the lack of self-expression possible in the organisation rather than a sense of physical tiredness.


6. INTERCONNECTION

Interconnection is all about being a part of something greater than ourselves. It’s about the organisation creating a sense of community outside the day-to-day practice of work. This can be through mentoring or coaching, allowing employees to be inspired and create meaningful work from inspiration. You can use mentoring to promote and sustain a high-performing team. 

Although interconnection is an external action, lack of this can transfer internally and lead to poor group communication. Having a ripple effect on teamwork and then leading to performance.

7. CONTRIBUTION

The final level of consciousness is all about inspiring purpose within employees. It’s the long-term perspective that ensures employees contribute to the greater good. Unfortunately, when employees are unsure about their organisational purpose, they often feel lost and unfulfilled. When organisations make an effort to contribute to the outside community, it gives employees a sense of belonging. This in turn fuels an employee's sense of wellbeing.

How to identify a lack of levels four to seven within your organisation? 

Identifying levels four to seven can be more difficult than levels one to three. It's not as obvious and requires organisations to really understand and know their employees. However, listed below are some signs employees can show when levels four to seven are neglected.

  • Being held back 

  • Conducting unnecessary work or processes 

  • Uninspired 

  • Exhausted 

  • Disconnection

  • Poor group cooperation

  • Feeling unfulfilled

How Corporate Crayon Can Help

Employee Wellbeing is not as straightforward to understand as other aspects of workplace culture. Having data to back up employee experience and work environment factors affecting wellbeing is a robust way to identify areas to support wellbeing and increase performance.

At Corporate Crayon, we work with organisations to inspire work that matters and our Employee Wellbeing Workplace Assessment is a great first step. Contact us today to find out more.

Article, BlogEvelyn Jacksonemployee wellbeing, wellbeing assessment, employee experience, employee engagement