Late last week I posted a trend alert on LinkedIn that resonated with so many people (it’s had 260+ reactions and has been reposted 29 times already). The alert was for senior leaders and it should be on their radar.
Here it is: I’m seeing an increasing gap between the maturity (being the passion, commitment, knowledge etc) of wellbeing managers (what is a wellbeing manager?), or people who manage wellbeing in the workplace, and the commitment or desire of organisations to actually change.
Now, at face value, that could be expected. After all, improving wellbeing requires a sustained effort that takes years.
But, I’ll be frank here, there are wellbeing managers out there who are getting really tired of hitting their head against a brick wall and feeling like they can’t be effective in their role, no matter how hard they try.
You may have given them the mandate to improve wellbeing across your business, but if you haven’t given them the proper resources and support then they’ve been set up to fail and they’re thinking about taking their brilliant talents elsewhere.
That ‘elsewhere’ will be an organisation that will relish the opportunity to have someone dedicated to shifting the dial on wellbeing and improving business outcomes.
I know you know this, but it’s a red-hot talent market out there and you *don’t* want these people to leave. They want to do great work.
So here’s today’s tip: check in on the people who manage wellbeing in your business. Ask them what the challenges are and how you can better support them to be successful. It will pay off in the long term.
