SuperFriend’s 2018 Indicators of a Thriving Workplace report highlights the factors that make up a healthy workplace.
As a workplace leader, you may want to look at all 40 of these indicators through a leadership lens to ensure you, your staff and the organisation are working together to create a thriving environment.
Some of these indicators may not be part of your usual job description, but it will benefit the company as a whole if all leaders work together to implement as many of them as possible.
For example, you might know there are workplace mental health policies in place, but staff aren’t aware they exist. So even though it’s not your direct responsibility to communicate this with employees, you could still use your positive leadership skills to ensure staff are educated about the policies by the correct department.
After all, helping to create a thriving workplace is no longer just the role of the Human Resources department, but of every leader in the organisation. Even for those who aren’t in leadership roles – building the strength of the organisation and the people who comprise it can be a rewarding way to experience leadership and increase your professional visibility among peers.
Consider how you can champion every aspect of your organisation’s wellbeing strategy and initiatives and engage other staff to do the same. For example, ensuring your behaviour models one of the indicators such as “people in the workplace are courteous and treat other people with respect” will help promote a real sense of workplace connectedness.
Or you could help make sure “people feel comfortable voicing concerns about their job” by setting up safe, non-judgemental environments where people feel confident to share their feelings, such as talking about mistakes they have made, by following your lead.
The Indicators of a Thriving Workplace report has five main domains, one of which is leadership. However, there are four other domains which you as a leader can also engage with, even if technically they don’t come under your area of responsibility, including connectedness, policy, capability and culture.
Does work feel like a community for your staff? If not, how can you personally help them become more connected?
Are your staff engaged fully in their work and feel they have the resources to do their job properly? Or are there added capabilities needed that you can help build into the organisation?
Do your staff feel committed and motivated at work, and find meaning in the job they are doing? If not, is this a workplace culture that you need to help change?
Are there effective mental health and workplace bullying and harassment policies in place? If not, what policies can you suggest that the organisation introduces?
A thriving workplace requires investment into the indicators that workers themselves have said they wanted.
Being a positive leader means helping to introduce as many of these indicators as possible into your organisation – even if they are outside your area of responsibility. Championing change and the business and wellbeing benefits of a thriving workplace.