Stress affects energy, performance, retention and employee engagement. According to research by WFD Consulting, employees with high stress are 15% less engaged in and committed to their organizations, and their intention to leave their companies is almost twice as high.
Create a Positive Team Culture
Leaders set the tone for a work culture that is positive and taps into everyone’s unique strengths and motivations. A great leader is also a model for work-life balance and stepping up to challenges.
Gallup’s research shows employees perform better for managers who care about them. Leaders who stay in touch with their employees have employees with higher levels of satisfaction and commitment.
Leaders who don’t connect well tend to forget about people and relationships and focus on tasks or knowledge. Connectivity is a right-brain function that requires leaders to fully embrace their own emotions in a way that others can see them and to be able to read the emotions of others.
Notice, welcome and include people.
Check-in and ask people how they are doing. Keep track of their families and interests and ask about them in a sincere way.
Make connections with people and help them connect with others in the organization.
Their support for each other and the information they exchange will help people give their best.
Use high expectations to encourage success
Having high expectations doesn’t just mean setting high standards. It means thinking the best of people in your group and expecting them to succeed. Numerous studies show that when you believe someone will succeed, you tend to give them precisely the encouragement and support that helps them succeed. So prepare your employees for success and usually, you’ll get better results.
Create positive relationships with your team members.
You can do this through regularly scheduled one-on-one meetings, through frequent, meaningful appreciative and constructive feedback, and through providing opportunities for growth and flexibility.
Help employees feel connected to the work and the goals and values of the university.
Reviewing goals is a productive way to spend your time as a manager. Tie the work to university goals so employees understand not only their work but the future of the university. Help them see and feel the line of sight and purpose in their work.
Demonstrate respect for team members’ lives away from work.
Ask if projects or meetings are creating conflict for anyone. Be willing to work with employees to resolve issues when work interferes with personal responsibilities. Consider personal priorities and responsibilities in team and project planning
Be a role model of work-life integration.
Successful manager’s work at building a culture that promotes work-life integration because they know doing so pays off. How flexible are you in responding to people’s work-life needs? Are your employees’ comfortable taking time off to attend to personal matters? Are they comfortable calling in sick when they are too ill to work?
The concept of work “culture” has become increasingly important over the last 10 years. It encompasses everything from how managers communicate with faculty and staff to how much support employees feel they have to balance work and personal commitments.