The findings from Gallup’s extensive research outlined in the book Wellbeing – The Five Essential Elements (2021) propose five ingredients to individual wellbeing. In the first of this three-part series, Dr. Kate discusses one of these elements, Career Wellbeing. In subsequent articles, she will provide strategies for how leaders can enhance their management chops to support an employee’s career journey.
The Five Essential Elements of Wellbeing
In my clinical practice, a common concern among my clients involves some aspect of their job or career. Frequently, the root causes are attributed to deficient or disengaged leadership, a lack of clear direction or organization, and a failure to provide opportunities for personal and professional growth. Some of the complaints I hear include the following:
“My manager doesn’t listen to me”
“My boss tells me I’m doing a good job; but doesn’t give me any productive feedback (positive or negative”).
“The general culture at my job is unorganized and lacks direction.”
“If there are growth opportunities, I don’t know how to access them or who to discuss it with.”
In Wellbeing – The Five Essential Elements (2021), Gallup lists the five elements of wellbeing. These elements, listed in order of importance with an emphasis on their interdependence include:
- Career Wellbeing
- Social Wellbeing
- Financial Wellbeing
- Physical Wellbeing
- Community Wellbeing
Career Wellbeing, defined by Gallup as finding what you do both fulfilling and meaningful, is at the top of the list. It makes sense that in my practice “career coaching” has become part of my job description.
66% of the people Gallup studied are doing well in at least one of the five areas of wellbeing while only 7% of people were found to be thriving in all five areas.
Career Wellbeing
The Gallup study highlights the immense significance of Career Wellbeing as a foundation for a thriving life. Career Wellbeing touches all aspects of employees’ lives, including their relationships, finances, health and standing in the community. If you do not have satisfaction in your work, you are far less likely to experience it in other areas of your life.
I was not all too surprised to discover that Career Wellbeing ranked as most people’s priority, reporting a “sense of purpose” being of utmost importance to overall wellbeing and thriving. In fact, Gallup’s study found “people with high Career Wellbeing are more than twice as likely to be thriving in their lives overall.”
When people feel a sense of purpose and belonging within their career, they are more likely to find joy in their relationships with their partners, friends, and community. The study goes on to point out that “our wellbeing actually recovers more rapidly from the death of a spouse than it does from a sustained period of unemployment.” My clients’ identities are quite attached to their work and when a person feels engaged in that work, you can imagine the positive ripple it has on those around them and on the choices one makes.
The Challenge for Leadership
The introduction of hybrid and remote work opportunities has produced both positive and negative results. Concerns regarding employee level of engagement and how it contributes to overall wellbeing and productivity are a reality. Gallup research indicates that “employees with hybrid jobs – in which they can work from home some of the time and still perform work on-site – have the highest level of engagement.” Many people find it easier to balance work and personal life when they have flexibility and autonomy in how, when and where they spend their time. As +One’s founder Chris Good points out in his TEDx talk The Power of Propinquity, “we are trading professional for personal fulfillment.”
Hybrid work brings freedom while also posing a challenge for leadership. It is more difficult for managers to find ways to foster employee engagement. The study indicated that people who work from home all the time, or most of the time, report receiving much less meaningful feedback from their managers than those who are hybrid or in-office full time. They also reported higher burnout. Additionally, when employees are not present in the office, they have less access and/or exposure to growth opportunities. These are very real barriers that need to be addressed if leaders want to continue to build and grow successful companies and retain good employees.
Hybrid work models have become the norm and the need for adept leadership in fostering employee engagement becomes crucial on multiple levels. In the next article, I will share my own clinical insights along with the Gallup research data to present practical strategies for managers and leaders to prioritize employee engagement that contribute to individual Career Wellbeing.
Stay tuned…
Hybrid work models have become the norm and the need for adept leadership in fostering employee engagement becomes crucial on multiple levels. In the next article, I will share my own clinical insights along with the Gallup research data to present practical strategies for managers and leaders to prioritize employee engagement that contribute to individual Career Wellbeing.
References:
Gallup & Harter, Jim (2021) Wellbeing – The Five Essential Elements.
About the Author:
Dr. Kate Burton is a core member of the +One team. She is a Doctor of Psychology and former Clinical Psychologist, practicing for 15 years working with people of all ages, couples, and families with diverse needs and goals. She uses this background as a foundation for her consultation and coaching practice, applying her clinical skills to guide and mentor managers, business owners, and executives to create a more positive and productive workplace culture. Dr. Burton initiates change by creating mutual relationships built on trust. She is dedicated to understanding complicated relationship dynamics in order to foster more interpersonal effectiveness, motivation, and high satisfaction in the workplace.