The Workplace Wellness Collective: Workplace Leadership Hour Episode 8
Wellness means different things to everyone, based on individual needs and experiences. Building a connected, healthy, and productive workplace ensures that each employee has all the social support and resources for their wellness needs to be met each day. Co-hosts Sumana Jeddy, Felipe Cofiño, and Michele Thomson chose this topic to explore following World Mental Health Day 2024 on October 10th, because the world we live and work in is more ‘connected’ each day, but is often not optimized to benefit the people within it. The discussion shows us how we can learn from and appreciate one another within our workplace community.
Founder and CEO, Jeddy Wellness
We need trusted individuals in the workplace who create a safe space for everyone.
Sumana’s Science:
What impact does social support have in a workplace?
It creates stronger bonds between employees and teams, reduces feelings of stress, encourages personal growth, and prevents work from becoming overwhelming.
What are the two main types of social support?
- Perceived Social Support is the belief that you have people to rely on when needed, such as colleagues or leaders that you can reach out to.
Purpose: This works preventatively to provide peace of mind and enhance performance thresholds.
- Perceived Social Support is the belief that you have people to rely on when needed, such as colleagues or leaders that you can reach out to.
- Received Social Support is the actual assistance you are provided with when needed, such as peer collaboration or a leader reaching out to you.
Purpose: This is reactive and deals with immediate threats and demands, helping the employee cope and overcome the challenge.
- Received Social Support is the actual assistance you are provided with when needed, such as peer collaboration or a leader reaching out to you.
The FITT Framework is a great starting place for both leaders and employees to cultivate stronger relationships and support networks to manage workplace stress
- Frequency (F): How often do you reach out to colleagues or engage in meaningful social interactions to build and maintain relationships at work?
- Intensity (I): How meaningful or supportive are these interactions? Are you having in-depth conversations or simply exchanging pleasantries?
- Time (T): How much time do you dedicate to social support activities each day or week? Are these interactions brief or more extended?
- Type (T): What types of social support activities are you involved in? For example, are you participating in team-building exercises, one-on-one check-ins, group meetings, or informal social gatherings?
More details and a breakdown of this framework, (including two checklists) for application can be found on the recent blog, focusing on building connections.
Reference: Martino J, Pegg J, Frates EP. The Connection Prescription: Using the Power of Social Interactions and the Deep Desire for Connectedness to Empower Health and Wellness.
Leadership and Workplace Culture Specialist
As a leader, when people give us these tools or suggestions, it’s really important we do what we can to support that. We should create the space for the idea to develop and then work with individuals to provide a start to it, allowing them to take it into their own hands and be the ones to see it through.
Michele’s Strategies:
- Storytelling Circles – Begin by sharing your own story as a leader, emphasizing the importance of mental health. Make it clear that participation is optional and that the space is judgment-free.
Benefit- It breaks the silence, fosters empathy, and creates deeper personal connections between employees.
2. Mental Health Breaks or ‘Mindful Minutes – Encourage individuals to take short, collective breaks during the workday specifically dedicated to mental health, such as mindfulness sessions, quick meditation breaks, or even virtual coffee chats.
Benefit – It normalizes mental health care during the workday and promotes recovery, while also providing employees with an opportunity to connect.
3. Ambassador Buddy Program – These ambassadors act as points of contact for employees needing guidance or someone to talk to, and they help to raise awareness of mental health resources available in the company.
Benefit – Peer support reduces the stigma of seeking help, creating a more approachable, employee-led network of support.
4. Book Club and Resource Sharing– a mental health “book club” where team members read and discuss books, podcasts, or articles related to mental health, well-being, and emotional resilience.
Benefit – It encourages ongoing learning, opens the door for deeper discussions about mental health, and helps employees feel supported.
5. Weekly “Wellness Check-In” Emails – Send a short, informal email or message each week that can include simple wellness tips, guided reflection questions, or links to mindfulness resources.
Benefit – It offers ongoing encouragement and shows that leadership genuinely cares about mental well-being on a regular basis, without waiting for issues to arise.
6. Peer-to-Peer Mental Health Support Platforms/Forum – These platforms could include message boards, Slack channels, or dedicated spaces for employees to ask questions and offer advice to peers about mental health strategies and coping mechanisms.
Benefit – This creates a supportive network where employees can give and receive help in a non-hierarchical, peer-led way, making mental health a part of everyday conversations.
HR Executive| Top HR Voice Linkedin
Meaningful connections are the difference between “How are you?” as a greeting, and “How are you?” as a true question. Did you pay attention to their answer?
Ideas for Leaders (FelipesFive):
- Promote Open Communication – Reduce the stigma around speaking about personal topics and mental health.
- Building Community Through Meaningful Connections – Checking in with our teams to see how things are going in and out of the workplace.
- Culture of Peer Support – Colleagues can be a powerful source of emotional support and reduce feelings of isolation. Employees may feel more comfortable, and it may be more convenient to confide in and rely on peers.
- Recognizing and Celebrating Wins – Acknowledging steps in employees work and personal lives that they have achieved or overcome. Over time it may mean more to circle back and show that they are still thought of for that reason, and are still supported.
- Provide Resources – Share apps that help with breathing, outlets for mental health conversations, professional development, and anything that aids in growth.
Ready to Transform Your Leadership Approach?
Fostering a supportive and connected environment is crucial for employee well-being. By recognizing the diverse needs of our team members and implementing strategies that promote social support, we can create a culture where everyone feels valued and empowered. The insights shared today, from the FITT Framework to Michele’s and Felipe’s actionable strategies, highlight the importance of open communication, meaningful connections, and a commitment to mental health. As leaders and colleagues, let’s prioritize these practices in our workplaces, ensuring that every employee has the resources and support they need.
Reflect on Your Leadership Style:
- What are the peer relationships like between your employees?
- Is there a safe space for your employees to provide mental health suggestions and feedback?
- If you started a storytelling circle today, what would you share about yourself?
Key Leadership Insights:
“When you speak, you are actually learning, and when you listen you are coaching and leading”. Vinay Raman. CEO of CAARMO, Inc. shared that when you speak you are taking the information you have gathered and testing yourself to put it back together in a useful way, and when you listen to someone speak, you are understanding how you can move forward with them. Vinay also introduced The 7 Whys, a technique used to uncover true emotions and understand situations better. It often takes three or four “whys” to get to the heart of the matter. This process encourages employees and leaders to pause and express their thoughts more clearly, moving beyond just sharing basic information. It creates a space where everyone feels heard and understood.
Join Our Next Episode: Don’t miss out on further insights! Tune in on October 30 at 10 am MST / 12 pm EST for actionable tips to enhance your leadership skills.
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Call to Action: Connectedness and social support within the workplace is a spectrum with no final destination to it. Implementing the tactics shared into a workplace foundation may be a slow process, but meeting your employees where they are at with what they need is a great place to start. Some of the strongest and most meaningful connections may begin by building your relationship with your immediate team, and investigating how peer support would be best fostered in their environment. Find out how strong their perceived and received support have been within the last year, and ensure they have the resources for it to grow. Catch up on the live and post event comments.
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Written by Hannah Nease and Reviewed by Sumana Jeddy
Stay connected with The Collective for more resources and discussions on creating a healthier, more inclusive workplace.