Wellbeing Consulting

When individuals are promoted into leadership roles, the typical onboarding focuses on protocols, procedures, KPIs, and internal systems. These are critically important – but what if we changed our approach?

PartnerWell’s recent survey findings suggest a compelling trend: people leaders consistently score lower on feeling recognized for their work across many industries.

Middle management sits in a uniquely challenging position, expected to execute strategy from senior leaders while supporting and motivating their team members. It is not surprising that pressure and stress can add up.

Over the past year, we have noticed a recurring theme in our PartnerWell benefits and workforce culture surveys: employees are consistently asking for more time off. In fact, it ranks higher than many other benefits employers offer today.

Organizations with strong benefits programs have 25% lower employee turnover rates than those without.

Wellbeing programs that are siloed from the rest of an organization’s initiatives, policies, and culture will continue to struggle to move the needle.

As a leader at work, you may be thinking to yourself right now, “How do I alleviate stress and uncertainty for my team? What is my role in supporting individuals through these challenges?” You are not alone.

The one thing that is inevitable in life is change. Everyone navigates change differently, and many view change as something that is hard, challenging, and maybe even something to resist.

America’s workforce is experiencing severe levels of burnout and loneliness. These widespread problems are creating daily challenges for organizations, and managers are struggling to keep their teams engaged.

Volunteering throughout our communities is a win-win-win. Doing good work for community members benefits not only our neighbors, but our own health and wellbeing, too.