The Well-Being Engagement Paradox is the situation of employee well-being diverging from engagement.
Here’s what employers should know.
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She focuses on organizational culture for firm performance and leading high-performance teams.
Winny Shen, PhD, is an organizational psychologist who studies well-being in the workplace.
Its not just aboutremote workthough people definitely appreciate the flexibilitybut more about a sense of normalcy amidst change.
Jennifer Anna Chatman, PhD, is a professor of management and associate dean for learning strategies at Berkeley Haas. She focuses on organizational culture for firm performance and leading high-performance teams.
So as well-being waned, work engagement surged.
How leaders can avoid the Well-Being-Engagement Paradox taking hold of their teams
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So, avoid spooking your team with any organizational surprises.
Foster community
Zoom fatigueaside, we miss seeing people and making small talk.
So, Dr. Shen suggests finding ways to facilitate interactions between remote workers.
Encourage more casual interactions, she says.
Give people a few minutes before ameeting just to catch up.
We want to respect peoples time but its important to try and maintain a human element.
How employees can protect themselves from the Well-Being-Engagement Paradox
1.
Jennifer Anna Chatman, PhD, is a professor of management and associate dean for learning strategies at Berkeley Haas. She focuses on organizational culture for firm performance and leading high-performance teams.
Practice self-compassion
Remember that youre working through a pandemic.
Things are not normal, and theyre not easy.
Try not to kick yourself when youre down.
To build trust, we often have to be vulnerable, says Dr. Shen.
I think its worth [going to your manager] if you need that support.
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