What will I learn about: build an organizational culture of total well-being that connects employee mental health to higher productivity and business success?

Learn how to build an organizational culture of total well-being that connects employee mental health to higher productivity and business success.

What will I learn about: why early retirement isn't the secret to happiness, and how finding deep satisfaction in your daily work actually promotes longevity?

Discover why early retirement isn't the secret to happiness, and how finding deep satisfaction in your daily work actually promotes longevity.

What will I learn about: the importance of training managers to act as proactive coaches who integrate personal well-being into their weekly feedback sessions?

Understand the importance of training managers to act as proactive coaches who integrate personal well-being into their weekly feedback sessions.

What will I learn about: why encouraging workplace friendships and adding socializing to your onboarding process can boost company profit margins by up to 10 percent?

Find out why encouraging workplace friendships and adding socializing to your onboarding process can boost company profit margins by up to 10 percent.

What will I learn about: Uncover how organizations can successfully improve their employees' financial well-being and reduce money-related stress without simply raising their pay?

Uncover how organizations can successfully improve their employees' financial well-being and reduce money-related stress without simply raising their pay.

Wellbeing at Work

How to Build Resilient and Thriving Teams

Jim Clifton and Jim Harter

★ 4.3 / 5(240 ratings)

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Categories:

Management & Leadership Career & Success

If You're Curious About These Questions...

You should listen to this audiobook

💡Did you know that your relationship with your manager can have a greater impact on your physical health than your family doctor?
💡Have you ever wondered why traditional wellness perks like gym memberships often fail to prevent burnout and long-term stress?
💡What if you could identify the five hidden pillars of life that dictate whether you’re truly thriving or just surviving your career?

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Key Takeaways from Wellbeing at Work

✓Learn how to build an organizational culture of total well-being that connects employee mental health to higher productivity and business success.
✓Discover why early retirement isn't the secret to happiness, and how finding deep satisfaction in your daily work actually promotes longevity.
✓Understand the importance of training managers to act as proactive coaches who integrate personal well-being into their weekly feedback sessions.
✓Find out why encouraging workplace friendships and adding socializing to your onboarding process can boost company profit margins by up to 10 percent.
✓Uncover how organizations can successfully improve their employees' financial well-being and reduce money-related stress without simply raising their pay.

Learning Tools

Reinforce what you learned from Wellbeing at Work

Mind Map

Wellbeing at Work

Career Well-Being+

Social Well-Being+

Financial Well-Being+

Physical Well-Being+

Community Well-Being+

Leadership & Culture+

Quiz — Test Your Understanding

Question 1 of 8

According to the 1950s study of 95-year-olds, what was a surprising commonality regarding their longevity and well-being?

A. They prioritized taking frequent, stress-free vacations throughout their lives.
B. They retired early to focus entirely on socializing with family and friends.
C. They worked an average of 60 hours a week well into their 70s or 80s.
D. They transitioned to part-time, low-stress jobs by the time they reached their 40s.

Question 2 of 8

How can organizations best give their employees' career well-being a boost regarding management styles?

A. By training managers to act as coaches who proactively discuss both career and well-being goals.
B. By instructing managers to maintain strict professional boundaries and avoid discussing personal well-being.
C. By encouraging managers to step in primarily when projects are failing to provide course correction.
D. By replacing human managers with automated goal-tracking software to reduce workplace friction.

Question 3 of 8

What is a proven organizational benefit of employees having a 'best friend' at work?

A. It reduces the need for formal HR conflict resolution programs.
B. It leads to fewer workplace accidents and an increase in profit margins.
C. It allows management to reduce the overall budget for team-building events.
D. It decreases the average time spent on collaborative projects by 20 percent.

Question 4 of 8

What does the research suggest is the most effective way for organizations to support their employees' financial well-being?

A. Providing aggressive annual salary increases to consistently outpace inflation.
B. Offering performance-based cash bonuses at the end of every financial quarter.
C. Helping them achieve financial security through financial planning and savings tools.
D. Subsidizing all daily expenses such as lunches, coffee, and commuting costs.

Question 5 of 8

How should leaders utilize the 'contagion effect' to improve physical well-being in the workplace?

A. By isolating employees who come to work while showing symptoms of illness.
B. By modeling healthy habits themselves, such as leaving the office at a reasonable hour.
C. By implementing mandatory daily fitness classes for all staff members.
D. By sending out weekly newsletters about the dangers of viral infections.

Question 6 of 8

How can managers maximize the positive impact of their organization's community outreach (CSR) programs?

A. By making participation mandatory for all new hires during their first year of employment.
B. By focusing exclusively on global charities rather than local, community-based initiatives.
C. By harnessing and applying the unique professional talents of their employees to community challenges.
D. By donating a flat percentage of profits anonymously to avoid workplace distraction.

Question 7 of 8

During times of crisis and uncertainty, what four specific things do employees need most from their managers?

A. Hope, stability, trust, and compassion.
B. Direction, discipline, autonomy, and financial bonuses.
C. Optimism, distraction, leniency, and extra time off.
D. Transparency, strict deadlines, remote work options, and sympathy.

Question 8 of 8

Why is it imperative for managers to identify and tap into their employees' unique strengths?

A. Because employees' strengths frequently change, requiring constant reassessment and training.
B. Because utilizing unique strengths reduces the company's reliance on expensive external consultants.
C. Because strengths tend to remain stable for ten years or more, helping employees thrive in the long term.
D. Because it is the only proven method to successfully transition entry-level employees into leadership roles.

Wellbeing at Work — Full Chapter Overview

1Recommendation
2Enjoying Your Work Is Key to a Long, Happy Life
3When Employees Enjoy Their Jobs, Everyone Benefits
4Having a Best Friend at Work Improves Well-Being and Productivity
5Organizations Can Improve Financial Well-Being Without Increasing Pay
6Your Organization Is Only as Resilient as Its Workforce
7Organizations Can Attract Top Talent and Increase Profits by Supporting Their Local Community
8Senior Leaders Can Speed Up a Culture of Well-Being, but Poor Managers Can Slow Progress
9Final summary

Wellbeing at Work Summary & Overview

Wellbeing at Work (2021) explores how the different spheres of our lives contribute to our overall sense of well-being. It also outlines how leaders can positively impact their employees’ well-being, and sheds light on the link between employee well-being and organizational success.

Who Should Listen to Wellbeing at Work?

Stressed-out workers
Managers learning how to lead in a pandemic
Wellness enthusiasts looking for inspiration

About the Author: Jim Clifton and Jim Harter

Jim Clifton is the chairman and CEO of Gallup, an analytics and advisory company. He’s also the author of the Wall Street Journal best seller It’s the Manager.

Jim Harter is Gallup’s Chief Scientist. During his time at Gallup, he’s led over one thousand studies of workplace effectiveness.