Failing to focus on employee wellbeing can cost your business dearly:

• Average 15% to 20% of total payroll is lost in voluntary turnover due to burnout
• $20 million lost opportunity cost for every 10,000 struggling or suffering employees
• $322 billion global loss of turnover and productivity due to employee burnout

Source: Gallup

It has been shown that how you engage employees has a powerful influence on their wellbeing.

When you make an emotional connection with them, you will get to know them and understand what motivates them. Then you can create the correct climate for them to thrive – one that’s linked to their values and purpose. That way, they can be themselves, minimise their stress levels, and are more likely to do their best work.

This builds on my recent articles Skills and mindset for the future world of work and How is your self-motivation and wellness?

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As the pandemic becomes endemic, self-motivation and wellness has emerged as a key leadership trend for 2022 – for us as individuals, and as leaders. This topic is linked to last month’s article: Skills and mindset for the future world of work.

For this month, we focus on what you can do about your own self-motivation and wellness. Next month, we’ll revisit the topic through the lens of a leader.

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Imagine you’re at the start of your career and you make a big mistake in your first role. You will probably lose your job.

Now imagine you’re the CEO of a large organisation and you make a big mistake. Chances are, everyone loses their job.

When you’re a leader, your actions have high impact. There can be a lot at stake when things go wrong.

Having said that, we’re all human. We all have our own strengths and flaws. By raising our awareness and working on ourselves, we can make a choice about how we want to show up in the organisation, and optimise our positive impact.

This newsletter explores how flaws are made, three common flaws, and how to address them. It’s just one way of looking at this topic, and I hope it gives you food for thought.

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With advances in medicine and technology, we are typically living longer than we did 100 years ago. Even as recently as 1960, the average life expectancy in the UK was 71; today it is 81. That’s a lot of life to live and make the most of, and around half of those years may involve being in work.

When we reach our 50s and 60s, we might have made some choices about the work we do. We may be considering retirement, or planning for it. We still have a lot of energy, but also have wisdom and maturity. We may be more comfortable in our skin than we were in our 20s and 30s. Any children may have left home, and we may be more financially stable, giving us more freedom.

I have a lot of clients in this age group. Some are wondering if they want to ‘keep playing the game’, particularly if they are going through yet another round of reorganisation. Yet, those who can afford to give up work might not want to. They still want to use their brain, play a part in society and be part of social networks – work is one way of doing this (and our identity is often closely linked to our work).

“Age only matters if you are a cheese”

We can’t prevent aging, so how do we age well? This article looks at how to make the most of the age we are and the body we’re in.

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Do you find yourself reluctant to get started on certain things? Do you regularly miss deadlines? Or work long hours because you waste too much time?

This month, we look at what procrastination is, analysing why we do it and what we can do about it. If procrastinating affects your productivity, it’s worth thinking about. But procrastination isn’t always bad, so we also explore the benefits.

Procrastination: the action of delaying or postponing something

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