This article was co-written with Nadine Bourgaux, a psychologist from the Pros-Consulte network. She shares her expertise on the link between manager training and well-being at work.
Training managers to promote well-being at work
First of all, before discussing manager training, let's take a closer look at what well-being at work means. According tothe INRS, well-being at work "refers to a general feeling of satisfaction and fulfillment in and through work that goes beyond the absence of health problems."
Encouraging employees to exercise during their lunch break, setting up a foosball table, providing fruit... these types of measures are not enough to ensure well-being at work.
Questioning the organization of work
According to Nadine Bourgaux, it is also important to refocus employees on the content and challenges of their work. The feeling of well-being at work is strongly linked to how employees experience their relationship with their work and the emotions, positive or negative, that it generates: being able to do their job well, doing useful work, etc.
Implementing a workplace wellness program requires examining the conditions under which work is performed in the broadest sense. Among the factors that influence workplace wellness, organizational work arrangements are at the forefront.
Questioning the organization of work means examining its content, tasks, workload, and meaning. But it also means examining social relationships, methods of cooperation, and support. This approach requires being as close as possible to the realities of work in order to gather employees' feelings, needs, and points of view.
This also means creating the conditions for exchanges between all stakeholders in the company. Spaces where employees can exchange ideas, compare their points of view, and make suggestions. They will be able to identify the levers to activate to improve working conditions and thus their feelings at work.
Training managers and teams is one of the actions that can trigger a constructive dynamic that promotes employee well-being.
See also our article on preventing psychosocial risks, which are essential to quality of life.CT
Training managers in workplace well-being: what are the benefits?
Improve engagement, motivation, and productivity
In business, implementing a workplace wellness policy will have a direct impact on employee fulfillment. Fulfilled employees will be more committed, productive, motivated, and loyal to the company. It will also have an impact on team cohesion and the working atmosphere.
Preventing psychosocial risks
Taking action to improve well-being at work also helps prevent psychosocial risks. As a reminder, employers have a general obligation to ensure safety. This obligation includes the prevention of all occupational risks, including psychosocial risks. For Nadine Bourgaux, reducing stressful situations for employees in their work environment has several benefits. It reduces stress and the risk of tension in the workplace, thereby reducing psychosocial risks.
Download our white paper on preventing psychosocial risks
Developing your employer brand and retaining talent
The pursuit of well-being at work is an important criterion, both for people looking for a new professional opportunity and as a lever for employee retention. In addition, it also has a positive impact on the company's image and reputation. In contexts of recruitment difficulties, professions under pressure, and significant challenges in terms of attractiveness, promoting well-being at work is becoming a priority for many organizations.
Training managers to promote well-being at work
The primary mission of a manager is to lead their team toward a common goal. In particular, they must set priorities, define working methods, and enable the development of employee autonomy.
On the other hand, managers play a crucial role in creating a healthy and productive work environment. There is therefore a real link between the quality of management and the well-being of employees.
Beyond technical skills, a good manager must above all possess human qualities. We outline a few of these below.
Adaptability and emotion management
Firstly, a manager must be able to manage their own stress and emotions. Faced with changes in the world of work, it is also important for them to demonstrate adaptability. This involves giving meaning to changes while maintaining calm within their team.
Maintaining motivation
In addition, keeping teams motivated is a key part of a manager's role. Managers have several tools at their disposal to achieve this. In particular, they can focus on recognition at work, regular feedback, and autonomy. Supporting professional development and maintaining a good work-life balance are also motivational tools.
Communication and trust
Above all, managers must also be good communicators. This can be achieved by making themselves available and listening to their teams. Employees must feel confident in expressing their feelings and difficulties. Managers must be able to ask employees about their workload and the resources they have available to do their job well. This also involves sharing information. It is important for managers to communicate about the company's objectives, for example. This will make teams feel valued and part of the overall strategy.
Download our white paper on nonviolent communication in the workplace
Conflict management
Finally, employees sometimes face conflicts. In these situations, their well-being is affected. The role of the manager is therefore essential. They must take the conflict into account, not allow it to continue, and be equipped to deal with it.
Being a good manager... is not something you are born with.
In the case of a first-time manager, they were often previously a good expert in their field. By becoming a manager, they did not suddenly acquire the skills mentioned above. They will have to become more professional and adopt new approaches that differ from those they used previously. Being a manager is therefore not something that comes naturally.
It is no easy task to manage a team while dealing with difficult situations and the ups and downs of everyday professional life. That is why it is important to support and equip managers in their roles. Consequently, companies need to train their managers to acquire the skills they will need in their jobs, particularly to support the well-being of their teams.
Training managers to promote team development
Training managers means first and foremost raising their awareness of the importance of well-being at work and of helping to create a working environment where all employees feel respected, valued, and listened to.
It also means enabling them to be better equipped to recognize signs of distress in a colleague. This will enable them to provide appropriate guidance and support. And, of course, they will also work to create a work environment that promotes individual and collective well-being.
As we have seen, promoting team well-being requires activating various levers. Manager training can therefore cover a range of topics. At Pros-Consulte, we train managers in psychosocial risk prevention, mental health preservation, harassment prevention, conflict management, communication, and stress prevention.
Beyond offering them the opportunity to better support their team, training managers also allows them to improve their own working conditions. By training managers on topics such as stress management and their team's workload, they will also be equipped to manage their own stress and workload.
Well-being at work and company performance
In conclusion, the link between well-being at work and manager training is undeniable. Managers are on the front line when it comes to maintaining the health and well-being of their teams. Training is essential to enable them to develop the skills they need to meet these challenges.
By investing in manager training, companies are promoting well-being and quality of life at work. This will then translate into improved team productivity and, consequently, better company performance. This approach will also promote employee loyalty and a positive corporate culture.
