People need people more than money

When auditing workplace wellness, I measure and evaluate four pillars which, together contribute to happy employees, high ROI, retention of staff, better recruitment of quality staff and increased productivity. They are culture, communication, conditions and career progression.

It is becoming increasingly apparent to me that conditions such as salary, leave, holidays, workload and workspace, are less important than the relationships we build at work, and that it is, in fact, the relationships we have which make or break a workplace.

It is the people who either support you to thrive, or bring you down. It is the people who either build your self-esteem or knock it out of you. And it is the people who guide you through the tough times or push you into a state of burnout.

What it really all boils down to is looking at what is important to you in a career. Do you value money, opportunity to grow, leadership, status, ethics or flexibility? Or do you seek honesty, trust, a nurturing team, a supportive environment, and approachable leaders?

As much as we all have a responsibility to produce our best work, show up in the best form possible and remain a supportive and positive role-model for others, if we are extrinsically motivated or an extravert at heart, we rely on others to help get the best out of us, and when those other people are toxic, unsupportive, autocratic or inefficient, it is very difficult to be able to thrive in this environment.

An extrinsically motivated person is driven by the external reward of a task, be it a certificate, praise, recognition, financial gain, or promotion. Their confidence rises in response to the invested interest of others in their work. Similarly, if you are an extravert, you need validation from those around you and you look to others for help and support instead of looking internally for answers. When this is missing (ie. the people around you do not cheer you on, support you, praise you and encourage you), the task can seem pointless and the feelings of stress and overwhelm start to take over. For these people it is difficult to see the benefit of doing the task in hand.

Looking at the reasons why employees are likely to break down at work, it is usually caused by frustration, a feeling of helplessness or overwhelm. Bearing in mind that colleagues, teams and leaders can all help reduce the overwhelm from excessive workload, it is imperative to maintain strong and supportive relationships at work to reduce breakdowns and burnout.

Frustration and overwhelm can all be reduced through simply talking to colleagues, hearing other perspectives or ways to cope, sharing the workload, extending deadlines, listening to the person so they feel valued, putting support in place in order to reduce the demands, mentoring or coaching, training staff appropriately, supporting leave for emotional or mental health, filtering through the list of tasks to prioritize and leave some for another time, as well as leaders being aware of the strengths and weaknesses of their teams in order for the right tasks to be given to the right people. All of these are people-led and are about the quality of relationships in the workplace.

Feeling helpless can be counteracted by empowerment. Empower the staff to make decisions. Trust them to get the task done. Facilitate opportunities for them to become their ‘5-year plan’. Support them to learn new things, take risks and fail. Create a culture of learning where everyone values self-development and training. Share the vision and involve them in the process of making it into a reality. When people are trained accordingly and given the correct tools and support system to succeed, no one should feel helpless or powerless.

So, when looking at why someone is upset, breaking down, feeling overwhelmed or frustrated, it is essential to look at the relationships within the organization and evaluate where stronger support systems could be put into place to avoid similar situations in the future.

Yes, you would imagine that employees would feel happier and more fulfilled with a pay increase or more annual leave, but what it comes down to, in creating a strong work ethic where people are driven to work hard because they feel valued and supported, is relationships. It is as simple as that.

Having a team you love, or a boss who supports you in your development, or having a line manager who listens to your opinion and values what you contribute, speaks volumes in finding purpose and fulfillment in your career. And when people feel valued and fulfilled, with a support system in place for when they struggle or need help, it is less likely they will break down from overwhelm, excessive workload, frustration or feeling helpless.

The relationships you have at work will play a huge role in you continuing to work somewhere or leaving. As much as your employer can always offer incentives to staff with better conditions, pay or benefits, the thing that will always have a bigger impact on employee health, happiness and high achievement is kindness, support and human connection.