by Ryno Engelke

Introduction

In today’s working environment, wellbeing often takes a backseat to productivity and innovation, which are commonly seen as the primary indicators of organisational success. However, research shows that organisations that prioritise the wellbeing of their staff end up with healthier, more satisfied teams that drive greater innovation and productivity. Therefore, it is crucial for leaders to reconsider wellbeing as a strategy for enhancing productivity.

Wellbeing is even more critical in educational settings, where unwell teachers may struggle to deliver pupil-centred education. The psychological and physical wellbeing of school staff has a significant impact on classroom effectiveness.

But how can leaders effectively create a culture of wellbeing that boosts both organisational productivity and profitability?

What is Wellbeing at Work?

A culture of wellbeing in the workplace encompasses the physical, mental, and social health of employees. It is about ensuring that work experiences enhance and sustain employees’ emotional, physical, psychological, and social satisfaction.

In schools, leaders must prioritise the wellbeing of teachers, administrators, and support staff. These employees play crucial roles that require both sound minds and healthy bodies. While pupils’ efforts impact educational outcomes, it is the advisory, instructional, and mentoring roles of school staff that lay the foundation for success or failure. Therefore, fostering a culture of wellbeing in schools is paramount for educational leaders.

Types of Wellbeing at Work

Wellbeing at work can be categorised in various ways, depending on the organisation. Here, we will explore five key types of wellbeing that are especially relevant to schools: Physical, Mental, Social, Financial, and Professional Wellbeing.

Physical Wellbeing: This goes beyond the absence of illness; it includes overall physical wellness, lifestyle, and the work environment. School environments can be sedentary and pose physical risks due to pollution and other occupational hazards. Prioritising physical wellbeing also involves ergonomics and the relationship between employees and their physical surroundings.

Mental Wellbeing: In today’s world, managing stress, emotions, and psychological health is crucial. Mental wellbeing is a major driver of job satisfaction and productivity. When mental health falters, it often leads to absenteeism, sick leave, and decreased performance. It is widely acknowledged that employees’ mental health is one of an organisation’s greatest assets.

Social Wellbeing: Studies show that every teacher wants to feel respected, valued, and recognised—and this extends beyond teaching staff. Social wellbeing involves creating a culture of connection among colleagues and with the work environment, fostering a sense of belonging and job satisfaction. School staff want to engage professionally and socially with colleagues and pupils beyond the classroom.

For example, a school I know of implemented a comprehensive wellbeing programme for their staff, including regular social events for staff. As a result, they saw a 25% decrease in staff absenteeism and a notable improvement in student outcomes over the following year.

Professional Wellbeing: This includes career progression, workplace safety, and individual development. Every educational staff member wants opportunities for promotion, skill development, and personal growth. Leaders who prioritise professional wellbeing improve employee performance and satisfaction. When teachers learn new strategies for classroom management and pupil engagement, they are more effective and contribute to higher academic achievement.

Financial Wellbeing: Financial stress is a common concern, with many employees feeling anxious about their financial situation. This stress can lead to absenteeism and decreased productivity. Teachers struggling financially are twice as likely to leave their jobs. Therefore, school leaders should consider financial incentives as a strategy to boost productivity and employee satisfaction.

The Role of Leadership in Promoting a Culture of Wellbeing

Leaders play a key role in shaping workplace culture by prioritising wellbeing, modelling healthy behaviours, and effectively managing stress. Here are some strategic approaches to fostering a culture of wellbeing through leadership:

Lead by Example: With over half a decade of experience, I can affirm that leading by example is one of the most effective ways to foster a culture of wellbeing. This involves taking breaks, encouraging others to do the same, managing stress, and maintaining healthy work habits. Leaders should also respect employees’ boundaries, recognise excellence, and promote ethical behaviour and professionalism.

Effective Communication: Leadership communication should go beyond giving instructions and delegating tasks. Leaders must actively listen to employees’ concerns, act on feasible feedback, and encourage participation in decision-making. School leaders should practise people-centred leadership that values employees’ input.

Provide Support: Leaders should act as counsellors, offering resources that support employees’ needs. This might include bonuses, benefits, and special incentives based on performance and individual circumstances. Providing health and social benefits can also enhance workplace satisfaction and wellbeing.

Create a Safe Environment: Employees perform best in a safe and secure environment. Leaders should ensure that the workplace is equipped with the right tools, training, and information to allow employees to do their jobs effectively and safely.

Conclusion

The health and wellbeing of staff are invaluable assets, and progressive organisations understand how to leverage this advantage. Leaders who cultivate a culture of wellbeing are more likely to build a workforce that drives organisational success.

What are your thoughts on how leaders can further improve wellbeing? How important do you think organisational wellbeing is?

Ryno Engelke is Head of Upper School, Wycombe Abbey School Nanjing

To connect with Ryno on LinkedIn: linkedin.com/in/ryno-engelke-95200a148

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