Source | www.fastcompany.com | TRACY BROWER
As a leader, you know how important you are to your employees’ experience. Employees don’t quit jobs or organizations. They leave managers and leaders. How you lead is hugely critical to keeping them satisfied and motivated to stick around.
Motivating employees to stay at an organization through work-life fulfillment can come through many avenues, but a 2018 study identifies particular elements that help employees achieve better work-life satisfaction—especially what helps them perform better, reduces their physical and emotional stress, and motivates them to go the extra mile. This research, published in the Journal of Vocational Behavior (and involving 2,892 employees), found that three elements are necessary for employees to have a successful work-life fulfillment. They need to believe in their ability to manage tasks effectively, perceive they can handle negative emotions, and have the ability to empathize with coworkers.
These capabilities and perceptions echo the brilliant work by Patricia Voydanoff, an author and expert on work and family. She says that perceptions of capacity drive work-life conflict and fulfillment. The more people believe they can handle the demands that others place on them, the less stressed they feel. It’s not about the demands themselves. It’s more about perceptions of the ability to handle them.
So, as a leader, how can you support work-life fulfillment for your employees? The answers might seem straightforward, but they also illustrate some distinct behaviors to avoid.