I’m betting when you saw the title of this article, you responded with something like, “Most Certainly!” or “Heck, yeah!”

As a result of many reasons, including COVID, Gallop has noted a reduction of wellbeing in the workplace. Further, Gallop states, “employee wellbeing is Key for workplace productivity.” In addition, they say, “When your employees’ wellbeing is thriving, your organization directly benefits – they take fewer sick days, deliver higher performance, and have lower rates of burnout and turnover. And, when your employees’ wellbeing suffers, so does your organization’s bottom line.”

Wellbeing is about satisfying basic human needs in the workplace – clarifying desired outcomes and increasing opportunity for individual fulfillment and growth. Workplace well-being and performance are not independent. Rather, they are complimentary and dependent components of a psychologically healthy workplace.

So, what does that mean more specifically? Here are attributes of wellbeing in our work place:

• I know what is expected of me at work. (Certainty; Clear is Kind!)
• At work, I have the opportunity to do what I do best every day. (Autonomy)
• My supervisor, or someone at work, seems to care about me as a person. (Status: I see you and you matter!)
• At work, my opinions seem to count.
• My colleagues/team are committed to doing quality work.
• This last year, I have had opportunities at work to learn and grow.

And, here are four questions we as coach leaders can answer to ensure wellbeing for those with whom we work.

1. “How are you as the Coach Leader helping me understand the ultimate outcomes and supplying me with what I need to accomplish those outcomes?” This would be what we call the “C” in SCARF – Certainty. When expectations are clear and basic material needs are provided, positive emotions such as interest and engagement may result.
2. “How are you supporting me in a way that I feel that I’m making a contribution to the district/school/my team/etc.?” This might be the “S” or “A” in SCARF. How are you seeing me and generating choices and options for me as I accomplish the expected outcomes?
3. “How are you creating a sense of belonging to something beyond myself?” This is an important element of engagement and a basic human need. Great Coach Leaders create opportunities for people at work to get to know one another. (This sounds like the “R” in SCARF – How are we connected to one another?)
4. “What are regular opportunities for me to discuss my progress and grow?” This leads to positive emotions that support and motivate me to do my work at higher levels of performance.

To summarize: Positive emotions (the iceberg) are facilitated by actions within organizations that support clear outcome expectancies, give basic material support, encourage individual contribution and fulfillment, a sense of belonging, and a chance to progress and learn continuously. All of these elements together create a sense of wellbeing in the workplace.

How are you contributing to the individual and collective wellbeing of self and others where you work?