Promoting Employee Well-Being As A Leader

HR doesn’t need more dashboards. It needs better listening. Most people teams measure what’s easy…like engagement scores or turnover. But the best teams? They build feedback loops that help them predict problems, not just react to them. This post gives you 11 of the most useful, often-overlooked loops you can implement across the employee lifecycle: 🟢 Week 2 new hire check-ins (capture early impressions) 🟠 Post-interview surveys (from both sides) 🔵 Onboarding reviews (day 90 is your goldmine) 🟡 Skip-level 1:1s (cross-level truth-telling) 🟣 Quarterly team health check-ins (lightweight, manager-led) …and 7 more. 📌 Save this if: • You’re building a modern HR function • You want fewer “We should’ve seen this coming” moments • You believe listening is strategy Which feedback loop is missing in your company?

Empathy isn’t soft it’s a superpower. Used wrong, it burns leaders out. Here’s how to make it sustainable. Empathic orgs see more creativity, helping, resilience and less burnout and attrition. Employees (esp. Millennials/Gen Z) now expect it. Wearing the “empathy helmet” means you feel everyone’s highs and lows. Middle managers fry first. Caring ≠ self-sacrifice. The fix = Sustainable empathy Care without collapsing by stacking: self-compassion → tuned caring → practice. So drop the martyr mindset. • Notice your stress (name it) • Remember it’s human & shared • Talk to yourself like you would a friend • Ask for help model it and your team will too Why does this matter? Unchecked stress dulls perspective and spikes reactivity. When leaders absorb nonstop venting, next-day negativity rises and so does mistreatment. You can’t pour from an empty cup. Move 2: Tune your caring Two empathies: • Emotional empathy = feel their pain • Empathic concern = help relieve it Keep concern high, distress low. “Caring binds; sharing blinds.” How to tune (in the moment) • 60 seconds of breathing before hard talks • Validate without absorbing: “This is hard and it makes sense.” • Boundaries + presence: “I’m here. Let’s focus on next steps.” • Offer concrete help: “Here’s what we’ll try by Friday.” • Also share joy celebrate wins to refuel the tank Move 3: Treat empathy as a skill It’s trainable. Build emotional balance: shift from absorbing pain → generating care. Try brief compassion meditation (“May you be safe, well, at ease.”) and pre-regulate before tough conversations. Mini audit after tough chats Ask yourself: • How much did I feel with vs. care for? • What do they need long-term? • What will I do to help this week? A simple script 1. Validate: “I can see why this stings.” 2. Future: “Success looks like X.” 3. Action: “Let’s do Y by [date]; I’ll support with Z.” Team rituals that sustain you • Start meetings with “What help do you need?” • Normalize asking for support • Micro-celebrate progress weekly • Protect recovery blocks on calendars Self-compassion + tuned concern + practice = sustainable empathy. What’s one habit you’ll try this week to protect your energy and support your team?

If we want better fathers, find them more than two weeks to become one: In the UK, statutory paternity leave is capped at just 2 weeks. Speaking from experience in week 4 of my paternity at home with my new daughter Kaia - that's not enough. It takes time to bond, and the "baby bubble" is a very special moment in your life where change is so powerful, taking the time to adjust matters not just for your personal life, but work too. 𝗗𝗶𝗱 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄? In countries like Sweden, where dads get up to 480 days of shared parental leave (with 90 days reserved just for them), fathers who take extended leave see a 7% boost in their long-term involvement with kids. 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁? Kids with better emotional health and cognitive skills - a Norwegian study found children of leave-taking dads scored higher in school by age 5. 𝗦𝗼, 𝘄𝗵𝗮𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲? Companies offering generous paternity leave report 25% lower turnover rates among new parents, according to Deloitte. McKinsey data shows that involved fathers lead to happier moms returning to work sooner, closing the gender pay gap by up to 15% in progressive policies. 𝗣𝗮𝘁𝗲𝗿𝗻𝗶𝘁𝘆 𝗶𝘀𝗻'𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗱𝗮𝗱, 𝗶𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗺𝘂𝗺 𝘁𝗼𝗼. Yet, in the US, only 23% of private-sector workers get any paid family leave, and globally, the average paternity leave is a measly 9 days! In the UK specifically, while shared parental leave allows up to 50 weeks to be split between parents (with 37 weeks paid), uptake among dads remains low - only about 1-2% take it, often due to financial barriers and cultural norms. 𝗕𝘂𝘁 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝗯𝗿𝗲𝘄𝗶𝗻𝗴: The UK government launched a major review last month (July 2025) to overhaul the system, with proposals floating to extend standalone paternity leave to 6 weeks at 90% pay, which could boost family well-being and the economy by billions, according to reports. At my company Heights we don't want to wait. We offer 6 weeks full pay, 3 weeks at home and 3 weeks for you to take off whenever you need it (from experience, this is a few months later when you can be more helpful to mum and baby). 𝗧𝗵𝗶𝘀 𝗶𝘀 𝗺𝘆 𝘀𝗲𝗰𝗼𝗻𝗱 𝘁𝗶𝗺𝗲 𝗼𝗻 𝗽𝗮𝘁𝗲𝗿𝗻𝗶𝘁𝘆 And the needs are different too (with our toddler taking up most of my time and attention), so the flexibility that allows families to decide how to make it work best for them is really the policy employers should try to design for, if they can. My bet is offering flexibility, more thought, and believing the data that it will result in happier kids, dads, mums and colleagues - is worth it. What do you think? Let me know in the comments 👇 PS: follow me Dan Murray🧠, for more girl dad/business/entrepreneurship content like this 👊

Neurodiversity and Self-Compassion: A Path to Greater Well-Being How often do we speak harshly to ourselves, believing that our challenges stem from personal flaws? For neurodivergent individuals, years of feeling “different,” being bullied, or struggling to meet societal norms can lead to an internalised narrative of self-criticism. But what if the key to resilience isn’t pushing harder, but learning to be kinder to ourselves? Self-compassion is a powerful, trainable skill that helps us relate to our struggles with kindness, recognise our shared humanity, and stay present without judgement. Research shows it improves life satisfaction, happiness, and emotional regulation while reducing stress and anxiety. For those with ADHD, autism, or rejection sensitivity dysphoria (RSD), self-compassion can counteract self-critical thoughts and foster resilience. My newsletter this week explores why self-compassion matters for neurodivergent individuals, shares practical strategies, and highlights research, including insights from Kristin Neff and Mel Robbins. Let’s prioritise being kinder to ourselves—it’s not indulgence, it’s transformative. What do you think? Are you too worried about what others think about you and this stops you being kind to yourself?

Training and coaching programmes in many workplaces are often seen as one-size-fits-all solutions. Its time for that to change, especially when it comes to leadership development. Too often, learning and development initiatives are decided without involving the people who are not actually taking part in them. Organizations make huge investment into programmes, without effective research into people's needs. They don't ask people what they want or need. They presume everyone's needs are the same. There are times where this might be ok....specific technical skills for example or simple standard work practices. But leadership development requires a different approach. To be honest, I used to deliver one-day trainings on leadership skills here and there. But I never felt good about it. I felt like I wasn't adding real value to anyone. I knew most people were likely to forget everything they learned. It seems like such a waste of time and money. Now, I largely provide a blend of training and coaching programmes. They include an assessment of participant needs. They have a measure of individual development over time. Each person's coaching programme is tailored to what they need. I communicate with my programme participant's managers, to support the continuation of coaching long after their initial coaching programme ends. I always think I can do better so I gather feedback from every participant and improve my programmes all the time. These are the best practices guidelines I follow and teach: 1️⃣ Assess participant needs and customize programmes 2️⃣ Clarify the measures of effectiveness that will be used. 3️⃣ Personalize learning paths- this is possible through blending training with 1:1 coaching programmes 4️⃣ Foster a culture of continuous learning where coaching and training is part of what people regularly give and receive. Ensure all managers have effective coaching skills 5️⃣ Evaluate and adjust all training and coaching programmes. Make improvements based on feedback and measures. ❓What else would you add to ensure training and coaching programmes are highly effective? #learninganddevelopment #employeedevelopment #leadershipdevelopment #traininganddevelopment #training #learning #coaching

Most of us are familiar with “fight or flight” mode—our body's emergency response to stress. But there's another side: the “rest or nest” mode, where healing and recovery happen. The problem is that many of us spend a lot of time in “fight or flight” mode, which can drain productivity and lead to chronic stress. A key to better stress management and enhanced work performance is to activate the parasympathetic nervous system – the #brain’s “rest or nest” mode.   The autonomic nervous system (ANS) controls bodily responses like heart rate, breathing, pupil dilation, digestion, perspiration, and even sexual arousal. It has two important branches. The sympathetic branch controls #FightOrFlight while the parasympathetic branch controls #RestOrNest. The two operate almost entirely unconsciously – except for breathing. When we consciously slow down our #breathing, we activate the parasympathetic nervous system. It slows down our heart rate and blood pressure, reduces energy consumption, increases digestion and healing processes, and lowers cortisol levels (e.g. the brain’s “stress hormone”). In other words, slowing our breathing can help to reduce stress. There are many ways to achieve this. 👉 Deep breathing exercises where you breathe deeply into the belly rather than shallowly into the chest, can activate the “rest or nest” system. 👉 Regular meditation has been shown to increase parasympathetic activity, reducing stress and anxiety. Focusing on the breathing can be particularly effective. 👉 Yoga combines physical postures, breathing exercises, and meditation, all of which help increase parasympathetic activity. 👉 Going for long walks, especially in nature, can reduce stress, lower blood pressure, and enhance parasympathetic activity. These are just a few of the many available options, of course. Each has the added benefit of avoiding external stimulation that can trigger a “fight or flight” reaction such as smart phones and emails. You can even try this simple breathing exercise now: Inhale slowly for 5 seconds, hold for 2 seconds, and exhale slowly for 7 seconds. Repeat three times. Has your heart rate slowed? Do you feel a little calmer? Your peripheral nervous system is the brain’s built-in antidote to stress. What’s your favourite method to activate your 'rest and nest' mode?

“Workplace wellbeing initiatives don’t work.” Yoga apps won’t fix burnout. Step challenges won’t undo a toxic workload. And we’ve all seen performative wellness efforts used as a “reputational sugar hits” for bad jobs. It’s a familiar refrain. I've said it, and there is plenty of data to back up the statement. However, a recent article has opened my mind to another possibility. The article discusses one perspective that workplace wellness isn’t really about employee health. Instead, it’s seen as a tool of managerial control (think productivity-boosting mindfulness or tracking apps), a performance of care that masks systemic issues, or a neoliberal ethic of individual responsibility. However, the article also presents the Health lifestyles theory (Cockerham 2005) which argues that health behaviours aren’t random or purely individual—they’re shaped by social structures like class, race, gender, and peer groups (i.e., those who has time, access, motivation, and permission to prioritise health). An interesting new study of 28,000 workers across 143 UK organisations (William J. Fleming, University of Oxford) found that maybe the problem isn’t that workplace wellness is inherently bad, but the real issue is that not enough of the right people are using it. 🔹 Participation in wellness programs is deeply unequal. Higher-income, white-collar, office-based workers are far more likely to engage—because they have access, time, and flexibility. Meanwhile, shift workers, contractors, and frontline employees? Often shut out or too stretched to participate. 🔹 The #1 barrier to healthier habits? Work commitments. Followed by family demands and lack of energy. Not apathy. Not resistance. Structural constraints. 🔹 Culture and leadership matter. When organisations allow participation during work hours and embed wellness into how success is defined, participation goes up. 💡 So what does this mean for leaders and organisations? Instead of scrapping wellness altogether, we need to rethink the design, access, and intent of our programs. ✔ Wellness that only serves the “already well” isn’t wellness—it’s a perk. ✔ Programs need to reach those who need support most: those in the lowest-paid positions, overstretched shift workers, burned-out colleagues, and those dealing with chronic stress or poor health. ✔ We must connect wellness to job design, workload, and equity—not just offer it as a bolt-on. I believe that systems in organisations (e.g., policies, job designs) and interpersonal connections at work (e.g., power dynamics, culture) are still the biggest drivers of stress, there is also a role for the individual. Organisations need to do more to make sure those who will benefit the most are able to partake. I'm interested to hear your thoughts on this. It certainly made me think. Read the article for yourself here: https://lnkd.in/g2n3vkRb

Grandpa paid to take care of the kids? 45 days for grandparents: the reality in Sweden. 🇸🇪 In the U.S., only 21% of new dads get an average of 17 days of paid leave. It makes me wonder: why so little focus on the bond between father and child? The first moments with a newborn are magical. For those who’ve experienced it, you know what I mean. For those who haven’t, think about a stray dog. You might not care much. But when it’s your dog? It’s your everything. The more you give, the more you get. So not enabling fathers to take time with their newborns, and taking care of the mom: what kind of society does it lead us to?  Time off builds connections. Dharing responsibilities Setting families up for success. Sweden gets it, and here's how they make it work: 1. Parents receive 480 days of paid parental leave. ↳ Time split equally between both parents ↳ One can transfer up to 45 days to a grandparent, relative, or close friend. 2. Single parents can transfer up to 90 days to a person they choose. ↳ Ensures both the child and parent are supported during the early stages of life. 3. Both parents are encouraged to use the leave. ↳ Sweden incentivizes both parents to take time off ↳ At least 90 days reserved exclusively for each parent, ensuring fathers engage in childcare. 4. Daycare and early childhood education widely available. ↳ High-quality, affordable daycare offered to all families after parental leave ends, creating a continuous support system for parents. In bonus, some more examples of countries leading the way in childcare - as well as elderly care: ☘️ Leading in Childcare ↳ Iceland: 12 months of paid leave, affordable daycare, universal early education. ↳ Finland: Universal daycare and home care allowance for parents to stay home until child is 3. 👩🏼🦳 Leading in Elder Care ↳ Japan: Elder daycare, comprehensive in-home care. ↳ Netherlands: Student-elderly co-housing, strong in-home support. And on the other side, unfortunately, the countries that could do much, much better: 📛 Lagging in Childcare ↳ USA: No national paid leave, only 21% of dads get paid leave, high childcare costs. ↳ India: High infant mortality, limited healthcare for newborns, no universal childcare. 👎🏼 Lagging in Elder Care ↳ USA: High costs, many elderly can’t afford nursing homes or in-home care. ↳ Russia: Overcrowded nursing homes, low pensions. How we care about the newborns, the new moms, the elderly defines our society. If we're not able to cater to them: what are we doing? And - if not for women around you, or for your newborn: think for yourself. How would I like to be taken care of later on? ♻️ Share to make change happen, and to make sure you're cared after when you'll need it. Follow me Helene Guillaume Pabis for your daily dose of inspiration: what can we do, today? As a manager, change your internal rules. Train your employees on money saving. Talk to your governments for change.

I’ve been an employee, an entrepreneur, a CEO, a NED and everything in between. 5 principles I’ve learned about leadership in the past 20 years ⬇️ 1. The best leaders are continuous learners. Whether it’s through implementing feedback or upskilling themselves, they never stagnate. 2. Leading by example is setting the right culture from the top. I never expect something from my teams that I wouldn’t do myself. 3. Vulnerability isn’t a sign of weakness but of strength. Good leaders show their real and compassionate selves at work. 4. Open, transparent communication. I have an open-door policy, effective communication happens when team members feel comfortable going to leaders with problems. 5. Be a good listener. Seek feedback, make time to ensure your teams feel heard, and always show empathy. Being a leader means you’re on a never-ending journey of personal growth and professional development.

Have you ever noticed how a single piece of criticism can linger in your mind longer than a dozen compliments? This phenomenon, known as the "negativity bias," is an evolutionary survival mechanism deeply embedded in our brains. It made sense for our ancestors who needed to stay alert to dangers, but in our modern era, it often causes us to dwell unnecessarily on negative experiences. This bias influences more than just personal feelings; it can impact our professional decisions and relationships as well. By understanding that our brains are predisposed to focus on the negative, we can start to retrain ourselves to also see the positive. Recognizing this can lead to a significant shift in how we process daily interactions and setbacks, leading to a healthier, more balanced perspective. The real challenge is to transform our awareness of this bias into action. When faced with criticism, try to balance it with positive affirmations. For every negative comment, remind yourself of two positive achievements. Share your successes and positive experiences openly; this not only helps to counterbalance your own biases but also encourages others to focus on their positives, fostering a supportive and resilient network. Additionally, nurturing a workplace culture that values constructive feedback over criticism can help in reducing the impacts of negativity bias. Encouraging open communication and celebrating small wins are practices that can enhance team morale and overall productivity. But how do we embed this into our daily routine? Start with small, manageable changes: - Begin meetings with positive updates from each team member. - Keep a gratitude journal to note daily successes or things you are thankful for. - Set reminders to recognize and appreciate others' efforts regularly. Over time, these practices can help shift the focus from what's going wrong to what's going right, enhancing not just individual well-being but also contributing to a more positive organizational climate. In summary, while our brains may be wired to prioritize the negative, we have the power to change this narrative. By fostering a culture that balances critical insights with positive reinforcement, we can enhance our personal well-being and drive our teams towards greater success. Let’s continue to challenge ourselves to focus on the positive, embracing a more balanced view that can lead to a more fulfilling personal and professional life. #leadership #culture