First, the numbers.

Workplace stress is pervasive. Anyone with a pulse, a pursuit, and a paycheck can tell you that.

But how bad is it really? That might come as a surprise.

A staggering 83% of US workers experience pervasive workplace stress, with a quarter ranking their job as the number one source of stress in their lives.

The repercussions are legion and costly. Depression-induced absenteeism alone costs US businesses a massive $51B annually.

These statistics underscore the urgent need for employers to address the well-being of their employees.

Cherry Blossoms on the Tidal Basin. Washington, D.C. Photo Credit: No Vacation Required

There’s not an app for that.

In recent years, there has been a surge in companies offering mental wellness apps and implementing various morale-boosting initiatives. At The Change Laboratory, we specialize in helping individuals and teams achieve their highest potential. So we’re all for it!

But while these efforts are commendable, they often overlook a critical aspect of employee well-being.

An organization cannot effectively boost morale or foster personal growth if its employees do not feel valued and supported in meeting their basic needs.

Just as Maslow’s Hierarchy of Needs outlines, basic physiological needs – adequate healthcare, a living wage, etc. – form the foundation upon which higher-level needs, such as self-actualization, can be addressed.

Unfortunately, we too often encounter organizations that are trying to balance the pyramid on its point. They are attempting to address the top-level needs of their employees without ensuring that employees’ basic needs are met first.

FDR Memorial. Washington, D.C. Photo Credit: No Vacation Required

An organization cannot effectively boost morale or foster personal growth if its employees do not feel valued and supported in meeting their basic needs. So, in these cases, we make it a point to advocate for the essential needs of employees before embarking on higher-level development initiatives.

“I’m just a team leader. I don’t make the rules.”

Most of our work is at the team level. We tend to work with leaders who are using their portion of the development budget to enhance team efficacy, productivity, and morale.

Are we telling these leaders “no” when they are trying to do the best for their team, even when the company is failing to care for the fundamentals? Of course not.

But we are honest about the barriers to success.

For leaders who find themselves in organizations where basic needs are not adequately met, there are still steps they can take to support their teams:

Be Honest and Transparent: Communicate openly with your team about the challenges the organization faces in meeting their needs and advocate for their well-being transparently.
Demonstrate Value: Continuously demonstrate to your team that you value them and are committed to advocating for their needs within the organization.
Lead Courageously: Be bold in your transparency and advocacy, even when faced with resistance or challenges from higher levels of management.

Come together… but not like that

There are two basic ways to bring a workgroup together:

Create a sense of shared values through great stewardship, care, and leadership.
Give them a shared enemy and allow them to coalesce around a sense of distrust and victimization.

It’s essential to recognize that morale-boosting initiatives can backfire if they are perceived as disingenuous or superficial attempts to mask deeper issues. Companies that prioritize morale without addressing fundamental needs risk fostering a sense of distrust and disillusionment among their employees.

Take, for example, the online retailer with a well-documented culture of low wages and overwork. The company attempted to boost morale by implementing mindfulness software that encourages warehouse employees to take a 10-minute break – standing at their terminals – and think about what they are grateful for.

I bet you can tell us how well that worked.

Cherry Blossoms on the National Mall. Washington, D.C. Photo Credit: No Vacation Required

Implementing mindfulness software and morale-boosting initiatives without addressing underlying issues of compensation and working conditions can be perceived as gaslighting – an attempt to manipulate employees into believing their needs are being met when they are not.

And in case it’s not 100% clear, the easiest way to avoid collective bargaining is to pay people a living wage, provide robust benefits, and avoid a culture of exploitation. So, like, the fundamentals.

There’s no trick to it…

Ultimately, the most effective way to boost morale and foster a positive work environment is pretty simple: prioritize employee well-being from the ground up.

Ensure access to robust healthcare.
Provide a living wage.
Create a supportive work environment.

By doing so, organizations can lay the foundation for sustainable growth, brand affinity, productivity, employee satisfaction, and (yes, even) profitability.

Anything less is a disservice to both employees and the organization.

Onward & Upward,