What if performance management included a focus on mental well-being? This blog post explores how managers can shift their perspective from solely evaluating output to considering the whole employee experience and improving work-life balance. Managers can foster a more balanced and productive work environment by engaging in regular well-being check-ins, utilizing the principles of cognitive behavioral therapy, and offering tailored support. Discover how these practices can align with a manager’s core responsibilities, creating a win-win situation for all.

Introduction

The traditional approach to performance management often emphasizes metrics, quotas, and outputs. While these elements are essential, they don’t paint the whole picture of an employee’s experience. Embracing a more holistic approach incorporating mental well-being can create a more engaged, satisfied, and productive workforce.

Regular Well-being Check-ins

Check-ins focused on well-being rather than just performance metrics allow for a more nuanced understanding of an employee’s overall state.

How Managers Can Help:

• Schedule Regular Conversations: These should focus on work performance and overall well-being.
• Provide a Safe Space: Encourage open dialogue where employees feel comfortable sharing their feelings.
• Offer Support: Act on the insights from these conversations to provide tailored assistance.

Utilizing Cognitive Behavioral Therapy Principles

Cognitive Behavioral Therapy (CBT) principles can help employees reframe unhelpful thoughts, reduce anxiety, and foster a positive work environment.

How Managers Can Help:

• Understanding CBT Principles: Learn about cognitive reframing and how it can help employees.
• Facilitate Reframing Exercises: Help employees identify and replace unhelpful thoughts with more balanced perspectives.
• Encourage Behavioral Activation: Guide employees toward intrinsically rewarding activities inside and outside work.

Offering Tailored Support

Different employees have unique needs and preferences, and a one-size-fits-all approach to well-being support is unlikely to succeed.

How Managers Can Help:

• Identify Individual Needs: Recognize each team member’s unique challenges and preferences.
• Create a Supportive Environment: Build an atmosphere where mental well-being is valued and supported.
• Provide Resources: Connect employees with appropriate professional mental health services if needed.

Aligning with Core Responsibilities

This new approach to performance doesn’t conflict with a manager’s core responsibilities. Instead, it aligns with broader organizational goals and benefits all parties involved.

Benefits for Employees:

• Improved Mental Well-being: Employees can experience a more balanced and satisfying work-life by focusing on mental health.
• Increased Engagement: Employees who feel supported will likely be more engaged and productive.

Benefits for Managers:

• Better Performance Metrics: Satisfied and engaged employees often perform better, positively impacting traditional performance metrics.
• Stronger Relationships: Building trust and open communication fosters more robust relationships between managers and their teams.

Benefits for Organizations:

• Positive Culture: Focusing on well-being helps build a positive organizational culture that attracts and retains top talent.
• Increased Productivity: A balanced and supported workforce can lead to higher levels of productivity and creativity.

Conclusion

Shifting the focus of performance management to include mental well-being creates a more balanced and humane approach to evaluating employees. By recognizing the importance of mental health, engaging in regular well-being check-ins, employing principles of cognitive behavioral therapy, and providing tailored support, managers can create a thriving work environment and achieve a stronger work-life balance that benefits employees, managers, and organizations alike. For more information on some topics in this blog post, look at Artisan Agility’s The Leadership Ascent certification program. You can also read more on this topic in this blog and here at the Harvard Business Review.