The Modern Leader series: Wellbeing as a leadership imperative

Modern leadership attribute No.15: Wellbeing as a leadership Imperative: A conversation about creating a thriving culture

A research study on wellbeing that we completed with The Harris Poll revealed a stark reality about workplace wellbeing that leaders can’t afford to ignore.

The numbers tell a compelling story: 76% of employees and 63% of managers feel burned out or ambivalent in their current positions. What’s more, 89% of managers believe their employees are thriving, yet only 24% of employees agree.

This perception gap is creating a critical blind spot for organizations, with constant change emerging as a primary driver of burnout.

Q: Why should senior leaders personally focus on employee wellbeing? Isn’t that HR’s job?

A: While HR plays a crucial role, the research revealed something striking: Employees who thrive consistently point to one key factor — feeling supported by senior leadership. When leaders show genuine appreciation for their people and actively demonstrate care for their wellbeing, it creates a ripple effect throughout the organization.

Q: What’s the connection between gratitude and wellbeing?

A: They’re intimately linked. When leaders consistently show authentic appreciation, they create an environment where people feel safe, valued and supported. Our research shows that thriving employees strongly agree with statements like “I feel proud of the work I’m doing” and “I feel respected at work.” These feelings don’t happen by accident — they’re cultivated through regular, meaningful recognition from leaders.

Q: What specific actions can senior leaders take to promote wellbeing?

A: Start with these proven approaches:

1. Make wellbeing part of your regular conversation with your team. Don’t delegate it or save it for annual reviews.
2. Share your own wellbeing journey. When you’re open about taking time for exercise or mental health, it gives others permission to do the same.
3. Express specific appreciation for contributions that might otherwise go unnoticed.
4. Create space for real dialogue about workload and burnout.

Q: How can leaders balance the need for results with employee wellbeing?

A: This isn’t an either/or proposition. Our research clearly shows that wellbeing and performance are deeply connected. When employees feel supported and appreciated, they’re more engaged, more innovative and more likely to go the extra mile.

The key is to make wellbeing part of your strategy for achieving results, not something that competes with it. For example, when you’re setting ambitious goals, also discuss how you’ll support the team in achieving them while maintaining a work-life balance.

Q: What’s one thing leaders can do tomorrow to start making a difference?

A: Schedule individual check-ins with your direct reports focused solely on their wellbeing. Don’t combine it with a regular status update. Ask questions like: “How are you really doing?” “What support do you need?” “What could we do differently to help you thrive?”

Most importantly, listen deeply to the answers and take action on what you hear. Remember, your genuine attention and appreciation are powerful tools for building the kind of culture where people can truly thrive.

Reflection Questions for Leaders:

1. When was the last time you had a conversation with your team that wasn’t about tasks or metrics, but about their wellbeing?
2. How do you demonstrate that you value both results and wellbeing?
3. What’s one well-being practice you could model for your team this week?

Remember: In today’s rapidly changing business environment, your attention to employee wellbeing isn’t simply good for your people — it’s essential for sustainable business success.

Get more resources to support employee wellbeing here.

About The Modern Leader series

Discover actionable insights released biweekly, designed to help you elevate your own leadership impact and drive the business results you seek.

So, how do you know if you’re a modern leader?

Modern leaders stand apart through their ability to balance head and heart in today’s complex workplace, integrating emotional intelligence with strategic thinking.

New research with The Harris Poll (publishing Summer 2025) shows only 30% of leaders truly meet their teams’ evolving needs — but that elite group leads with “their heart IN their head” and consistently demonstrates six key differentiators.

They:

• Lead with gratitude.
• Listen and empathize.
• Foster an inclusive culture.
• Communicate with context.
• Connect strategy to employee growth.
• Enable employees to meet the moment.

To see additional ways you can differentiate yourself as a modern leader, check out the collection of modern leadership attributes (added bi-weekly) here.