Balancing Team Goals and Individual Well-Being: A Guide for Managers by Bash Sarmiento

Organisations must strike the right balance between high performance and employee well-being for success. The demand for high-performing teams continues to grow. This is why organisations should make sure employees aren’t overwhelmed or burnt out when working.

Achieving this balance fosters a healthy workplace where employees can professionally and personally thrive. A holistically-supported team is more engaged and productive; it also means more benefits for the organisation.

Some Tips on Establishing and Setting Goals

When setting goals for the team, managers should make it a group effort and involve the whole team. Getting everyone on the same page lets employees feel invested and motivated to work towards shared objectives that play to their strengths

Managers can involve their teams in goal-setting by:

●      Gathering the team to discuss the organisation's overall goals and objectives.

●      Encouraging team members to share their ideas and perspectives on potential goals.

●      Ensuring SMART goals for the team (Specific, Measurable, Achievable, Relevant, and Time-bound)

●      Helping team members understand how their individual contributions contribute to the overall team goals.

●      Offering guidance and support throughout the goal-setting process.

Why Is an Employee’s Well-Being Important?

Individual well-being contributes to a team's overall success. Employees who feel physically and mentally well are less likely to experience burnout.

Employees who constantly face pressure without breaks may find it harder to concentrate and do their best work. Burnout, disengagement, and frequent absences may result from this kind of work setup.

Promoting a healthy work-life balance ensures employees have time to recharge. Balanced employees are more motivated and energetic, contributing to better team outcomes.

Companies that prioritise well-being have better employee retention as well. People are more likely to stay with organisations that care about their long-term health.

Strategies for Managers to Balance Goals and Well-Being

Here are some strategies managers can use to meet both team goals and individual well-being:

Promoting Flexible Work Arrangements

The freedom of when and where employees work can promote well-being while achieving goals. Allowing employees flexible work schedules or remote work options can significantly improve their work-life balance. Flexibility means less stress and more time to manage personal and professional responsibilities.

To promote flexibility, managers can offer a mix of remote work and in-office time to maintain team cohesion if possible. It’s either a hybrid work arrangement or a flextime schedule. Project management tools are also a good way to track progress and stay connected with the team while working remotely.

Encouraging Regular Breaks and Downtime

Regular breaks prevent burnout and boost long-term productivity. Encouraging employees to take time off or disconnect from work helps them recharge and come back more focused.

The best way to implement this strategy is to lead by example. Managers should model taking breaks and vacations to show it’s acceptable. Whether it’s a short break or taking a vacation leave, managers should openly communicate the importance of downtime to their teams.

Prioritising Mental Health Initiatives

Investing in mental health resources can help improve overall well-being within a team. A healthy mind promotes better decision-making, and collaboration, which are all essential for achieving team goals.

Managers should provide access to employee assistance programs (EAPs) that offer counseling or mental health support. They should also encourage team-wide relaxation, such as leisure getaways or retreats, to foster stress reduction and promote overall well-being.

Setting Realistic Goals and Managing Workloads

While it’s important to push for team success, setting unrealistic deadlines can overwhelm employees. Managers should aim for a balanced approach to goal-setting so the team feels challenged but not overwhelmed.

To achieve this, managers must regularly check with team members to assess workload. When dealing with heavy workloads, divide large projects into smaller, more manageable tasks.

Building a Supportive Team Culture

A positive and supportive team culture promotes collaboration, reduces stress, and enhances well-being. Employees who feel valued and supported by their peers are more likely to feel motivated and resilient in pursuing team goals.

Managers can cultivate a supportive team culture by celebrating both small wins and major achievements to maintain high morale. Additionally, encouraging peer support systems where team members can lean on each other for help and advice is essential.

Leading with Empathy

Lastly, managers must lead with empathy. Empathetic leadership helps managers understand their team’s emotional needs while creating a supportive environment.

As a manager, you must always practice active listening during team interactions and address concerns with compassion. Be transparent about challenges, and recognize that employees have personal lives and may face external pressures affecting their work.

Final Words

The right balance between high performance and employee well-being promotes long-term organisational success. The strategies outlined in this guide are just some ways managers can create a supportive and productive work environment where teams can thrive. With a healthy and engaged team, managers can cultivate a high-performing team that achieves great things.

Bash Sarmiento is a writer and an educator from Manila. He writes laconic pieces in the education, lifestyle and health realms. His academic background and extensive experience in teaching, textbook evaluation, business management and traveling are translated in his works.