career - csus.edu

I like what I do every day. 1 2 3 4 5I learn or do something interesting every day. 1 2 3 4 5

Career Score (add two numbers together from two lines above)/10

Someone in my life always encourages me to be healthy. 1 2 3 4 5My friends and family give me positive energy every day. 1 2 3 4 5

Social Score (add two numbers together from two lines above)/10

I have enough money to do everything I want to do. 1 2 3 4 5I have not worried about money in the last seven days. 1 2 3 4 5Financial Score (add two numbers together from two lines above) /10

The city or area where I live is a perfect place for me. 1 2 3 4 5In the last 12 months, I have received recognition for helping to improve the city or area where I live. 1 2 3 4 5Community Score (add two numbers together from two lines above) /10

In the last seven days, I have felt active and productive every day. 1 2 3 4 5My physical health is near-perfect. 1 2 3 4 5

Physical Score (add two numbers together from two lines above)/10

Instructions: Please read the following statements and circle the number that best represents your answer.

Gallup's Wellbeing View Index

1 - Absolutely Disagree, 2 - Moderately Disagree, 3 - Maybe, 4 - Moderately Agree, 5 - Absolutely Agree

CAREER

SOCIAL

FINANCIAL

COMMUNITY

PHYSICAL

Copyright © 2020 Gallup, Inc. All rights reserved.

Leadership Insights for Wellbeing

Your employees’ wellbeing affects more than your healthcare costs — it influences every aspect of your business performance. Higher wellbeing leads to a life well-lived. It involves those things that are important to each of us, what we think about and how we experience our lives. Organizations are often skeptical of the importance of wellbeing at the office because of the misconception that focusing on wellbeing cuts into work time and does not affect key business outcomes. But this is a misunderstanding. Wellbeing is the catalyst organizations need to cultivate engaged, thriving employees who perform at their best every day.

Key Insights

Wellbeing represents all the things that are important to each of us, what we think about and how we experience our lives. Living a life well-lived means something different to every person. Contrary to what many people believe, wellbeing isn’t just about being happy or physically fit. Compared with employees who are only physically fit, Gallup research shows that those who have high wellbeing across most or all five elements:

• are 81% less likely to seek out a new employer in the next year

• miss 41% less work as a result of poor health

• are 43% more likely to volunteer

• are 36% more likely to report a full recovery after an illness, injury or hardship

• are 27% less likely to have changed jobs in the previous 12 months By studying the human behavior and wellbeing of more than 98% of the world’s population, Gallup uncovered the common elements people need to thrive in their lives. A comprehensive, definitive source of wellbeing measurement, the Gallup Wellbeing 5 is a scientific survey instrument and reporting experience that measures, tracks and reports on the wellbeing of individuals and organizations. Wellbeing is composed of five interrelated and interdependent elements. The five elements of wellbeing are:

• Career: Liking what you do each day and being motivated to achieve your goals

• Social: Having supportive relationships and love in your life

• Financial: Managing your economic life to reduce stress and increase security

• Community: Liking where you live, feeling safe and having pride in your community

• Physical: Having good health and enough energy to get things done daily


Copyright © 2008, 2020 Gallup, Inc. All rights reserved. Gallup®, Gallup National Health and Well-Being IndexTM, and Gallup PanelTM are trademarks of Gallup, Inc. All rights reserved. All other trademarks and copyrights are property of their respective owners.

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Individuals’ experiences can also vary greatly across wellbeing elements.

• Thriving: Wellbeing that is strong, consistent and progressing in a particular element.

• Struggling: Wellbeing that is moderate or inconsistent in a particular event.

• Suffering: Wellbeing that is very low and at high risk in a particular element.

Burnout

Employee burnout is a widespread problem. Among full-time employees, 76% experience feeling burned out on the job at least sometimes, 28% report feeling burned out at work “very often” or “always,” and an additional 48% report feeling burned out “sometimes.” Employee burnout undermines health and productivity. Employee burnout comes with a hefty price tag for organization, triggering a downward spiral in both individual and organizational performance. Not surprisingly, the effects of burnout don’t stop when employees walk out the office door. Employees who say they “very often” or “always” experience burnout at work are:

• 63% more likely to take a sick day

• half as likely to discuss how to approach goals with their manager

• 23% more likely to visit the emergency room

• 2.6 times as likely to be actively seeking a different job

• 13% less confident in their performance

Boosting Wellbeing While Improving Employee Engagement

Wellbeing and engagement have an interdependent relationship. Leaders can create a work environment in which both wellbeing and engagement thrive together. Employee engagement is the foundation on which to build a thriving wellbeing culture. Employee engagement provides psychological safety and facilitates trust between employees and leaders. This trust is the basis for high wellbeing. Employee engagement and wellbeing are highly reciprocal, additive and equally powerful. In longitudinal studies, each significantly predicts the future state of the other. A minor uptick in wellbeing predicts improvement in employee engagement, and engagement has a similarly beneficial impact on wellbeing and various business outcomes. Overall, both high engagement and wellbeing among employees leads to improved business outcomes when compared with employees who only exhibit high levels of one or the other. Compared with employees who have high engagement but low levels of wellbeing, those who are engaged and have high wellbeing in at least four of the five elements are:

• 30% more likely to not miss any workdays due to poor health in any given month

• 42% more likely to evaluate their overall lives highly

• 27% more likely to report “excellent” performance in their own job at work

• 27% more likely to report “excellent” performance by their organization

• 45% more likely to report high levels of adaptability in the presence of change

• 59% less likely to look for a job within a different organization in the next 12 months



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• 18% less likely to change employers in a 12-month period

• 19% more likely to have volunteered their time in the past month

COVID-19 Wellbeing Insights

It is important to address wellbeing, especially with your remote workers. The COVID-19 crisis has severely affected all areas of wellbeing: career, social, financial, community and physical.

• Compared with those who are thriving in physical wellbeing alone, those who are thriving in all five elements (listed above) are more than twice as likely to say they always adapt well to change — and 41% of them report fewer unhealthy days. (See our article “How to Keep Remote Worker Wellbeing High.”)

• Thirty-five percent of working adults think the current coronavirus situation will significantly harm their personal financial situation.1

Wellbeing Conversation Starters & Best Practices

Leaders often struggle to understand that the organization is responsible for worker wellbeing. Only 12% of employees strongly agree that they have substantially higher overall wellbeing because of their employer. A vast majority see their job as a detriment to their wellbeing. Leaders need help:

• navigating far more racial, cultural and gender diversity than in previous generations that had different needs

• dealing with the changing nature of work as digitization grows

• managing the blur of work and life through mobile technology

• flexing to different place, space and work style needs

• leading matrix teams To overcome these challenges, leaders must develop a detailed, holistic wellbeing strategy. Thriving wellbeing is possible. Individuals thrive when they find their daily life and work experiences fulfilling, have strong and supportive relationships, are financially secure, are proud of and actively involved with their community, and are physically healthy and making smart choices about their health. Depending on your organization wide wellbeing strategy, Gallup offers several pulse options to measure wellbeing across teams and the organization that support leaders in minimizing burnout and promoting wellbeing. The following insights help leaders influence workplace wellbeing by involving teams, asking questions that everyone can act on at the local and organizational level, and ultimately, building trust among employees, managers and leaders. The insights also include best practices for creating a thriving wellbeing culture.

1 Gallup Panel study of U.S. full and part-time working adults, March 13-22, 2020

https://www.gallup.com/workplace/288722/keep-remote-worker-wellbeing-high.aspx

https://www.gallup.com/workplace/288722/keep-remote-worker-wellbeing-high.aspx



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Gallup’s Options to Measure Wellbeing Life Evaluation Index (2 items) Please imagine a ladder with steps numbered from zero at the bottom to 10 at the top. The top of the ladder represents the best possible life for you and the bottom of the ladder represents the worst possible life for you

• On which step of the ladder would you say you personally feel you stand at this time?

• On which step do you think you will stand about five years from now? The purpose of this index is to assess overall life evaluation. By incorporating these two questions and working with your Gallup team to get additional analytics capabilities outside of Gallup Access, leaders can assess overall percent thriving, struggling and suffering. Leaders must add the two life evaluation questions to their survey to get these percentages and calculate the Gallup Net Thriving indicator. The Life Evaluation Index is a great first step to assess if an organization needs additional diagnostics related to wellbeing. Global comparative data are available via Gallup’s World Poll. Wellbeing Single Item: My organization cares about my overall wellbeing. Wellbeing Core Index (5 items + Life Evaluation Index)

• I like what I do every day.

• My friends and family give me positive energy every day.

• I have not worried about money in the last seven days.

• The city or area where I live is a perfect place for me.

• My physical health is near-perfect. The purpose of this index is to provide a quick pulse on wellbeing using the single strongest item across each of the five elements of wellbeing. The combination of the Life Evaluation Index and the Wellbeing Core Index provides the most efficient set of items on the strengths and opportunities for wellbeing across the organization and the five elements. Comparisons for the Wellbeing Core Index at the company and work-unit level are available in Gallup Access. Wellbeing View Index (10 items, includes Wellbeing Core Index + Life Evaluation Index)

• I like what I do every day.

• I learn or do something interesting every day.

• Someone in my life always encourages me to be healthy.

• My friends and family give me positive energy every day.

• I have enough money to do everything I want to do.

• I have not worried about money in the last seven days.

• The city or area where I live is a perfect place for me.

• In the last 12 months, I have received recognition for helping to improve the city or area where I live.

• In the last seven days, I have felt active and productive every day.

• My physical health is near-perfect. The purpose of this index is to provide a more comprehensive pulse on wellbeing using two items across each of the five elements of wellbeing. The combination of the Life Evaluation Index and the Wellbeing View Index offers a more in-depth analysis of wellbeing across the organization and the five elements. Comparisons for the Wellbeing View Index at the company and work-unit level are available in Gallup Access.



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Wellbeing Culture Index (8 items)

• My organization cares about my overall wellbeing. (Wellbeing Single Item)

• I can’t imagine a job that would do more for my wellbeing than the job I have today.

• I have substantially higher overall wellbeing because of the employer I work for today.

• My organization cares about my family.

• My organization encourages me to build stronger relationships with my friends and family.

• My organization helps me manage my finances more effectively.

• My organization encourages me to be more involved in my community.

• My organization makes an effort to help me improve my physical health. The purpose of this index is to assess the organization’s overall culture of wellbeing across the five elements of engagement versus employees’ individual wellbeing. Gallup recommends asking the first item (My organization cares about my overall wellbeing.), and then selecting additional wellbeing items based on the organization’s wellbeing goals. Some, but not all, of the Wellbeing Culture Index items have database comparisons. Daily Emotions Index & Daily Emotions: Recent Workday Index (2 Separate Items)

• Did you experience the following feelings during a lot of the day yesterday? (Anger, Boredom, Enjoyment, Happiness, Loneliness, Sadness, Stress, Worry)

• Please think about your most recent workday. Did you experience (anger, boredom, enjoyment, happiness, loneliness, sadness, stress, worry) during a lot of the workday?

The purpose of these items is to quickly inquire about a set of experiences and emotions individuals felt “yesterday” or during a “recent workday.” These items give insights into employees’ daily experiences to better understand the emotional aspect of wellbeing. Gallup’s research indicates thriving life evaluation and daily emotions as key factors in high overall wellbeing and performance. The Daily Emotions and Daily Emotions: Recent Workday Indexes do not have database comparisons currently. Burnout Items (16)

• How often do you feel burned out at work? (Burnout Single Item)

• I have too much to do at work.

• I get the information I need from my manager.

• I receive the support I need from my manager.

• I have enough time to complete everything I need to do at work.

• I receive help from my coworkers.

• My coworkers are willing to listen to my work-related problems.

• I have very few interruptions at work.

• I have a flexible workplace where I have some choice in the time of day I work.

• I have a flexible workplace where I can choose to work off-site.

• I have a choice in deciding what I work on each day.

• I have good lighting at work.

• Our workspace makes it easy to collaborate with coworkers.

• My manager is willing to listen to my work-related problems.

• I am always treated fairly at work.

• I have the authority to spend as much time on tasks as I think is necessary. Burnout is an important and timely topic as the World Health Organization (WHO) recently listed burnout as an official workplace syndrome resulting from chronic workplace stress. Use these items to increase your understanding of the impact of burnout on wellbeing. Many of the burnout items do not yet have database comparisons.



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You can also include additional wellbeing items from Gallup Access to examine work/life balance and other wellbeing-related topics outside of the wellbeing index items above.

The Gallup National Health and Well-Being IndexTM items are Gallup proprietary information and are protected by law. You may not administer a survey with the Gallup National Health and Well-Being Index items and/or reproduce them without written consent from Gallup, Inc.

Overall Wellbeing Insights Organizational Action Insights

• Quantify the impact your organization has on the wellbeing of your employees, customers and all other stakeholders.

• Identify the relationship between wellbeing and each key leader’s area of responsibility.

• Set intentions for expanding wellbeing in your organization and how you want this to compare with competitors.

Leader Action Insights

• Educate managers about the importance of wellbeing and the impact of burnout on employees.

• Hold managers accountable, and give them the resources to escalate concerns.

• Make wellbeing a part of your culture. Incorporate conversations about employee wellbeing into organizational and team-level decision-making.

• Structure individual roles and job expectations in a way that promotes autonomy, flexibility and reasonability.

• Scientifically evaluate the effectiveness of current and future efforts designed to support your culture of wellbeing.

Manager Action Insights

• Questions to Ask Your Team o What does your best life at work look like? What at work could change to help you

fulfill that? How can we help each other more? o How does our team’s wellbeing affect the work we produce? Would a gradual

improvement in our wellbeing increase our productivity?

• Best Practices o Remove barriers and get feedback from employees to help incorporate feedback into

wellbeing initiatives. o Prevent burnout by setting clear expectations for work and discussing how they

affect life outside work. o Share successes and personal stories that recognize your employees’ wellbeing

accomplishments. o Ensure that employees feel like you fully support them in doing their best work. o Connect wellbeing to outcomes.

• Questions to Ask if Not Including Wellbeing Element Items on Pulse Survey o Which element of wellbeing do you feel like you are struggling with right now? What

would it look like if you were thriving in this area? What’s the first step you can take to get there? How can we support you as a team?

o Which element of wellbeing is highest for our team right now? What best practices have we implemented to facilitate higher wellbeing in this area?

o Which element of wellbeing is lowest for our team right now? What do we need to change to increase our wellbeing in this area?



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Career Wellbeing Insights

“Do you like what you do each day?” This might be the most basic, yet important, wellbeing question we could ask ourselves.

• Questions to Ask Your Team o Of all the things you do well in your job, which ones do you believe you do the best? o If you could make one change for the better, what would it be? o Where do you find the most fulfillment in your role? o How will your work today fulfill your sense of purpose? o How does our work fulfill our sense of purpose as a team? o In what ways do our daily responsibilities exemplify our team’s purpose?

• Best Practices o Identify the elements of each role that provide the most fulfillment to each team

member and look for opportunities to do more of them. o Include activities that use each team member’s individual strengths every day. o Identify the purpose-filled moments and celebrate them. o Stop to appreciate accomplishments at the end of the day.

Social Wellbeing Insights

“Relationship helps us to define who we are and what we can become. Most of us can trace our successes to pivotal relationships.” — Don Clifton and Paula Nelson, Soar With Your Strengths

• Questions to Ask Your Team o Do we connect enough socially? o How do we show our support for one another? o How do we celebrate each other’s personal and professional successes? o How do we support one another’s wellbeing?

• Best Practices o Get to know one another’s personal hobbies and interests. o Dedicate time during team meetings to learn more about each team member. o Celebrate one another’s personal and professional successes. o Share individual goals so that team members can support and encourage each other

to achieve their goals. o Occasionally schedule times to connect socially as a team.

Financial Wellbeing Insights

Financial wellbeing is about managing our economic lives to reduce stress and increase feelings of security.

• Questions to Ask Your Team o What financial educational opportunities are available? o How can we support each other in our pursuit of individual financial goals? o How can we help one another when an employee is out of the office for an enjoyable

experience such as a vacation? o What financial habits might we need to modify to enhance our individual financial

wellbeing?

• Best Practices o Consider new habits that are more cost-effective and promote saving money.



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o Encourage one another to bring lunch from home rather than spending money eating out.

o Celebrate one another’s financial achievements.

Community Wellbeing Insights

People with thriving community wellbeing have identified areas in which they can contribute to their community based on their strengths and passions.

• Questions to Ask Your Team o What shared community interests do we have? o How can we support our community together? o In what ways does our work connect to the community?

• Best Practices o Volunteer for a community event as a team. o Serve as volunteers or board members for organizations you are passionate about. o Establish partnerships with community organizations with a shared purpose.

Physical Wellbeing Insights

We make a choice with every bite and drink we take. We can select something that is a net positive and benefits our health, or we can choose something that is a net negative.

• Questions to Ask Your Team o How can we support one another’s efforts to thrive in physical wellbeing? o How can we incorporate physical wellbeing elements into our day? o What physical wellbeing obstacles do we encounter at work?

• Best Practices o Incorporate a physical wellbeing activity into your team meetings or monthly

calendar. o Hold “walk and talk” meetings when possible. o Build in short physical wellbeing breaks throughout the day. o Invite a teammate to be a physical wellbeing accountability buddy. o Participate in physical wellbeing events in the community together.

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