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THRIVING IN THE WORKPLACE 4 million employees are leaving their jobs every month Why are they leaving

The top predictor of workplace satisfaction is not pay It is the culture and the values of the organization closely followed by the quality of the senior leadership and career opportunities for the employees within the company Andrew Chamberlain Chief Economist Glassdoor Is the Great Resignation coming to an end According to Gallup 2022 48 of the working population in America is actively searching for new jobs And if 70 80 of those employed describe themselves as actively disengaged while at work then global talent retention remains an urgent 2023 focus for organizational leaders everywhere The end to the Great Resignation depends upon employee retention strategies emphasizing people management skills that sustain an environment conducive to supporting employee mental health and wellbeing needs

Why are they leaving Prioritizing mental emotional health Navigating ambiguity is draining and being continuously resilient is stressful It is estimated that the global cost of mental illness will grow to 16 trillion by 2030 and burnout is a major contributor to this statistic Not feeling cared about by a supportive manager who takes the time to connect have meaningful conversation encourages development and provides opportunities to learn and grow Lack of connection to the organization s mission or purpose Post pandemic employees have an increased expectation for Leaders to share the big picture and align meaningful individual contribution towards purpose driven activities People who live their purpose at work are healtheir more resilient and engaged Poor mental and emotional health can result in psychological or social disorders anxiety burnout insomnia mood swings and depression This often spurs eating issues alcoholism or substance abuse Curt Kuliga CEO and Founder The Progressive Institute

Break the stigma prioritize mental health More employees are leaving their jobs for emotional wellbeing concerns and the social stigma surrounding mental health is real Many employees are reluctant to be open about their difficulties so even through 75 of organizations in America offer Employee Assistance Programs EAPs employee utilization rates remain below 10 U S organizations offering EAP s 75 Employee utilization of EAP s 10 Thriving employees create thriving businesses Today s most progressive firms are committing to organizational wellbeing by overcoming social stigmas measuring monitoring and proactively addressing critical dimensions of company culture that support the whole person and not just a specific need When leaders hold themselves accountable for creating cultures of wellbeing the result is not just a successful organization but thriving individuals families and communities Thriving employees report less worry stress sadness depression and anger as well as fewer health problems more hope happiness energy interest and respect Gallup 2022 State of the Workplace Study

What helps employees thrive Community Trust A workplace promoting connection and a sense of belonging Team members collaborate effectively knowing colleagues have one another s back Work is conducted with honesty and integrity People are candid and authentic with each other Autonomy Purpose Growth Feeling empowered with the clarity flexibility and the ownership to do one s job right A mission orientation with inspiring goals meaningful work and the ability to make a difference Safety An inclusive culture where employees feel accepted valued and secure Learning and development are prioritized Management coaches and advocates for team member career advancement Individual accomplishments are celebrated

Introducing a new Organizational Well being SURVEY The recent U S Surgeon General s warning about wellbeing in the workplace is alarming but not surprising Employees have been vocal about the impact of toxic workplaces on their well being and when employers do not respond adequately team members leave To retain top talent and keep the workforce engaged businesses must address these wellbeing issues with more than lip service Organizations should utilize validated tools for measuring worker well being This is critical to sustaining workplace structures and practices that advance rather than harm health and well being of all workers long term Dr Vivek Murthy U S Surgeon General Canvas has developed such a tool The THRIVE Index measuring six dimensions of workplace wellbeing

Summary Data Participating employee demographic data and overall Thrive score Organization wide Insights Dimension scores and top 10 scoring and bottom 10 scoring questions Detailed Results Dimension scores by demographic scores per question verbatim comments Try Thrive

Become a Catalyst for Change The THRIVE Index identifies six essential dimensions of Workplace Well Being Psychological Safety Trust Community Autonomy Purpose and Growth Our unique approach of assessing a range of attributes both contributors and detractors provides a company wide assessment as well as department by department details on the critical factors that need to be prioritized to create positive change Armed with this data and guidance from Canvas experts Leadership teams can define evaluate and align employee and leadership perspectives on what is valued and experienced inside the organization identify key contributors that promote each dimension eliminate detractors that inhibit employee wellbeing design comprehensive action plans to build a healthier company culture focused on employee wellbeing The link between our work and our health has become even more evident Revitalizing our workplaces to support employee wellbeing is how we can turn a moment of crisis into a moment of progress Dr Vivek Murthy United States Surgeon General

Create a Culture where People are Thriving CLARIFY ALIGN MEANING Understanding WHY change is needed and WHAT needs to change 01 Clarify how a thriving culture is linked to the future success of the business its people and the nonnegotiable need for change EXPLORE UNDERSTAND Engage the organization in an 02 inclusive process that includes an enterprise wide Thriving in the Workplace survey and story harvesting to create a compelling culture aspiration MOTIVATION MOMENTUM 03 Build the culture transformation plan to stimulate a mindset for doing things differently while telling the story of a new future where ALL 20 WEEKS employees are thriving 04 ENGAGE INSPIRE Demonstrate leadership commitment while activating key social influencers to inspire promote new ways of working across the entire organization 05 Focus on implementation while learn through execution 06 3 6 MONTHS ACTIVATE EXECUTE empowering the organization to Transforming the organization from a state of DOING to a cultural way of BEING 14 16 WEEKS BUILD MODEL Embedding commitment the DESIRE to do things differently 2 3 WEEKS 6 18 MONTHS REFINE SUSTAIN Evaluate the impact of action underway and continue the transformative learning journey to sustain a new way of being ONGOING

Authored by Dr Susan Gray CanvasLogo is a transformative learning leadership and culture change community We work at the intersection of human growth and organizational needs to create a world in which ALL people are thriving Leadership Development People Strategy Culture Transformation Connect with Us CanvasLeadership com 203 216 0131 Info CanvasLeadership com