A healthy work environment fosters a sustainable organizational culture, resulting in happier and more productive employees. However, many organizations still focus too much on individual resilience, while only structural changes can provide lasting solutions. Professor of Organizational Psychology, Kathleen Vangronsvelt, shares four science-backed, practical tips.
1. Create an energy balance
Research shows that every job contains both energy boosters and energy drainers.
- Some energy drainers are unavoidable, such as the emotional pressure nurses experience or the monotony of administrative tasks. Other factors, like unclear expectations or workplace conflicts, can and should be avoided.
- Energy boosters, such as a positive work atmosphere and visible results, enhance motivation and well-being of employees.
To improve workplace well-being, it is crucial to minimize unnecessary energy drainers while strengthening energy boosters. However, this is not a one-to-one equation—one energy drainer cannot simply be offset by adding an energy booster. Striking the right balance is key.
2. Address basic psychological needs
People thrive best when their fundamental needs for autonomy, belonging, and competence are met. Using this ABC model, executives have a concrete framework to create an environment that fulfills these needs. Some examples:
- Grant employees decision-making power over projects, schedules, and task assignments.
- Foster strong workplace relationships through team-building activities and open communication.
- Support skill development with training programs, internal knowledge-sharing, and challenging assignments.
3. Encourage unexpected growth opportunities
People don’t just develop through formal training—often, they grow when faced with new roles or environments that challenge them. This phenomenon, known as potentiation, occurs in stimulating workplaces that offer job rotation, participation in multidisciplinary projects, or international assignments. Providing these opportunities not only supports professional development but also boosts workplace engagement, enjoyment, and fulfillment.
4. Foster a fair work culture
Employees feel more satisfied in their jobs when they perceive their workplace as fair. A just workplace includes: fair rewards (distributive justice), transparent decision-making (procedural justice), and respectful interactions (interactional justice). When employees experience favoritism, disrespect, or other forms of injustice, their well-being suffers. According to Social Exchange Theory, employees are more likely to give back their effort and creativity when their employers provide an optimal work environment. If key elements such as autonomy, belonging, and competence (ABC) are lacking or if energy drainers are too prevalent, employees’ motivation to contribute diminishes. On the flip side, employees who work hard also expect fair recognition in return.
A sustainable approach pays off
Improving workplace well-being requires more than isolated initiatives; it demands a structured approach that optimizes the work environment. This reduces stress, enables employees to flourish, and increases their engagement and creativity. Organizations that invest in well-being create an environment where employees feel valued and perform at their best.
