Wellbeing at Work is Learning to Let Go

Amartya Sen, the famous philosopher and economist, identified that wellbeing is about leading lives that we value and have reason to value.

It means that your wellbeing depends on doing the things that matter to you, just you. 

If that’s the case, when we create a wellbeing strategy in our workplaces the biggest mistake we can make is to design a package for people that we think will be good for them. Options such as lunchtime yoga classes, discounts on gym memberships and free budgeting advice are all elements of wellbeing packages I’ve seen. These ideas have good intent, but they miss the fundamental principle about what it takes to create wellbeing. Instead, we have to let go and give people permission and support to do the things that matter most to them.

This is a whole new mindset for most of us. It requires that we let go of control and instead focus on creating the conditions for people to be at their best. 

Letting go of control is a big ask for most of us. When we are valued at work for the results we deliver, letting go of control and letting people find ways to do the things that matter most to them feels risky, or even naive. But this isn’t about creating a culture of entitlement, it’s about getting a win-win through the power of reciprocity, backed-up with some really practical tools.

Digby Scott and I are building a toolkit that does exactly that. Rather than your good intent getting squashed behind an awkward offer, we want it to land well. 

• How could you create the conditions for people to do the things that they value? 

• If this was everyone’s experience in your workplace, what could that do for the quality of work delivered?

• How would that lift the experience for the customers and communities you serve?