Are We Becoming a Generation of ‘Soft’ Employers?

In today’s rapidly evolving workplace, there’s a growing emphasis on well-being and the six foundational behaviors identified by Arianna Huffington:

• Sleep
• Food
• Movement
• Stress management
• Focus
• Connection

These pillars are essential for building a resilient and productive workforce. These should be the focus of a ‘good boss’, right?!

There is a delicate balance to be struck. While nurturing well-being is crucial, I’m concerned that an overemphasis on comfort and giving staff too much autonomy is leading to a culture of complacency, entitlement, and fragility.

It’s important to recognise that well-being and resilience are not about shielding staff from all stressors or challenges. True resilience is forged in the face of adversity, not in its absence.

As we aim to create supportive environments, we must also maintain a level of expectation for performance and accountability. Simply put, we still need to pay the bills or no one has a job.

If we stop challenging people in fear of triggering poor mental health then how can we truly determine what they are capable of achieving?

Have we become a generation of employers that walk around on egg shells in fear of upsetting the apple-cart and staff leaving? Are we becoming too soft?

Grit—a combination of passion and perseverance—is what drives individuals and organisations to excel, innovate, and overcome obstacles.

I’m starting to think that the pendulum of well-being [while swung with the best of intentions towards creating a more humane work environment] may inadvertently be creating workplaces that are less prepared to tackle the inherent difficulties of professional life, especially in healthcare.

We need to integrate well-being with a culture of grit and accountability. This doesn’t mean disregarding the importance of self-care, but rather complementing it with a recognition that struggle and feedback are components of growth and improvement. By doing so, we cultivate a workplace that values resilience as much as it does well-being, fostering a more robust and adaptable workforce.

It’s time to recalibrate and bring these qualities back into focus, not to dismiss well-being, but to ensure it’s part of a comprehensive approach to team development that ultimately enhances personal and organisational strength.

Learn to lead and your team will respect you more. Become ‘too soft’ and expect to be walked over.

Bringing you my best,

Jade xx

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