The Supervisor’s Perceived Role in Employee Well-Being: Results From Mayo Clinic

Wieneke, Kaisa C.; Schaepe, Karen; Egginton, Jason S.; Jenkins, Sarah M.; Block, Nicole C.; Riley, Beth A.; Sifuentes, Linde E.; Clark, Matthew M.

doi:10.1177/0890117118784860

Cited by 10 publications

(19 citation statements)

References 26 publications

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“…Interestingly, the presence of a well-being champion was also associated with positive responses to the noncore well-being questions included in the All-Staff Survey, which may speak to a stronger culture of well-being within the relevant work units. Also of note is that the noncore well-being questions focused on elements within the work units, including the immediate supervisor, and thus aligned with recent research on this topic 13 . These findings suggest that the well-being champion model in place at Mayo Clinic is beneficial to our organization and could be replicated with appropriate investment in other organizations (even beyond health care).…”

Section: Discussionsupporting

confidence: 68%

“…Recognizing the tremendous impact whole person care has on employees' lives both at and away from work, the Mayo Clinic Human Resources department outlined a well-being strategy focused on 6 pillars of well-being: social, physical, emotional, financial, work-life integration, and meaning in work. As the employee well-being team creates and delivers scalable, expert-driven, evidence-based programs to enhance employee well-being, we have further explored the various roles within an organization, including that of supervisors 13 and well-being champions 12 …”

Section: Discussionmentioning

confidence: 99%

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Well-Being Champion Impact on Employee Engagement, Staff Satisfaction, and Employee Well-Being

Wieneke

Egginton

Jenkins

et al. 2019

Mayo Clinic Proceedings: Innovations, Quality & Outcomes

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Objective To evaluate the potential impact of a workplace well-being champion on employee and organizational measures of well-being. Patients and Methods Baseline well-being measures were collected in October 2-20, 2017 and analyzed from January 1, 2018 through June 30, 2018 by incorporating a focused question set (addressing meaning in work, work-life integration, and physical, social, financial, emotional, and general well-being) into the biennial Mayo Clinic All-Staff Survey. Results The survey was distributed to 64,059 employees, with a response rate of 73%. Employees with a work unit well-being champion had more favorable responses overall than did employees reporting no well-being champion. The percentage responding “favorably” to each well-being measure differed from 2 to 12 percentage points and were all highly statistically significant ( P <.001). Measures with the greatest difference included questions associated with the well-being domains of physical (85% vs 73%), social (84% vs 72%), and financial (72% vs 63%), as well as general well-being (69% vs 60%). Those reporting having a well-being champion had more favorable responses to several questions regarding the immediate supervisor and the work environment being conducive to carry out organizational values, trust within the work unit, ability to speak freely, efforts to make everyone feel a part of the team, and accountability within the work unit. Conclusion Having a work unit well-being champion, coupled with an organizational commitment to employee well-being, is associated with better employee engagement, satisfaction, and perception of personal well-being, as well as a more favorable perception of the organization, strongly supporting the multilevel benefits of a robust well-being champion program.

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Section: Discussionsupporting

confidence: 68%

Section: Discussionmentioning

confidence: 99%

Well-Being Champion Impact on Employee Engagement, Staff Satisfaction, and Employee Well-Being

Wieneke

Egginton

Jenkins

et al. 2019

Mayo Clinic Proceedings: Innovations, Quality & Outcomes

Self Cite

View full text Add to dashboard Cite

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“…[ 42] They can provide the critical peer support needed to maintain and improve healthy behaviors among coworkers [25] as they may have a better understanding and knowledge of personal challenges, workplace, health/wellness problems and apprehensions and organizational concerns that are most central to the employees and their families and colleagues. [20] With a readiness towards educating and supporting their colleagues and investing in their own wellness, the wellness champions are potential agents of change [9,32,36,63].…”

Section: Theoretical Background Employee Champion Role Of Human Resou...mentioning

confidence: 99%

“…Source: adapted from Reith and Kuehl et al [ 51,39] Certain key functions that include linkage to medical resources and care; emotional and social provisions to encourage disease management behaviors; backing designed to withstand health behavior change; as well as coping with negative emotions are integral to the role of a wellness champion. [9,32,63,3] This in turn, can ensure a sense of belonging, creating a purpose, meeting their essential needs and exploring opportunities for employees to flourish in health care.…”

Section: Table 2: Levels Of Emotional Fitness/well -Beingmentioning

confidence: 99%

“…The needs of the healthcare workers during the pandemic include Hear me; protect me; prepare me; care for me; support me [56] can be aligned to the various HR champion roles. [63] The commonalities of the needs of HCW can be further mapped towards the state of emotional well-being of healthcare workers as depicted in table 3 Table 3 summarizes the concerns, needs and apprehensions of HCW's through feedback and input channels during the pandemic, which have been mapped…”

Section: Findings Addressing the Concerns Of Healthcare Workers Throu...mentioning

confidence: 99%

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Ensuring Emotional Fitness of Healthcare Workers Through Employee Champion Role of Human Resource Management

Nair¹

2023

APJHM

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Objective: The study examines Human Resource champion approach in combating the emotional health problems of healthcare workers. The objectives of the study include identifying the different emotional needs of Health care workers; mapping the various Human Resource Champion roles towards each of the identified emotional needs of the healthcare workers and the different levels of emotional well-being. Methods: Based on a mini review the purpose of the paper is to create a unique synthesis and proposal for utility of healthcare organizations The exploration included terms of search in combination and in particular related to emotional fitness of healthcare workers, COVID-19, HR role in managing employee stress, , workplace stress, employee champion and HR champion. The potential chances of subjectivity in selection of the papers cannot be overlooked though the various databases used for review include Google scholar, Web of Science, Semantic Scholar which provides the most cited work. Results: The study reports a negative influence of pandemic on HCW’s mental health. The identified needs of Healthcare workers during the pandemic include caring, protecting, hearing, preparing and supporting them. The identified needs have been mapped towards the various HR champions ie physical, social, financial, emotional, work-life integration and meaning in work champion. The various practices that were available and were considered feasible have also been evaluated. The fulfillment of the specific emotional needs of HCW’s can lead to emotional well- being at different levels including essentials, belonging, purpose and flourishing. Conclusions: The findings of the study reveal that different employee champions can nurture the specific emotional needs of healthcare workers thereby leading to fulfillment of their emotional well-being at different levels. Some champion roles are more visible (Physical and financial champion) as compared to Work- life integration, Social, Emotional, Meaning in work champions in the healthcare organizations.

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How Can Clinician Well-Being Be Improved and Sustained in Palliative Care?

Mulholland,

Kelley

2023

Evidence-Based Practice of Palliative Medicine

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The Supervisor’s Perceived Role in Employee Well-Being: Results From Mayo Clinic

Abstract: Although findings are generated from a small sample size, these qualitative data provide compelling and early insights into building a workplace well-being strategy leveraging an underutilized key stakeholder, the workplace supervisor.

Cited by 10 publications

References 26 publications

Well-Being Champion Impact on Employee Engagement, Staff Satisfaction, and Employee Well-Being

Well-Being Champion Impact on Employee Engagement, Staff Satisfaction, and Employee Well-Being

Ensuring Emotional Fitness of Healthcare Workers Through Employee Champion Role of Human Resource Management

How Can Clinician Well-Being Be Improved and Sustained in Palliative Care?

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