Should the boss deal with the state of mind of his subordinate?

The past period has presented a significant challenge to company managers, as it has become essential to pay special attention to their employees in addition to the daily business process.

They had to wake up to the fact that the well-being of employees is essential for continuous and effective operation, which is not enough to create an adequate salary or even a health day once a year. Much more is needed.

For years, we have come across the term well-being more and more often, and it is not by chance. The coronavirus epidemic has highlighted the importance of good physical condition, a strong immune system and the basis of everything, mental health.

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Although regular screening tests are still very important, it is no longer enough to organize company health days from time to time, it is also necessary to take care of the well-being of the employees and maintain their sense of security. Managers have a key role in the implementation of well-being, which has many positive benefits in addition to human aspects. This is an investment with a high return, which can save significant costs in the long term, and it also increases the performance of the employee and thus the company.” – pointed out senior consultant Ágnes Galambos, a Human Digital Group managing director.

The focus is on well-being

We spend more than half of our waking hours at work, or at least working. It is very important that we feel good during this time, that we do our tasks carefree, in a good mood, and motivated. Today, a company leader has to cope in extremely diverse areas, and it is expected of him to bring out the best in everyone in his team.

Many managers still think that the state of mind of their employees is their private business, they don’t have to deal with it. This is a very wrong idea these days. It is a fact proven by research that the performance of companies is particularly influenced by employee engagement, which depends on how well the employee feels. This includes the psychological safety present in the team, and the extent to which they have the opportunity to recharge emotionally, for example from the praise of their superiors.” Ágnes Galambos explained.

You have to recognize the signs

Today, when many companies work in a hybrid mode, i.e. divided between home and work, it is significantly more difficult to recognize the smaller signs that indicate that something is wrong. That is why open, honest communication between the leader and subordinates has become even more important than before.

Talking about mental health was taboo for a long time. If someone found out that he was seeing a psychologist or psychiatrist, he became stigmatized. This idea has become so entrenched that, on the one hand, people do not dare to ask for help from a specialist, and on the other hand, if they do turn to him, they do everything to keep it a secret. Today, recognizing problems and striving to solve them – even with external help – is the hallmark of an intelligent, self-developing and capable individual, which is much more commendable and exemplary.

The isolation disease of Covid, the anxiety for our existence and livelihood, insomnia all affect our work, since as a consequence, work morale deteriorates, energy levels and creativity decrease. Companies can’t help it if they don’t deal with this consciously.

Well-being Supportive Leadership

Companies are now aware of the important function of measures to support the well-being of employees. However, the highly important role of managers in supporting well-being is only being outlined in most organizations.

Beyond company well-being days or the employee hotline, we have created a targeted management program that promotes the well-being of employees. The result of the psychological research of the last few years is the determination of the managerial functions that most influence the well-being of the employees. Based on these criteria, we developed our new program, which we named Jóllét Támogato Vétésés. We gathered a team of professionals who, on the one hand, have authentic personal experience in their own lives, and on the other hand, have acquired a high level of professional knowledge in the field of leadership training. In this way, they are also able to effectively develop the managers participating in the program, so that balanced and energized colleagues work in their team” – said senior consultant Gábor Horváth, head of the program’s product development.

Wellbeing and aging well

Last but not least, maintaining physical and mental health beyond the age of 50 or 60 is related to well-being.

Employees’ ability to work must also be pushed back, not just the retirement age. This can be achieved if, in addition to well-being, managers also familiarize themselves with the concept of well-aging, i.e. they pay more attention to their employees over 50, so that they remain both physically and mentally capable of working until they reach retirement age. This is a very important and urgent task.

It is a common problem that company managers do not know what to do with the core of their company. They hire young people who don’t know enough, but the older ones don’t want to develop, change, and are on the verge of burnout. These age groups must be kneaded into a diverse, cheerful and efficient team” – we learned from the Human Digital Group consultants.

Source: Napidoktor by

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