How can you promote social support in the workplace?

One simple tool is to intentionally create story moments. Taking 5 minutes to invite a colleague to share a moment from their day or week either a challenging moment or a high point can prove transformational. I've seen countless times how powerful this simple act is. Make sure to take the time to listen wholeheartedly and connect to the emotions in the story. You never know what you might discover about the other person: what they value, their knowledge and their experience of working in the business. Make sure to ask for a moment though e.g. is there a moment from last week that stands out for you? Either good or less good?

Emotional or social support can minimize the negative impacts of stressful events in the work place. That support is effective at any level but it is the most impactful when provided by leaders. Belonging is one of the most basic needs of the human kind and emotional support directly feeds into that need. I love the concept of MBWA(managing by walking around - or zooming around), or fireside chats, open door policies, and many other ways to connect with others. Maybe bring donuts for the entire team one day. Host a fun team building to get to know your team better. Listen more and be present. These are ways to help people to feel seen and supported.

As a consultant who facilitates change leadership in times of crisis (negative press) or corporate change effecting employees (such as merger, acquisition or divestiture), I can attest to the fact that team-building works. But going out for happy hour after work is not enough. Hosting an offsite team building event at a hotel brings people together and gets people out of the work/office environment or out of their house (for remote staff). Then a strategic values and customer centric exercise can be executed. A one day event focused on common ground and vision helps employees come up out of the weeds of the day to day job and understand and appreciate the roles of others. Close the day with a mini peer-to-peer awards ceremony.

Flexible work options can be a good addition. However, make sure that the teams makes agreements about teamwork beforehand. For example: - Fixed office days - Virtual coffee meetings - Alignment meetings Make sure there's a minimal of communication between team members, too much freedom can be negative for social support.

As a culture transformation expert, I am hired quite a bit to both large and small companies to help leaders in new roles. Usually a higher level manager will hire me to work with an up and coming senior leader (usually VPs or SVPs). Because I am brought on as a consultant and subject matter expert, I can dive in and help but the wellness part comes after. As a professional certified executive and life coach, once trust is established and job ego is out of the way, that leader begins to confide in how they are feeling: "The pace is too fast... I'm exhausted on Monday's...etc.". Coaching is an excellent mental health aid for mid to upper level executives to have a safe place to talk. The coaching process can then help unlock solutions.

I’ve found that feedback is a gift for both the recipient and the giver, and an essential component of creating a positive culture of social support. The key is to be willing to accept that input with an open mind, especially if you ask for it. Throughout my career, seeking honest input from peers and supervisors has helped me identify opportunities for improvement and reinforce key strengths. You might not like what you hear but if it helps you grow professionally and personally, take it to heart. Conversely when I offer feedback to others, I focus on doing so in a compassionate, direct manner focused on being of service to the recipient. The result is a culture of greater trust and connection.