Connections, strengths & health essential for well-being in the workplace

Cassie Goff
Business Journal 

Team leaders learned about how to create an engaged and connected workforce through improving professional and personal networks, engaging teams, developing leadership and addressing burnout at Utah Business of Health’s event on Feb. 5.

A “Well Connected, Good Health is Good Business” panel and roundtable discussion featured Nicole Carpenter, Dr. Courtney Flint and Dr. Amy Locke.

Flint, a Utah State University professor and director of the Utah Wellbeing Project ask the business community to consider how Utah residents define and value their own well-being in terms of social connections and living standards.

“The higher the incomes; the higher the personal wellbeing matches up,” Flint said.

Flint and her research team have been surveying residents regarding their values and standards related to personal well-being since 2022. Data across 51 communities throughout the state of Utah show tremendous variation in living standards and income (ranging from $47,000 as some of the lowest household incomes up to $138,000 in communities like Cedar Hills).

“The people who are scoring highest on mental health tend to be the people who score the most on community connectedness,” said Flint.

While each one of these communities define and value wellbeing differently, Flint and her team noted some commonalities. Utahns highly prioritize safety and security, mental health, physical health, family life and community connectedness as key aspects of their personal well-being.

Flint noted additional statistically significant findings, including over 90 percent of residents being physically active (with noted recreation in parks and trails) and a high value on the notion of a ‘small-town’ feel. Utahns define the ‘small-town’ feel as living and working close to open space with ties to agriculture in safe and socially dynamic environments.

“Having farming in landscaping is important for a lot of Utahns,” said Flint.

Carpenter, an event director and Gallup-certified strength coach, encouraged team leaders to engage with employees through a strengths-based framework oriented through the personality assessment tool, CliftonStrengths’ leadership strategy.

“Let’s focus on the things that people do well by working within their strength zones,” Carpenter said. “We should be thinking about strengths and how they affect your perspective and leadership style.”

Structuring teams to allow for employees to work within their strengths allow for more positive interactions, including more productive and creative moments with co-workers and increasing profits and sales, Carpenter said. Employees also look forward to going to work.

“Those who learn to use their strengths every day have a 7 percent to 8 percent greater productivity rate,” said Carpenter.

Carpenter also encouraged team leaders to set ElevateHER challenges for senior leadership, pay by gender, retention, mentorship and sponsorship. These goals can begin to be achieved by inviting women into the professional spaces and onto the boards.

Locke, who is chief wellness officer at the University of Utah and director of the UofU’s Resiliency Center, spoke about how to create belonging and connection through employee wellness programs. Part of the programs’ framework pulls from the “Joy in Work” program that focuses on centering relationships.

“How are we going to change the systems and culture in the workplace so humans can make mistakes?” Locke asked.

The team at the Resiliency Center has chosen to value working together toward leaning into building culture and community in the workplace. A relatively simple practice Locke’s team has implemented is to include “check-in” time before starting a meeting.

“Intentionally build relationships with your colleagues,” said Locke. “Think about how you empower each person to act at their vantage point.”

Locke also recommended understanding the needs of the entire organization and anticipating any impacts that may come from an individual employee stress event. The ripple effect of individual trauma or distress can occur in all parts of an organization.

“Recognize distress when it shows up in you, and in others, and let’s talk about it,” said Locke.

Understanding stress as a continuum is essential for developing resilience against burnout and professional distress. Peer support tool kits have been developed and shared through the Resiliency Center.

The “Well Connected: Good Health is Good Business” event was sponsored by the Loveland Living Aquarium, Get Healthy Utah, Every Kid Outdoors Adventure Challenge, HealthMovement and evolvedMD.

“Over 75 percent of all employers lack access to an employment tracking solution for wellness,” said HealthMovement Founder Rich Miller. “We want to help people get healthier, so we are providing open access to

our app that collects, analyzes and reports on this data.”

“We believe mental health should have outcomes,” said evolvedMD Chief of Staff Sentari Minor. “We integrate behavioral health into primary care as a unique approach to mental health.”