Health-Promoting Leadership Strategies

Despite strong evidence linking workplace health initiatives to increased productivity, many organizations still fail to implement comprehensive health-promoting strategies. A 2023 study by the Canadian Centre for Occupational Health and Safety (CCOHS) found that while most employers track absenteeism, fewer measure employee health risks or workplace factors contributing to illness (CCOHS).

The Importance of Data-Driven Health Strategies

Leadership should leverage all available HR data to identify key health trends and areas for improvement. Dr. Banwell states, “Conducting workplace health surveys or health risk assessments to establish leading indicator measurements and define a health scorecard helps organizations stay ahead of employees’ health needs and provide necessary support.”

By using this data, leadership can develop effective health programs and policies tailored to their workforce, such as:

• Workplace policies – Including codes of conduct, conflict resolution strategies, and flexible work arrangements.

• Employee wellness programs – Offering lifestyle change support (e.g., nutrition and fitness), mental health initiatives (e.g., resilience training), and health screenings (e.g., diabetes clinics).

• Family-friendly policies – Flexible scheduling, parental leave, and childcare assistance.

Encouragingly, 76% of organizations surveyed offered flexible work schedules, demonstrating a shift towards preventative thinking in workplace health management.

The Role of Workplace Leaders in Health Promotion

Transformational Leadership and Employee Well-Being

Canadian researcher Dr. Julian Barling of Queen’s University identified transformational leadership as a key driver of a psychologically healthy workplace. He describes transformational leaders as inspiring and elevating employees through humility, strong values, and a commitment to their well-being. This leadership style fosters motivation, intellectual stimulation, and individual consideration, improving employee well-being and productivity.

Similarly, Dr. Jean-Pierre Brun of Université Laval found that workplace recognition significantly impacts emotional well-being—employees who feel recognized experience four times fewer symptoms of high emotional distress. “Authentic recognition—more than salary, creativity, or innovation—enables organizations to remain competitive in an increasingly demanding economy,” Dr. Brun explains.

The Impact of Supportive Managers

Managers play a pivotal role in shaping workplace health and employee retention. Dr. Banwell emphasizes that a manager who:

• Listens attentively and provides constructive feedback

• Recognizes and rewards team efforts

• Supports employees’ confidence during challenges

• Encourages professional development and well-being

…is far more likely to foster a healthier, more engaged, and productive team.

Conversely, poor leadership can drive employees away. A 2007 survey of Canadian employees who voluntarily left their jobs found that most cited their manager as the primary reason for resigning. “It takes significant incentives for employees to tolerate poor management, and the high turnover rates are too substantial to dismiss as mere personality conflicts or job mismatches,” Dr. Banwell notes.

Evidence-Based Benefits of Supportive Leadership

A study by Dr. Linda Duxbury (Carleton University) and Dr. Chris Higgins (Western University) found that employees with supportive supervisors reported:

• Higher job satisfaction and organizational commitment

• Greater trust in management

• Reduced job stress, fatigue, and absenteeism

• Lower incidence of depression and work-life balance struggles

These findings highlight the direct link between leadership quality and workplace health outcomes.

Creating a Culture of Health-Promoting Leadership

“Good managers are crucial, but just as with workplace safety initiatives, health-promoting management practices require leadership-driven reinforcement,” explains Dr. Banwell. “Health-promoting leadership provides the direction, expectations, and resources necessary to create a thriving workplace”

By integrating evidence-based health initiatives with strong, empathetic leadership, organizations can foster an environment where employees and businesses flourish.

References

1. Canadian Centre for Occupational Health and Safety (CCOHS). (2023). “Workplace Mental Health.” Accessed 11 March 2025.

2. Harvard Business Review. (2021). "7 Strategies to Improve Your Employees’ Health and Well-Being." Accessed 11 March 2025.