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Author: Carol Yan, Psychologist
Employee wellness - a buzzword that continues to gain traction and attention - is one of the all important cornerstone of any thriving workplace. Yet, wellness is about so much more than fancy dinners, fun events, gym memberships, yoga sessions, or flexible hours—it’s about fostering an environment where employees feel respected, supported, and empowered to be themselves and take control of their own career journey. True wellness and fulfillment stems from fostering individuality and embracing employees as the experts of their own career paths. Unfortunately, some managers and leaders, often with good intentions, make missteps that undermine this leading a loss in productivity or even a much valued employee. Let’s explore these common what not to dos and how to lead in a way that nurtures both individuality and professional growth.
The Pitfall of Questioning Career Choices
Employees are indeed the architects of their careers, despite what employers may believe. They hold unique insights into their strengths, passions, and aspirations. One of the biggest mistakes managers can make is questioning or undermining an employee’s career decisions.
Let's have a look at these two common questions for example?
"Why aren’t you aiming for management or leader roles?”
“Wouldn’t you rather lead a team instead of focusing on technical work?”
How did it impact you reading these two questions? How do these questions make you feel?
If judgement came up - I would not be surprised. These types of questions often come from a belief that all employees' natural progression is towards a management or leader role. While this may be the case for some employees, it certainly is not fact for ALL! So how this may land on those who don't see themselves in such roles will find this extremely judgmental and perhaps even controlling/micro-managing (and we know we feel about micro-management...)
Now lets shift gears - let's have a look at these two questions:
“How can I/we support your career goals?”
“What opportunities excite you the most?”
How do these two questions impact you here? I wouldn't be surprised if you answered - "better, safer, taken into interest and consideration."
When leaders impose their vision of success, it can feel dismissive, even demoralizing. Respecting an employee’s journey means trusting their judgment and celebrating & supporting their choices, even if they diverge from traditional or expected paths.
Imposing Personality Traits: The Challenge of Being a 'Quiet Leader or Quiet Employee'
Just like in other contexts outside of the workplace, you will find a variety of personalities - not everyone is vocal, loud, extroverted, or pushy—and that’s okay, in fact that is very much the center of being a human being - unique and individualized. A common yet harmful leadership error is pushing employees to adopt traits that feel unnatural to them. For example, asking a reserved employee to be "more vocal with clients" or encouraging someone to "assert dominance" when it conflicts with their personality can be extremely damaging.
Why does this approach fail and lead to dissatisfaction and lowered employee retention:
It diminishes authenticity.
It places undue stress on employees to "perform" rather than contribute genuinely and energetically.
It undermines the value of diverse strengths and approaches within a team.
Think about it in this way: outside of the workplace, who are you? how do you choose to show up with your nearest and dearest? how do you connect with them?
Now imagine being told, well you can't actually speak to them in this way anymore, you can only sing to them, you cannot connect with them as you usually do, but instead do it differently through a song only - how would you feel? how would this affect you over time?
I am aware this is a silly example, but perhaps it then also relay's the 'silliness' of these expectations being enforced in the workplace.
Instead of forcing employees to fit a mold, focus on leveraging their existing strengths. For instance, a reserved team member might excel at building deep, trust-based relationships with clients, or they may bring a detail-oriented perspective that ensures long-term satisfaction. Recognize and appreciate the value of their authentic approach. Should other skills and traits be needed, learn to adapt, outsource and delegate to employees who are resonate with what is then needed.
Micromanaging Individuality: A Fast Track to Burnout & Employee Dissatisfaction
Micromanagement is one of the quickest ways to erode trust and wellness in any context, especially the workplace. It stifles creativity, creates anxiety, and sends the message that you don’t trust your team’s capabilities. When managers micromanage how an employee expresses themselves or approaches their work, it’s not just controlling—it’s dehumanizing.
How to move away from the traditional dictating leader and shift to an empowering and empathic leader:
Allow for autonomy in how tasks are completed.
Create spaces for open dialogue about approaches to work - rather than the 'pointing finger' lecture tactics.
Celebrate unique ideas and personalities, even when they deviate from your own perspective.
How to Lead with Empowerment, Respect & Empathy
Be a Career Ally
Position yourself as a resource, not a director. Offer mentorship, opportunities, and guidance, but never insist that employees conform to your vision of success or communication.
Foster a Strength-Based Culture
Encourage team members to lean into their natural strengths. This not only enhances individual wellness but also creates a more dynamic and effective team.
Listen Actively
Employees thrive when they feel heard. When they express a desire or boundaries to take their career in a specific direction—or to maintain a certain working style—acknowledge and support it.
Promote Psychological Safety
Create an environment where employees feel safe being themselves. Encourage innovation and authenticity without fear of judgment or retribution.
Celebrate Diversity of Thought
Teams are strongest when they embrace a variety of personalities which then inevitably yeild a variety of perspectives and approaches. Encourage collaboration by valuing differences, not stifling them.
The Bottom Line
Employee wellness starts with respect for individuality and each unique person - at the end of the day your employee is a human being too. Managers and leaders have a responsibility to create a culture where employees feel free to pursue their unique paths, grow in ways that resonate with them, and thrive as their authentic selves. By avoiding common pitfalls like questioning career choices, forcing personality traits, or micromanaging individuality, leaders can build workplaces where employees feel valued, empowered, and truly well taken care of on a professional level.
Let’s have the courage to step away from the traditional way of leading by embrace individuality—not as a challenge to overcome, but as the driving force behind team and company success.
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