If you think investing in employee wellbeing is just a “nice-to-have” or solely HR’s responsibility, it’s time to reconsider. Groundbreaking research from the McKinsey Health Institute (Jeffery et. al., 2025) reveals a compelling truth: companies that genuinely prioritise their people’s health consistently outperform their competitors. And not by a small margin.
Between 2021 and 2024, the “Well-being 100” — a portfolio of companies rated highest for employee wellbeing on the job platform Indeed — significantly outperformed major market indices like the S&P 500, Nasdaq Composite, and Russell 3000. (Jeffery et. al., 2025, De Neve et. al., 2024) This research clearly shows that employee wellbeing is not just an ethical imperative; it’s a powerful business advantage that directly affects your bottom line.
Sourced From: Jeffery et. al. (2025) Thriving workplaces: How employers can improve productivity and change lives. McKinsey Health Institute.
The Reality Check: Where Does Your Workforce Stand?
McKinsey’s comprehensive global survey (De Neve et. al., 2024) of over 30,000 employees across 30 countries paints a sobering picture. Only 37% of employees reported experiencing good holistic health, a broad concept encompassing mental, physical, social, and spiritual well-being. Meanwhile, about 20% showed signs of burnout, an alarming figure for any organisation.
The challenges vary by industry. Higher burnout rates were observed in sectors such as accounting, retail, agriculture, and arts/media. On the other hand, industries like education, engineering, and human resources tended to report better wellbeing scores and lower burnout levels.
One notable insight is the heightened risk faced by employees juggling caregiving responsibilities alongside work, a segment that requires tailored organisational support to avoid burnout and disengagement.
From an economic perspective, McKinsey estimates that improving employee well-being could unlock up to $11.7 trillion in global economic value. This stems from increased productivity, reduced absenteeism and presenteeism (when employees are physically at work but not fully functioning), better talent attraction and retention, and significantly lower healthcare costs.
Why Leadership Is the Critical Link Between Wellbeing and Performance
While these findings are enlightening, they also raise a crucial question: how do organisations translate data and insights into meaningful action?
The answer lies in leadership. The McKinsey research highlights that leadership commitment and behaviours are foundational to embedding well-being into workplace culture. Leaders who understand and model behaviours that promote wellbeing help foster environments where employees feel valued, supported, and motivated, directly impacting organisational success.
At Steople, we have taken these insights to heart by developing the Leading for Performance and Wellbeing Assessment™, a 360-degree leadership assessment designed to identify and cultivate the critical behaviours that drive a healthy balance between performance and wellbeing.
What Does Effective Leadership for Wellbeing Look Like?
The Steople Leading for Performance and Wellbeing model™ highlights seven key leadership capabilities:
- Builds Capability and Accountability: Effective leaders empower employees with the skills and responsibility they need to succeed.
- Purpose and Direction: Leaders provide clear vision and meaning behind work, which fuels engagement.
- Consistency: Predictable, fair behaviours build trust and psychological safety.
- Authenticity and Genuineness: Sincere interactions foster real connection and loyalty.
- Emotional Adaptability: Leaders who demonstrate resilience and flexibility inspire their teams to do the same.
- Supportiveness: Genuine support motivates beyond transactional relationships.
- Trust: The cornerstone of positive workplace relationships and collaboration.
These aren’t abstract ideals; they are measurable behaviours that translate directly into increased employee well-being, engagement, and performance.
How Steople Helps Bring This Leadership Model to Life
We know leadership development requires more than theory—it demands practical tools and measurable outcomes. That’s why Steople offers an integrated approach:
- Organisational Insights: Our bespoke surveys and data analytics reveal your organisation’s unique culture and wellbeing landscape, identifying areas for targeted improvement.
- Engagement, Performance & Well-being Surveys: We measure what truly matters across all levels—from CEO to frontline staff.
- Leadership Assessments & Coaching: Our Leading for Performance and Wellbeing™ assessment delivers personalised insights and development plans to strengthen leaders’ critical capabilities.
- SCORE Program: An award-winning initiative designed to reduce workplace stress and incivility, enhancing retention and overall morale.
- Mental Health Ambassador Training: Our Working Wellbeing program equips employees to become skilled mental health champions who support colleagues and foster resilience.
- Workshops & Espresso Series: Practical sessions on topics such as boundary management, mindfulness, gratitude, and mental health tailored for leaders and teams.
- Acceptance & Commitment Training: Interactive sessions that build psychological flexibility, helping individuals manage stress and stay aligned with personal and organisational values.
Why This Matters — And Why It Matters Now
The McKinsey study—and decades of psychological research—make one thing clear: employee wellbeing is inseparable from organisational success. Happier, healthier employees are more productive, more innovative, and more loyal. They take fewer sick days, perform better while on the job, and stay longer, reducing costly turnover.
But creating this environment requires leaders who are equipped, accountable, and genuinely committed to fostering a culture where wellbeing and performance coexist.
Steople’s Leading for Performance and Wellbeing model™ offers a proven, practical pathway to develop those leaders. Paired with our evidence-based programs, we help organisations unlock their people’s full potential — for the benefit of employees, investors, and customers alike.
Take Action Today: Invest in Leadership, Invest in Your People
The future of work demands that we rethink leadership and wellbeing as inseparable pillars of success. If you want to move beyond talk and make tangible progress in creating a thriving workforce, the time to act is now.
Connect with us to explore how Steople’s leadership and wellbeing solutions can help you build stronger, more resilient teams, equipped to meet today’s challenges and tomorrow’s opportunities.
Whether you’re facing high turnover, low engagement, or simply want to future-proof your organisation, we’re here to partner with you. Together, we can turn insight into impact.
Reach out today at info@steople.com.au for a no-obligation conversation or to schedule a complimentary organisational wellbeing snapshot, or visit steople.com.au to learn more.
Interested in reading the full studies? Find the links below:
Jeffery, B., Weddle, B., Brassey, W., & Thaker, S. (2025). Thriving workplaces: How employers can improve productivity and change lives. McKinsey Health Institute.
https://www.mckinsey.com/mhi/our-insights/thriving-workplaces-how-employers-can-improve-productivity-and-change-lives
De Neve, J.-E., Kaats, M., & Ward, G. (2024) Workplace Wellbeing and Firm Performance. University of Oxford Wellbeing Research Centre.
https://wellbeing.hmc.ox.ac.uk/wp-content/uploads/2023/11/2304-WP-Workplace-Wellbeing-and-Firm-Performance-DOI-2024.pdf
Why Clear, Inclusive Communication Sets High-Performing Teams Apart
Good Teams Talk. Great Teams Connect.
Think about the best team you’ve ever been part of. Chances are, they didn’t just communicate well – they made space for every voice, even the quiet ones. They listened actively, aligned easily, and resolved conflict quickly. In short, they didn’t just exchange information, they built understanding.
This is the essence of communication in the Steople High-Performance Teams Model™. More than just meetings and messages, it’s about building a culture where people feel heard, informed, and included.
The Research: Why Communication is a Performance Lever
Communication issues are responsible for 86% of workplace failures (Salesforce).
High-performing teams are twice as likely to say they communicate effectively (ClearCompany).
Inclusive communication increases team innovation by 29% and significantly boosts engagement (Deloitte).
Great communication is about more than the what – it’s also about the how, when, and who. Without it, even the most capable teams unravel.
The Three Essentials of High-Performance Team Communication
1️⃣ Clarity: Say What You Mean (and Mean What You Say)
High-performing teams communicate with clarity and intention. Whether sharing goals, giving feedback, or making decisions, they leave little room for confusion.
How to Strengthen It: Use plain language. Avoid assumptions. Confirm understanding, don’t assume it. Set clear expectations and follow up regularly.
Case Study: A product team Sterople worked with had constant misunderstandings about timelines. By introducing simple tools like shared agendas and status updates, they cut delays by 50%.
2️⃣ Inclusivity: Every Voice Matters
Communication is a two-way street. The best teams actively seek out and value diverse perspectives, ensuring everyone has the chance to contribute.
How to Strengthen It: Mix up how people contribute – use polls, breakout groups, or anonymous inputs in meetings. Encourage quieter voices by intentionally inviting their insights.
Case Study: A leadership team introduced rotating meeting chairs and digital Q&A boards. Engagement skyrocketed as more voices entered the conversation.
3️⃣ Feedback: Say It Early, Say It Often
Constructive feedback keeps teams sharp and connected. But it only works when it’s part of the culture, not just a formal review.
How to Strengthen It: Normalise real-time feedback. Encourage upward and peer feedback, not just top-down. Train teams on how to give (and receive) it with empathy.
Case Study: After introducing monthly “feedback huddles,” a client’s team saw conflict resolution times drop and engagement rise across the board.
How the Steople High-Performance Teams Survey™ Helps
Teams often think they communicate well, until they measure it. The Steople High-Performance Teams Survey™ uncovers:
✔️ Whether communication is clear, consistent, and understood
✔️ If information flows freely across the team
✔️ How inclusive and feedback-rich the team environment really is
The results provide teams with practical insights to boost alignment, trust, and effectiveness through better communication.
Final Thought: Communication Builds Culture
In high-performing teams, communication isn’t just a skill, it’s a shared responsibility. When every voice is heard and every message is clear, teams move faster, collaborate deeper, and deliver better.
So here’s your challenge: How inclusive, clear, and constructive is your team’s communication? And what’s one thing you could improve this week?
Want to understand your team’s communication strengths and blind spots? The Steople High-Performance Teams Survey™ gives you the clarity to grow. Let’s talk!
How High-Performing Teams Eliminate Confusion and Maximize Impact
When Teams Struggle with Clarity, Everyone Feels It
Ever been in a meeting where people start talking in circles? Or worse, when no one takes ownership because they assume someone else will handle it? This is what happens when teams lack clarity – and it’s one of the biggest barriers to high performance.
Clarity isn’t just about job descriptions. It’s about ensuring everyone knows what they’re responsible for, how their role contributes to the bigger picture, and what success looks like. Without it, teams waste time, duplicate efforts, and miss opportunities.
This is why Clarity is a fundamental element in the Steople High-Performance Teams Model™. High-performing teams don’t just work hard – they work with purpose and precision.
The Research: Why Clarity is a Game-Changer
54% of employees say unclear expectations create unnecessary stress and confusion (McKinsey).
Teams with well-defined roles and objectives are 31% more productive (Harvard Business Review).
Employees who strongly agree that they understand their job expectations are 2.8 times more likely to be engaged at work (Gallup).
When people don’t know what’s expected of them, they either overcompensate—taking on too much—or disengage completely.
Three Core Elements of Clarity in High-Performing Teams
1️⃣ Role Clarity: Who Does What?
When roles are ambiguous, important work falls through the cracks or gets duplicated. Clarity means everyone understands their specific responsibilities and how their role connects to the team’s success.
How to Strengthen It: Conduct a role-mapping exercise, where each team member outlines their key responsibilities and identifies any overlap or gaps. This builds alignment and accountability.
Case Study: A fast-growing tech company Steople worked with struggled with constant project delays because no one knew who was responsible for decision-making. After introducing a Responsibility Assignment Matrix (RACI), productivity jumped by 35% in six months.
2️⃣ Outcome Clarity: What Does Success Look Like?
Teams can be busy without being effective. Without clear outcomes, people work hard but not necessarily on the right things. High-performing teams define what success looks like, how it’s measured, and how progress is tracked.
How to Strengthen It: Replace vague goals like “increase sales” with measurable targets like “achieve a 10% increase in sales revenue by Q4.” When everyone knows what the finish line looks like, they can focus their energy effectively.
Case Study: A leadership team Steople worked with had an annual strategy session but no follow-through. By implementing quarterly goal check-ins, execution improved by 40%, and employees reported higher confidence in their work priorities.
3️⃣ Communication Clarity: How Do We Stay Aligned?
Even if roles and outcomes are clear, teams can still fall apart if communication is inconsistent. High-performing teams establish clear channels for updates, decision-making, and feedback.
How to Strengthen It: Introduce structured weekly alignment meetings where team members provide updates on key projects, ensuring nothing gets lost in translation.
Case Study: A multinational company Steople advised struggled with information silos. After implementing a team dashboard and biweekly syncs, cross-functional collaboration improved by 50%, reducing rework and misunderstandings.
How the Steople High-Performance Teams Survey™ Helps
Many leaders assume their teams have clarity – but assumptions don’t drive performance. The Steople High-Performance Teams Survey™ provides data-driven insights into how well-aligned a team truly is, measuring:
✔️ Role clarity across functions
✔️ Team members’ understanding of shared goals
✔️ Communication effectiveness and decision-making processes
When teams measure clarity, they can improve it – fast.
Final Thought: Clarity Drives Confidence
The best teams don’t just work hard – they work with precision. Clarity removes friction, allowing teams to move faster, collaborate better, and achieve more.
So, here’s a challenge: On a scale of 1-10, how clear is your team on roles, goals, and communication? If there’s room for improvement, what’s one step you can take this week?
Drop your thoughts in the comments – We’d love to hear how your team builds clarity!
Want to measure and strengthen clarity in your team? The Steople High-Performance Teams Survey™ gives you the insights to remove roadblocks and drive performance. Let’s chat about how it can help your organisation thrive!
How to Build a Culture of Trust That Fuels Performance
Why Trust Makes or Breaks a Team
Picture this. You’re in a meeting, and your leader asks for honest feedback on a new project. You pause. Should you say what you’re really thinking or just go along with the majority?
Now, imagine a different team – one where everyone speaks up, knowing their ideas will be heard and valued. Mistakes aren’t met with blame but with curiosity. People hold themselves accountable, not because they’re forced to, but because they respect each other.
That’s the power of trust. And it’s the difference between a team that thrives and one that struggles to get through the day.
Trust isn’t just a “nice-to-have.” It’s the foundation of high performance. Without it, even the most talented teams will fail to reach their full potential. This is why trust is one of the seven core factors in the Steople High-Performance Teams Model™, a research-backed framework designed to help organisations build, measure, and sustain top-performing teams.
The Science Behind Trust and High-Performing Teams
The Steople High-Performance Teams Model™ was developed through extensive research into the factors that drive exceptional team performance. Drawing from organisational psychology, leadership science, and real-world case studies, Steople identified seven critical elements that determine whether a team will thrive or struggle:
- Trust
- Direction
- Clarity
- Commitment
- Interdependency
- Balance
- Communication
Steople’s research involved team assessments, leadership studies, and organisational effectiveness reviews, ensuring that each factor is rooted in evidence-based practice.
One of the most powerful tools developed from this research is the Steople High-Performance Teams Survey™, which measures these seven elements within an organisation. The survey provides objective, data-driven insights into where a team is excelling and where there are gaps that need attention.
And time and time again, the data proves that trust is the foundation of every high-performing team.
The Research is Clear: Trust Drives Performance
- Trust accelerates decision-making. A Harvard Business Review study found that high-trust teams make decisions 25% faster than low-trust teams. When trust is present, people don’t waste time second-guessing motives or covering their backs.
- Trust reduces stress and burnout. Neuroscientist Paul Zak’s research on workplace trust found that employees in high-trust organisations experience 74% less stress, 106% more energy at work, and 50% higher productivity.
- Trust fuels innovation. Google’s Project Aristotle, a landmark study on team effectiveness, found that psychological safety—the ability to take risks without fear of embarrassment or punishment—is the #1 predictor of a high-performing team. Without trust, people hold back their best ideas.
- Trust keeps teams together. Research from Great Place to Work found that organisations with high-trust cultures have 50% lower turnover rates. People don’t leave workplaces—they leave environments where they don’t feel valued or safe.
Clearly, trust isn’t just about feeling good – it’s about delivering results. But how do you build it?
Three Levels of Trust Every Team Needs
1️⃣ Trust in Competence: “Can I rely on you to do your job?”
Trust starts with knowing that the people around you will deliver. It’s hard to collaborate when you’re constantly second-guessing whether a teammate will pull their weight.
I once worked with a team where deadlines were consistently missed. Frustration grew, and people stopped depending on each other. The turning point? They introduced weekly check-ins—a simple system to create accountability without micromanagement. Suddenly, trust started to rebuild because people knew they could count on each other.
The research backs this up: A study published in the Journal of Organizational Behavior found that teams with clear expectations and accountability structures had 20% higher performance ratings than those without.
2️⃣ Trust in Intent: “Do you have my back?”
We’ve all been in workplaces where people hesitate before speaking up—afraid their words might be used against them. That’s a team running on low psychological safety.
Trust in intent means believing that your teammates aren’t out to undermine you. It’s about knowing that feedback is given to help, not to judge. And leaders play a huge role here—when they admit their own mistakes, they send a powerful message: it’s safe to be honest here.
I coached a leader who started sharing their own failures in team meetings. The result? People felt safe to take risks, and within months, the team became more open, more creative, and more willing to challenge the status quo.
Research proves this works: Amy Edmondson, a Harvard Business School professor, found that teams with high psychological safety make more mistakes—but they learn from them faster, leading to higher overall performance.
3️⃣ Trust in Character: “Do your actions match your words?”
Trust isn’t just about competence or good intentions – it’s also about consistency. If a leader talks about work-life balance but sends emails at midnight, people stop believing in the message.
One company I worked with had a trust issue. Leaders promised flexibility, but employees felt pressure to always be online. When managers started leading by example—blocking out personal time in their calendars and actually unplugging—trust skyrocketed. People finally believed that flexibility was more than just a talking point.
How the Steople High-Performance Teams Survey™ Helps
Many leaders think their teams have trust, but the real question is: how do you measure it?
That’s where the Steople High-Performance Teams Survey™ comes in. This tool provides data-driven insights into trust levels, allowing leaders to identify gaps and take meaningful action. The survey helps organisations:
✔️ Identify strengths and weaknesses in team trust
✔️ Uncover areas where psychological safety is lacking
✔️ Provide clear, actionable recommendations for improving team performance
Trust isn’t an abstract concept—it’s measurable, actionable, and directly linked to performance.
Final Thought: Trust is a Game Changer
The most successful teams don’t just work well together—they trust each other completely. And when trust is high, everything else—communication, collaboration, performance – falls into place.
So, here’s a challenge: On a scale of 1-10, how much trust exists in your team right now? And more importantly, what’s one thing you can do this week to strengthen it?
Drop your thoughts in the comments!
Do you want to measure trust in your team? The Steople High-Performance Teams Survey™ gives you the data you need to drive real change. Let’s chat about how it can help your organisation thrive!
