How to Make Work Better: Designing Workplaces Where People Thrive

Thrive at Work

I've been thinking about something that's at the core of what we do at Mary Jane's People. While companies are pouring resources into wellness programs, many are missing a fundamental truth: well-being isn't something you add on top of work – it needs to be built into how work happens.

I see this disconnect all the time. Organizations invest in meditation apps and fitness challenges, yet wonder why engagement scores aren't budging. The reason? We're treating symptoms instead of redesigning the systems that cause workplace stress in the first place.

Let's Get Real About Workplace Well-Being

Think about the last "wellness initiative" your company rolled out. Was it something employees had to do in addition to their regular work? Did it address how teams communicate, how decisions get made, or how people grow their skills?

Probably not.

Most approaches place the burden on individuals to manage their well-being within systems that are actively working against them. It's like telling someone to relax while continuing to poke them with a stick!

The question we should be asking isn't "How do we help employees cope?" but "How do we build organizations that naturally support human flourishing?"

Self-Determination Theory: A Framework That Works

This is where I get excited about Self-Determination Theory (SDT). It's not just academic theory – it's a practical framework backed by decades of research that identifies three psychological needs we all share:

1. Autonomy: Having meaningful choice in your work (not being micromanaged!)

2. Competence: Growing, developing skills, and feeling capable

3. Relatedness: Connecting with others and feeling like you belong

   
   

When these needs are met, people naturally become engaged and motivated. When these needs are frustrated... well, we've all experienced what happens then!

Building Well-Being Into Your Company's Structure

At Mary Jane's People, we look at how to redesign the fundamental structures of work to support these needs. Here's what this looks like in real companies:

Supporting Autonomy

Instead of: Rigid approval processes for every decision

Try: Clear boundaries with freedom to act within them

Instead of: One-size-fits-all policies

Try: Flexible frameworks that acknowledge different needs

Supporting Competence

Instead of: Annual performance reviews that look backward

Try: Regular growth conversations focused on development

Instead of: Vague career paths

Try: Transparent skill frameworks that show clear routes to advancement

Supporting Relatedness

Instead of: Forced team-building activities

Try: Meaningful collaboration built into daily work

Instead of: Generic recognition programs

Try: Systems that highlight the impact of work on others

What Does This Look Like in Practice?

One of our clients redesigned their decision-making process to specify which decisions individuals could make independently versus which needed consultation or approval. The result? Problems got solved faster, managers spent less time on trivial approvals, and employee satisfaction scores jumped 32% in just three months.

Another implemented a peer learning program where team members taught skills to each other. Not only did this build competence, but it also strengthened relationships across departments and revealed hidden talents within the organization.

Bottom Line? It Works.

Building well-being into your company's structure isn't just good for people – it's good for business. Organizations that implement these changes consistently see:

• Higher engagement

• Better retention

• More innovation

• Stronger customer relationships

• Improved adaptability

The best part? These outcomes emerge naturally from well-designed systems – you don't have to constantly push and prod people to perform.

Let's Make Work Better Together

At Mary Jane's People, we're passionate about helping organizations design structures that make work better by building well-being into the foundation of the company.

We believe work can be a place where both people and profits flourish together. Not as competing priorities, but as natural partners.

Ready to redesign your workplace? Let's talk about how we can transform your organization with the Well-Being Architecture approach.

This post was written by Heather Nicole Fowler, The Well-Being Architect™ and founder of Mary Jane's People. I'd love to connect with you on to continue this conversation!