A friend and I, both long-time coaches, were recently talking about a topic that’s been creeping into my thoughts lately: hope. It might seem like an unusual subject for a workplace discussion, but I’ve seen time and time again how hope—or a lack of it—can dramatically influence work environments.
As someone who’s struggled with depression and anxiety, I know what it’s like to feel a deep sense of hopelessness. But hope is not just a personal issue. In my work with organizations, I see the same challenge manifest across teams and companies. The absence of hope creates an atmosphere of doubt, disengagement, and ultimately, burnout. This isn’t just speculation; there’s growing evidence from organizations like Gallup that confirms how vital hope is to our mental well-being, especially at work.
The Gallup Connection: Hope as a Measure of Well-being
If you were growing up in the UK in the 1980s, you probably remember Gallup for their weekly UK Singles Chart—Top of the Pops was a ritual in many households, with Gallup determining which single topped the chart each week. But Gallup’s work extends far beyond music charts. Today, they are a global leader in measuring well-being, and one of their core metrics for assessing it is surprisingly simple: hope.
In fact, Gallup has a single, powerful question that encapsulates their approach to well-being: “Do you think things will be better in the future?” This idea of looking forward, of believing that positive change is possible, forms the backbone of what they call “Gallup Net Thriving.” It’s a measure that doesn’t just ask how people feel now but also how they think they’ll feel five years from now. In other words, it measures hope.
Why Hope Matters at Work
Workplaces are microcosms of society, and just like in life, hope plays a critical role in motivation. Without hope, doubt takes over. And doubt is paralyzing.
One of the key lessons I’ve learned, both personally and professionally, is how crippling doubt can be. It stops you in your tracks. In Buddhism, doubt is considered one of the five hindrances—a mental barrier that clouds judgment, limits action, and leads to emotional disquiet. When employees lose hope, they become immobilized. They stop engaging with their work, lose motivation, and eventually check out. Hence the rise of the term ‘quiet quitting’.
Gallup’s research paints a bleak picture: Almost Nine out of ten workers in the UK and eacross Europe are not engaged in their work. This isn’t just about job dissatisfaction—it’s about a deeper sense of disillusionment with the future of their careers.
The Impact of Hope (or the Lack of It)
Memory updated
Here’s the revised section with the “deaths of despair” reference attributed to the authors without mentioning Gallup:
The Impact of Hope (or the Lack of It)
Let’s face it: We all want to believe that things will get better, especially when times are tough. Most people can endure hardship if they believe there’s an end in sight, a light at the end of the tunnel. But when hope is absent, it’s not just productivity that suffers—well-being, creativity, and even mental health are affected.
A lack of hope can manifest in profound ways. Economists Anne Case and Angus Deaton coined the term “deaths of despair” to describe deaths related to drug overdoses, alcohol abuse, and suicide. These deaths, which have skyrocketed since the mid-1990s, are often the result of deep, pervasive hopelessness.
This isn’t an abstract issue. Globally, we are increasingly showing signs of clinical anxiety or depression. The pandemic exacerbated an already growing mental health crisis, with many experiencing unprecedented levels of stress and worry.
Why Hope Should Be a Priority for Leaders
What can leaders do? It starts with recognizing that hope is a fundamental component of well-being. And well-being is crucial not just for personal happiness but for organizational success. Gallup’s five elements of well-being—career, social, financial, physical, and community—are all connected, but the first and most important is career well-being. Without a fulfilling career, other elements struggle to thrive.
Leaders need to ask the right questions: “How are my employees doing, really? Are they thriving, or just getting by?” One of the biggest takeaways from Gallup’s research is that what the world wants is a good job—one that aligns with their strengths and has a manager who genuinely cares about their development. When people feel supported, they are more likely to engage, innovate, and stick around.
In a world where most employees aren’t engaged at work, the solution isn’t just more perks or better pay—it’s about fostering a culture where hope can flourish.
How to Foster Hope at Work
Here are a few strategies that can help cultivate hope in the workplace:
Set Clear Goals and Provide a Path Forward: One of the biggest reasons for hopelessness is the feeling of being stuck. Leaders need to ensure that employees have clear, achievable goals and a realistic path to success. This means regular check-ins, feedback, and guidance.
Align Work with Meaning and Purpose: Gallup has found that people are more engaged when their work has meaning. This doesn’t mean every job needs to change the world, but employees should understand how their efforts contribute to the bigger picture.
Encourage Growth and Mastery: The more skilled and knowledgeable people feel, the more confident they become. Encouraging employees to continually develop their skills fosters not just competence but also curiosity and a sense of accomplishment—key ingredients for hope.
Create a Supportive Environment: A workplace where people feel safe to express concerns, doubts, and ideas is one where hope can thrive. Psychological safety is critical for employees to feel empowered and optimistic about their future.
Celebrate Progress, No Matter How Small: One of the simplest ways to build hope is to recognize progress. Whether it’s a major achievement or a small win, acknowledging effort reminds people that they are moving forward, even if it’s slow.
Final Thoughts: Building a Future with Hope
The world is in a state of uncertainty, and workplaces are no exception. But hope is what drives us to believe that tomorrow can be better than today. By focusing on fostering hope, leaders can not only improve the well-being of their employees but also create more resilient, engaged, and productive teams.
Ultimately, hope is about believing that things will get better. And in the workplace, that belief can make all the difference between a team that’s thriving and one that’s just surviving.