Watch our webinar to find out how to support wellbeing in your workplace. Everyone manages their feelings differently, but a better understanding of the science behind good mental health is a very helpful tool for managing anxiety in the workplace.
On 24 March, Dominic Merlin-Cone hosted a conversation where three wellbeing experts shared their knowledge of applying good mental health science to workplace wellbeing strategies.
The questions we asked were all about what we can do to improve the wellbeing of ourselves and our teams in the current circumstances. The panel talked us through some of the ideas and practical steps you can implement to maximise the impact of your wellbeing agenda:
- How are you communicating the importance of well-being to your employees? Is this consistent with your people policies, processes and practices?
- Can your employee benefits programme do more to support wellbeing? A review of the benefits and refreshing of how these are communicated can significantly enhance your programme's value without incurring additional cost.
- The role of the line manager is key. Do they have the support, training and tools to deliver against your wellbeing agenda?
- Measure the delivery of your wellbeing agenda, what does good look like and what is the impact of the measures being taken.
You can listen to the full conversation by watching the webinar on-demand at any time.
Here's a quick preview of some of the excellent insights that the panel shared with us:
Jenn Barnett, Head of Diversity and Inclusion at Grant Thornton
Typically, you’d say you’d treat them with kindness and give them space. We don’t tend to do that for ourselves. When you’re thinking about your mental health, you should treat yourself as if you’re in your own care.
Liz Hayward, HR Manager at Creo Medical
Early on we set up various mental health and wellbeing topics and avenues, including things like performance for a general broad over view for where people needed to be supported.
Karen Cooke, Senior HR Business Partner at Hargreaves Lansdown
People also didn’t work from home before so having everyone out the office has created huge spikes in activity, has resulted in long hours and a lot of overtime.
Justin Rix, Partner and Head of People Advisory at Grant Thornton
At the beginning of the pandemic the focus on wellbeing was physical safety, employees were asking how they can make sure they are protecting people’s health and safety. Now, more employees are asking; how do we embed the wellbeing agenda in business operations going forward?
Practical steps to improve your wellbeing strategy
Review your Employee Value Proposition and ensure importance and messaging around wellbeing is consistent throughout. We are supporting clients to undertake this and highlight opportunities to either adapt or communicate how the existing policies can support wellbeing.
Review your Employee benefits and re-launch these with a robust communications programme. Increased engagement will drive ROI on benefits spend, and using technology as a dynamic Total Reward Statement can also help retain the best talent within the organisation.
Review the line manager's role and the support, training, and tools provided to deliver against your wellbeing agenda successfully. These are critical in delivering your offering to your employees and can significantly impact the lived experience of your people. We consistently see with clients underinvestment in this and often a lack of recognition of the role in terms of capacity provided to deliver it and reward/recognition for great delivery against it.
Identify key KPIs on what great wellbeing means for your business, linked back to the achievement of key strategic objectives, and track this against the investment you are making.
A diverse workforce is a more resilient workforce and will be less significantly impacted by change and disruption. Reviewing your culture and employee value proposition to improve your inclusion agenda will significantly impact the wellbeing of your workforce.
Ensure employees who might be struggling know where to come, and know what help is available. You can supplement resources that can be supplied by charities and provide employees with links and contact information to other places to get support.