It is now well recognised that you cannot achieve and sustain high performance without investing in employee wellbeing – both physical and mental. Until recently, safety has been the primary focus for employee health, but the Covid19 pandemic has highlighted the importance of employee mental wellbeing in creating flexible and high performing organisations.
We offer advice, guidance and interventions designed to help improve employee mental wellbeing and performance by improving the conditions of work and addressing sources of stress, listening to the views of teams about what will help them to thrive, develop managers to effectively support their individual and teams’ mental wellbeing and resilience using appropriate processes and tools.
Mental Wellbeing Strategy & Policy Development and Implementation
In order to successfully deliver an improvement in employee wellbeing and performance an effective wellbeing strategy is the ideal place to start. We are experts in strategy and policy development and can help you to think through what your strategy should look like. Conducting a health needs assessment using performance data (both qualitative and quantitative) to assess need, identifying what is already in place, and setting out what the organisation is trying to achieve, will help to establish a road map of interventions and monitoring to achieve the organisation’s aims.
Many organisations have their own stress/mental wellbeing policies, but sometimes they fall short in terms of detail and guidance for managers. We offer experience of writing and implementing stress/mental wellbeing policies and guidance which meet legal, financial and ethical requirements. We develop processes and tools which can be used to train managers to carry out their legal duty of care to best support the employee and protect the organisation.
Stress Risk Assessment
Stress risk assessment is a legal requirement. If an employee raises the issue of stress where, it significantly impacts their wellbeing and performance, is returning from a stress related absence, or a manager spots signs and symptoms of stress that are getting worse, it is essential to conduct an individual stress risk assessment.
We develop stress risk assessment guidance and templates for both individual and team/group/role stress risk assessments. We also conduct stress risk assessments where an impartial person is required.
It was really good to have the chance to express how we really feel, cathartic even. We’ve been able to put forward our own ideas and be part of the solution
Sometimes a team or organisation’s performance declines as a result of organisational culture, management style, poor team relationships, internal/external pressures. Listening to the views of employees can help identify actions to support them to thrive.
We offer listening exercises with focus groups of staff to determine exactly what the issues are and engage them in finding solutions that will work for them. By offering a confidential and objective ear, teams can open up and discuss what is really going on. With careful facilitation, we can draw out solutions that will not only work for them, but be practical for managers and leaders to implement.