Joanne Lever’s Post

In this article Professor Sir Cary Cooper,CBE outlines what good looks like for organisations and how companies can create a wellbeing culture: https://lnkd.in/eMjF7C-c #workplaceculture #HRstrategy #healthandwellbeing

⚡️News flash: this isn’t exactly ‘new news’ ⚡️ Research has shown for over a decade that secondary interventions are not as effective as primary interventions when used independently. For the most effective impact on employee wellbeing, employers need to implement a holistic strategy that targets all three levels of intervention: 1️⃣ Primary interventions - target the work environment to reduce stressors where possible (e.g. job redesign). 2️⃣ Secondary interventions - aim to reduce an individuals response to stressors that cannot be removed (e.g. resilience training). 3️⃣ Tertiary interventions - focus on treating the negative consequences of stress in individuals (e.g. counselling). This is what we at Everymind at Work call the 3 P’s - you need to promote, provide and protect the wellbeing needs of employees to see a significant positive impact from your interventions. There is no quick fix when it comes to wellbeing. No one size fits all. And it definitely isn’t a ‘nice to have’ tick box exercise. Your people are your greatest asset, look after them… properly, using what evidence shows is effective!! #employeewellbeing #wellbeingstrategy https://lnkd.in/eGVMFMp3

How do you quantify the amount of money you should spend annually on staff wellbeing? 'Wellbeing' is such an intangible, unquantifiable concept. What I loved seeing is that business owners are much more aware now than, say, 5 years ago, about the importance of wellbeing at work. Even better, most business owners are making a specific provision in their annual budgets for wellbeing. Interestingly, when you delve a little into what is being included in these budgets, there is huge variation from one company to the next. Here are some examples: ➡️ Some include staff away days / team-building within wellbeing. ➡️ Others include the provision of an Employee Assistance Programme (EAP) or investment in a private healthcare scheme which includes wellbeing assistance. ➡️ Others pay for a certain number of private counselling sessions, then subsidise further sessions. ➡️ Some companies pay for individuals to go on mental health first aider courses (the feedback I have heard on these is that they are only effective if there is ongoing encouragement for people to go to these individuals - otherwise the initiative can fall rather flat). ➡️ Some make an allowance for the loss of revenue from giving people a certain number of extra days off that aren't for holiday (sometimes called 'pillow days' or 'mental health days’). ➡️ Some allocate budget to their Team Leaders, so they can decide how to spend money on a monthly / quarterly basis on activities that benefit their own team. There can be a blurry distinction, however, between this and socialising (which does, admittedly, help with wellbeing through encouraging team communication...). ➡️ Others pay for wellbeing practitioners to come in and present on mental health in the workplace (if done well, this can be highly effective - but it can also backfire if the speaker isn’t engaging). What other initiatives has your company tried, to help with wellbeing? If you were in charge of a ‘wellbeing’ budget, what do you think would benefit the team the most? #purpose #wellbeing #mentalhealth

✨ All organisations should prioritise the wellbeing of their employees, but what does a strong wellbeing strategy look like and what kind of benefits can a business expect to see when they place wellbeing high on their agenda?

Anybody who’s spent time in the workforce knows a direct manager can shape your relationship with the job – and make or break it. Whether it's a holistic approach or a targeted short session, evidence suggests organisations should invest in wellbeing education and support for managers. Healthy Business can help you reinvent your wellbeing approach in a way that protects your people and your bottom line. To find out more get in touch. #psychosocialhazards #workplacewellbeing #peopleandculture

What does your wellbeing programme do to the people in your organization? Read the article and then think about it again. https://lnkd.in/eQ22Q3sS #TacklingOrganizationalReality #qohubs

Our new We invest in wellbeing is THE new standard for Wellbeing that is designed to support your organisation to create a culture of wellbeing that will unlock your organisation's full potential. The benefits of investing in workplace #wellbeing strategies are certainly no secret, but our new We invest in wellbeing standard focuses on a proactive and engaging approach to enhancing the health and wellbeing of your people. You will not only be able to experience more engagement, productivity and motivation within your team, but also discover tools that will benefit your organisation and maintain a high-functioning wellbeing culture. Have a swipe through below to discover what our NEW Standard for Wellbeing will bring to your organisation and start your wellbeing journey now. https://lnkd.in/eRTQTNi7 #MakeWorkBetter #WeInvestInWellbeing #WellbeingCulture #EmployeeWellbeing #WellbeingAtWork #TheNewStandardForWellbeing

35% of UK workers say their wellbeing has plummeted in the past two years. Why? Traditional wellness programmes are failing us. They: 1️⃣ Attack symptoms, not causes 2️⃣ Are disconnected from daily work life 3️⃣ Ignore the 'whole person' Introducing: 'WHOLEBEING' — a game-changer. Not just another tick-box exercise, it's a culture shift embracing: ✅ Physical health ✅ Mental wellness ✅ Financial security ✅ Personal growth ✅ Workplace connections Why does it matter? When you prioritise the whole person, you build happier, more productive teams. Happy employees drive better outcomes, higher retention, and increased profitability. So, why stick with outdated methods? Curious about how 'WHOLEBEING' can revolutionise your workplace? Find out more: https://lnkd.in/e-hJ7bQv #EmployeeWellbeing #Wholebeing #HR #EmployeeExperience #WorkplaceCulture #EmployeeEngagement

Mental health and wellness benefits are among the top nontraditional strategies for employers, a recent HR Dive survey showed — likely a result of declining engagement and high burnout. (Emilie Shumway) #humanresources #hr #mentalhealth #wellness #benefits

This remains one of the things that I'm most proud of about Harkn. Back in 2019, we realised we could see signs of burnout and personal crises in our data—when we looked backwards, knowing the outcomes. That was a pivotal moment for us. We asked ourselves, “What if we could get ahead of these issues before they reached a crisis point?” So, we got to work identifying the patterns of behaviour that might predict when someone was struggling. But recognising the signs wasn’t enough. We had to find a way to act on that information while still protecting people’s privacy. Anonymity is crucial for creating psychological safety, so we knew we couldn’t simply flag individuals. That led us to develop our 1:1 messaging feature, which allows us to reach out and offer support—without revealing anyone’s identity. At first, we worried that people might see it as intrusive. Imagine checking in with Harkn, only to get a message from a colleague (like a mental health first aider) asking if you need help. But, time and again, we’ve been pleasantly surprised by the response. Almost without exception, people express gratitude: “Thank you, I didn’t realise Harkn did this. It’s lovely to know that someone cares.” Today, our Wellbeing Centre is one of the things that sets Harkn apart. Our daily check-ins allow our clients to see and understand how people feel, and our algorithms can detect changes in sentiment weeks before someone might seek help. That early warning system makes all the difference. Peer-to-peer support, allowing colleagues to flag comments when they’re concerned about someone, is a simple yet powerful way for everyone to play a part in creating a culture of care. Ultimately, it’s all about showing people they matter—before it’s too late. #employeevoice #listening #wellbeing #care #culture