Posted on 11/03/2020 by Jo Hodge
Author: Ruth Cooper-Dickson
At the recent Breakfast Seminar "Creating a culture of positive wellbeing and mental wealth", I was asked to provide an insight into how organisations could begin to think practically about both organisation and employee wellbeing. The session received great feedback and there were many questions from the audience. By observing the delegates I believe many ‘aha-ha’ moments came from the conversations they were having with each other, when discussing issues and challenges faced. The realisation hit that not everyone was further ahead in creating a positive culture, and they were not alone on their journey; something we should all remember.
If you missed the talk, it was a real shame not to see you there, but here are my three learning points from the breakfast seminar, followed by the five top tips which you can download as a quickstart guide direct from the CHAMPS website.
Find one senior individual who is willing to sponsor the wellbeing agenda. You will only get so far on your journey if you do not have support from the board. There might be an obvious choice, or you may need to do some influencing! Once you have engaged your sponsor, think about the business imperative for investing in this as an organisation – what is the ‘holistic ROI’ as well as bottom line figure for doing this? What is your conviction to change? Network with other organisations similar to yours who can share case studies of best practice and where their initiatives have been a success with tangible impact.
This population are the ones often most squeezed. Ensure managers are being supported correctly, communicate out to them where they can internally signpost their people, for example, how to contact the employee assistance provider if you have one. Managers may not be fully aware of the pressure versus performance impact on their teams. Upskill managers to be able to create space for open and honest conversations with their employees. Remember, people management skills come naturally to some individuals more than others. A manager may feel vulnerable admitting they are struggling in dealing with a situation, which may then lead to avoiding having a potentially difficult conversation with an employee. Many situations around mental ill-health and feeling overwhelmed —if dealt with early enough —provide a much more positive outcome for the employee and the team.
At CHAMPS we talk about Mental Wealth as way to think about how we invest in our self-care, wellbeing and mental health. As grown adults we all have accountability and responsibility to look after ourselves, even when we know we sometimes cross those boundaries. Do you encourage your employees to move more, sleep and eat better, connect with each other and unplug from the technology to create better work/life integration? By observing managers role-modelling these mental wealth behaviours, it feels ‘safe’ for others to do the same without the threat of being challenged or called out.
The five top tips for ingraining a culture of positive mental wealth were based on a journal article from the Harvard Business Review. You can download the CHAMPS mental wealth quickstart guide here which covers these in more detail.
- Mindful Language
- Mental wealth days
- Genuine conversations
- What doesn’t kill us…
- Educate and empower
If you would like further information about CHAMPS and how our engaging, specialist and FUN people services can support your business, please do drop me an email at email@example.com. I will be delighted to arrange a call or chat over a coffee to discuss further or with me or one of my expert team.