Audit and Insight

Understanding your organisation's wellbeing needs

The starting point to developing an effective wellbeing strategy is to fully understand exactly how your organisation is currently performing in terms of mental health & wellbeing. This understanding provides us with accurate, evidencebased learning that ensures that the focus is where it needs to be – in terms of approach, resource and budget.

Our Wellbeing Audit provides the necessary insight into business performance in order to identify key organisational wellbeing objectives.

This also helps employers to fulfill their legal responsibility to conduct health and safety risk assessments, including assessing the risk of stress-related harm to their workforce. In order to help satisfy the obligation to undertake stress risk assessments, we use the HSE management standards for stress at work, which are based on research carried out to define the main sources of stress in the workplace.

The value of independence

• Staff may be less likely to be suspicious and more likely to provide honest answers to the questionnaire.
• Staff may be more willing to take part in and be honest in focus groups.
• We can provide flexibility in the approach, and tailor the process to meet your needs.
• You can benefit from our experience in carrying out stress risk assessments.
• We can provide realistic recommendations for your action planning based on our experience and can provide further consultancy to help you to write and implement your action plans.

The next steps to wellbeing

Building a bespoke Employee Resilience Programme

Based on the outcomes of the Wellbeing Audit, together we will develop an action plan that will inform a wellbeing strategy that is tailored to your individual needs. This ‘end-to-end wellbeing solution’ will deliver the appropriate training, therapeutic support and specialist interventions in the right place at the right time.

Annual effectiveness review and impact assessment

Our clinical measures are grounded in evidence-based, outcome-driven assessment and intervention that deliver demonstrably good, consistent and positive outcomes. We will also continue to review and evaluate the overall effectiveness of the wellbeing programme to ensure that it meets the needs of your employees and your organisation

People planning - using pages and laptops.

Wellbeing Strategy and Policy Development

It is now a well-established fact that a healthy workplace and increased employee engagement are interdependent, and in looking after an employee’s wellbeing - staff morale, innovation and productivity will all improve. The direct outcome of this is improved business performance and an increase in bottom line results. The reasons for creating a wellbeing strategy may vary between organisations, but the compelling business case remains: in leveraging the full benefits of organisational wellbeing, you will create competitive advantage by maximising engagement, efficiency and effectiveness.

In addition, though strategic and effective investment in wellbeing, improvements will have an impact across many of areas of business simultaneously. An effective wellbeing strategy will lead to reduced sickness absence, improving customer satisfaction, increasing productivity, and the retention of talent. In turn, this will have a positive knock-on effect to the organisational brand and help to establish a quality reputation in the market. Finally, there is a moral aspect to addressing employee wellbeing. If an organisation asks for and expects high levels of commitment and motivation, they have a duty to develop a culture that fosters, enables and sustains employee wellbeing.

To enable this, we work in partnership with employers to develop tailored wellbeing strategies, based on specific organisational needs and evidence-based best practice. Our approach can be outlined as follows:

1. Data Review and Intelligence Gathering

• Utilise the Wellbeing Audit findings alongside information from sources such as HR sickness absence, EAP service usage and Occupational Health reports, staff turnover and employee satisfaction surveys to build knowledge and understanding. • These findings will provide the necessary insight to formulate a strategy with realistic, measurable objectives and clear criteria for success.

2. Strategy and Programme Design

• Work in partnership to develop a clear vision with strategic goals aligned to specific organisational needs, ensuring that leadership is bought into and engaged with the strategy. • The development of an integrated programme of activities aligned to the values, demography and the specific characteristics of your workforce. • Agreement on desired, measurable outcomes for ongoing review.

3. Communication, Engagement and Implementation

• The development of an effective communications strategy with a clear, compelling message. Exploration of an in-house wellbeing brand, demonstrating a genuine commitment to employee wellbeing, with senior managers engaged as positive role models to support initiatives. • Upon launch, the programme highlights and associated outcomes will be communicated regularly to maintain awareness and engagement. This will be done through intranet and online portals, interactive platforms, email, events, onsite activities, health assessments and any other appropriate communication methods.

4. Measuring Impact

• Upon completion, the team will measure the impact against previously established baselines, allowing for a full evaluation and future strategy development.

Policy Review and Development

In our experience, many wellbeing and/or mental health policies are reactive, based upon staff events or experience, rather than being proactive and preventative. Our team of experienced professionals will spend time understanding the specific needs and challenges of each organisation, reviewing key policies that directly or indirectly aim to influence, safeguard or positively improve wellbeing.

We will ensure a proactive, evidence-based approach reflecting contemporary best practice. In addition to general wellbeing, our specialist Addiction Services team can help to review policies relating specifically to alcohol and drugs, ensuring your organisation can safely and effectively manage these issues.