More and more organisations are putting in place a formal wellbeing strategy (over 51% according to the 2022 CIPD Health & Wellbeing Report). Those who do are demonstrating benefits such as improved employee morale and engagement, increased levels of productivity coupled with lower levels of sickness absence, higher levels of staff retention, and better brand awareness and profile for the organisation.

“Health and wellbeing should be integral to an organisation’s business goals and day-to-day operations – any efforts that treat it as an ‘add-on’ or ‘nice to have’ won’t be effective.”

“To attract and retain the best team, employees need to feel valued and respected as individuals as well as for the contribution they make; business leaders who recognise and address this are likely to have a happier, healthier and more successful workforce.” [CIPD Health & Wellbeing Report, 2022]

Regardless of the sector you operate in or the type or size of your business, Inspire firmly believes that every organisation should undertake regular audits.  The first key stage in improving your organisation’s workplace wellbeing is to plan your approach but to do this you need to fully understand where you are now, what you currently offer and how that is being received or perceived, and what your vision for the future is.

Following our 2-part framework, our Discovery Audit tool and follow up Report gives those responsible for wellbeing within your organisation a clear insight into the key risks, opportunities and focus areas for your business from an employee mental health and wellbeing perspective.

Every organisation is unique and hence every Audit Report we produce identifies prioritised recommendations unique to your business.  Our wellbeing specialists have years of experience working closely alongside organisations to develop, and deliver on, the most effective workplace wellbeing strategies – the Discovery Audit gives you a framework for reflection, action and success.

The Discovery Audit is comprised of two elements, Parts A and B as outlined below, which provide both management and employee insight, into the organisation’s overall approach to supporting positive mental health and wellbeing in the workplace.

• Part A: Management Perspective

This online survey should be completed by someone who is responsible for employee health and wellbeing within the organisation – it may be someone in HR or a Senior Manager, or a dedicated Wellbeing role – this person will also be the key contact for Inspire in relation to disseminating and discussing the results once available.  The survey is divided into three sections as follows.

Section 1: Understanding your organisation

Provides and organisation profile – detailing the sector and region your business operates in, the size of your organisation and the current working practices within it.

Section 2: Understanding your workforce

Provides an employee profile – collating information on a range of key demographics.

Section 3: Understanding your current approach to mental health and wellbeing

Provides Inspire with a clear understanding of how your organisation is undertaking workplace wellbeing under six key headings, namely;

• Environment
• Inclusiveness
• Commitment
• Engagement
• Evidence
• Interventions

Most questions are tick box responses, and whilst some may require a bit more thought (or reference to other internal information if you are inclined), overall, it should take between 20-30 minutes to complete.

• Part B: Employee Perspective

The weblink to Part B should be shared with all employees throughout the organisation and consists of two brief validated questionnaires.

The first one [The WHO Collaborating Centre in Mental Health – WHO (Five) Well-Being Index (1998 version] is designed to find out more about the employee’s views on how they’re currently feeling about their own mental health and wellbeing.

The second [What Works Centre for Wellbeing – Workplace Wellbeing Question Bank (July2020) – Organisation Health Policy Questions] is designed to find out more about the employee’s views on the organisation’s approach to supporting workplace wellbeing.

There are 10 questions in total which should take no more than 5-10 minutes to complete as all the questions simply require the respondent to make one choice from a range of options presented.

Being able to sense check Part A (management’s perspective) against Part B (employees’ perspective) brings added value to the Audit process and valuable insight into whether your workplace wellbeing aims and objectives are aligned and/or being achieved.

At the time Part A is being completed a communication (e.g. an email, or an alert/article in your newsletter and/or on your intranet site) should be issued outlining the organisation is undertaking a Discovery Audit into Workplace Wellbeing and encouraging staff to play their part by completing the staff survey element.  You should decide on a deadline for completion at the outset (1 to 2-week turnaround)  and highlight that you will be able to share the results from the Audit with staff in due course (and incentives for completion always help if this is something you can accommodate).

We will email your individualised ‘Wellbeing Discovery Audit Report’ within 6 weeks of the Parts A and B of the Audit being completed.  You will also receive a link to book a free 60-minute consultation with one of our workplace wellbeing specialists.

Our Account Managers will then make contact with you, they will introduce themselves to your team and talk you through the report findings, alongside the recommendations we are making in relation to how you could improve your approach to workplace wellbeing and supporting your employees’ mental health going forward.

Our Account Managers are there to listen and guide you – we believe in building trust and working collaboratively, so there will be no hard-selling or pressure to use our services, rather we will discuss the range of options that may be available to you and then leave the door open should you require any further advice or support in the future.

The report will evaluate 4 key aspects of your wellbeing approach:

• Understanding your organisation
• Understanding your workforce
• Understanding your current approach to mental health and wellbeing
• Understanding the needs and opinions of your employees

The report will:

• Highlight how facilities and current working practices could be improved
• Outline how your organisation and employee profiles may be impacting on your approach/ success of your approach
• Detail variations between management and employee perspectives
• Provide a gap analysis of current interventions
• Suggest how a more strategic approach to planning could be achieved
• Recommend further action that may be required based on initial audit findings