Wellbeing & How to Improve It - Mental Fitness: Converge International - Page 28



We recommend implementing a Wellbeing Strategy with the following elements:
PRIORITISE WELLBEING
with executive endorsement, appropriate investment
and make sure that it is part of a compelling employer
value proposition to employees.
REASSESS STRESS, WELLBEING AND POSSIBLE
INTERVENTIONS
on a regular basis. This should be at least annually but
not so often that staff become “survey-fatigued”.
ASSESS THE CURRENT LEVELS OF STRESS
AN ANNUAL CALENDAR FOCUSING ON
DIFFERENT AREAS OF WELLBEING
of your workforce, the wellbeing of your people and
the most fruitful areas in which you can support
your people to improve their wellbeing. Ensure that
this assessment is completed by as many people as
can be a useful method of promoting wellbeing
activities without overloading your people with too
much information all at once.
possible within your organisation to maximise the
chance of getting balanced and accurate information.
PROVIDE ONGOING SUPPORT FOR YOUR PEOPLE
to manage their own levels of wellbeing including:
a. Simple everyday activities shown to enhance
wellbeing – both physical and mental
b. Education and training in the way to manage
wellbeing and promote resilience – particularly
aimed at those areas shown by assessments to be
of highest need to your people.
c. Professional advice and counselling for those
who are shown to be at risk (assessed with low
wellbeing) and for those who want to take action
to improve their wellbeing. This could be an EAP
program.
d. Proactive professional interventions for teams
that are at high risk. This could include regular
wellbeing checks by a professional for teams
exposed to traumatic situations, an on-site
counsellor who “walks the floor” and is able
to reach out to support workers without them
having to make a decision to seek help – plus
team assessments and interventions, including
mediation, for teams with significant conflict.
28
IDENTIFY TEAMS OR AREAS OF
THE ORGANISATION
with particular wellbeing risks (for example, workers
involved in shift work, people exposed to traumatic
situations, teams with significant conflict).
ONGOING “LIGHT” COMMUNICATION
emphasising the importance of wellbeing and
providing ongoing tips and support for your people.
It is essential that employee data is collected
and disseminated in a way that your people feel
comfortable with. Unless staff are confident that
a neutral third-party will keep their information
confidential, it is unlikely that the data they provide
about their stress or mental resilience levels will be
truthful.
WELLBEING AND HOW TO IMPROVE IT | A WHITE PAPER FROM CONVERGE INTERNATIONAL | 2020

Paperturn



Powered by


Full screen Click to read
Paperturn flipbook system
Search
Overview
Download as PDF
Print
Shopping cart
Full screen
Exit full screen