PROVIDE AN EMPLOYEE ASSISTANCE PROGRAM
An employee assistance program (EAP) provides confidential counselling to staff to help with their personal or workplace problems that are affecting their wellbeing. While they can be accessed for virtually any issue a worker may have, they are growing in popularity as a way of helping employees with the effects of anxiety, stress and depression.
TOPICS SUCH AS:
- Mental health issues
- Financial advice
- Legal advice
- Work conflicts
- Drug addiction
- Grief counselling
- Gambling and other addictions
- Work issues
WINNS CURRENTLY ADDRESS THE WELL BEING OF THEIR STAFF THROUGH:
- QMS visits which ask for feedback from staff
- Appraisal system
- Access to line manager/supervisor
- Email newsletter
- Mental health signposting
- FIR Ambassador
- Monthly welfare visits
- Contact Head Office staff
- Website
WINNS COULD DO:
- Train more managers in FIR
- Train Mental Health First Aiders
- Contract out the EAP to an external supplier
HELP EMPLOYEES WORK TOWARDS LONG-TERM GOALS
Helping employees develop their careers and achieve their goals is a keyway to encouraging mental well-being and ensuring that staff feel satisfied with their job. Unfortunately, the number one reason employees don't engage in learning is a lack of time. This is a great opportunity for managers to step in and enable staff to dedicate time to learning and development.
WINNS CURRENTLY:
- All staff have access to both Jangro training and Sustainability School
- Staff appraisals
- One to one meeting
- Managers development of their staff
INTRODUCE WELL-BEING -BASED EMPLOYEE BENEFITS
A rewards program that includes well-being benefits that enable staff to take control of their physical, mental and financial health.
SOME EXAMPLES OF BENEFITS THAT CAN IMPROVE EMPLOYEE WELLBEING INCLUDE:
- Discounted gym memberships
- Discounted healthcare
- Free access to meditation apps
- Employee access programs
- Discounts on everyday retail items
WINNS CURRENTLY:
- We have started looking at EAP
WINNS COULD DO:
- Look at meditation Apps
- Some form of discount membership
ARRANGE REGULAR GET-TOGETHERS
Healthy relationships with colleagues are incredibly important for wellbeing. Women who say they have a 'best friend' at work are more than twice as engaged in their work as those who don't. Having a close friend at work has been linked to improve job performance for both men and women, including fewer safety incidents, higher profits and more engaged customers.
For WINNS, this means that enabling employees to build friendships with one another through regular social events can have a positive impact on wellbeing and business outcomes. Think about it: if staff feel comfortable with their colleagues, then they're more likely to reach out for support from them when needed, as well as just having a more enjoyable work experience in general.
WINNS CURRENTLY:
- Weekly staff meeting
- Birthdays and anniversaries are always celebrated
- Christmas parties for Head Office staff and the large sites are arranged
- Families are included
- Monthly site visits
- Email newsletter
- Updates on website
- Personal information is included in the newsletter from all sectors of WINNS
WINNS COULD DO:
- Some site-based activities
INTRODUCE DESIGNATED WELL-BEING LEADERS
If nobody is directly responsible for wellbeing, then it can be easy for programs to start strong and then gradually fall off everyone's radar. A designated well-being leader can monitor and maintain the effectiveness of well-being initiatives. They can also talk to their colleagues directly to find out what's working and what isn't, as well as increase uptake by getting people involved and excited.
WINNS CURRENTLY:
- We have access to training but no one is taking it up
WINNS COULD DO:
- All managers to have a qualification or understanding of FIR and Mental Health
ENCOURAGE REAL BREAKS
It's all too common to see workers sitting at their desks during lunch, eating with one hand and typing with the other. Our industry is particularly susceptible to this, with the average manager working eight hours of unpaid overtime each week.
Real, regular breaks are critical to well-being, so encourage staff to take their breaks away from their desk and to take breaks throughout the day as needed. They'll come back feeling physically and mentally refreshed and are likely to be more productive.
WINNS CURRENTLY:
- We have a kitchen and break out room for staff to use
- We supply hot and cold drinks for staff
- Admin teams do some fun activities (Origami, wine tasting, etc.)
REWARD AND RECOGNISE GREAT WORK
Recognising and rewarding employees for hard work can increase confidence and make people feel valued for the contributions they're making - both important for mental well-being. Whether it's a simple 'thank you' or a reward for completing a project, there are plenty of ways to demonstrate that you appreciate your staff and give them a happiness boost.
WINNS CURRENTLY:
- Weekly meetings has a section on Praise
- Reviewed at Board Meeting
ENCOURAGE STAFF TO TAKE RESPONSIBILITY FOR THEIR WELLBEING
Creating a culture that talks about health and wellbeing and supports employees in taking steps to improve themselves will encourage staff to prioritise their well-being. A key part of this is encouraging a healthy work-life balance.
WINNS CURRENTLY:
- We have a fatigue policy and plan
- Staff are encouraged to develop their CPD
- Staff 360 appraisal
WINNS COULD DO:
- Review people's work-life balance
CREATE STRONGER EMPLOYEE-MANAGER RELATIONSHIPS
Managers can't support their employees unless they know what issues they're facing. They won't know this unless they take the time to build a strong relationship with their staff. Making regular one-to-one meetings between managers and employees a normal part of work life will encourage open, frequent conversations, and allow any issues to be addressed early.
WINNS CURRENTLY
- Scheduled monthly meetings
- Managers are given time to talk to staff
- Email newsletters
WINNS COULD DO:
- Employee portal