Improving wellbeing – some real life examples

Mental health and wellbeing were recurring themes in our 2020 staff survey. In response, we organised Mental Health First Aid training for all of our staff. This improved our understanding of mental health and began to normalise conversations around it. The training covers prevention, early intervention and signposting to support. Given the subject matter, some of us did find the topics triggering. That said, many of us have gone on to use the advice in our day-to-day lives, so the impact has gone way beyond our workplace.  

Our annual staff survey is anonymous. It provides an essential forum for staff to raise concerns and for us to monitor how we are doing. There are a standard set of questions covering areas of structure and capacity, benefits, culture, management, teamwork and relationships with colleagues. This allows us to see where we have made progress, and where we need to improve. Areas of job satisfaction and wellbeing include specific questions about salary satisfaction, team capacity, stress, work/life balance and how we can improve wellbeing in the workplace.

The staff survey is great for annual tracking and strategic planning, but we also want to meet individual needs on an ongoing basis. We’ve tried to create an open, honest and caring culture whereby people look out for each other and can come to work as their authentic selves. But we also ensure that wellbeing is an ongoing conversation (for example in our supervision framework) and have services available through a virtual GP, mental health support and wellbeing package that all staff have access to.

We’ve tried a few wellbeing-related activities including gong baths, yoga and singing workshops. More recently, our staff Values Committee has launched a wellbeing fund, where employees can make an application for a wellbeing-related activity that benefits all staff or shows gratitude to an individual.

How should we measure progress?

Evaluation is an important element of learning and development. But when you’re thinking about tracking change, keep your plans simple. Try and work with data you already have. Only introduce new forms of data collection if they have long-term value beyond the scope of the grant.

Getting the views of staff, freelancers, and volunteers will be vital in demonstrating progress in your organisational wellbeing practices. In terms of specifics, the 2019 report from Britain’s Healthiest Workplace covers a wide number of areas related to wellbeing. Investors in People also run a specific We Invest in Wellbeing accreditation with a wellbeing framework that is free to download. 

Still not sure?

We hope these examples sparks some ideas. However, the best ideas are likely to come from your team and peers. Speak to them to help you plan and prioritise.

Are there other helpful resources available?

• If you are D/deaf or Disabled and need support to make an application, you can apply for up to £900 via our Access Fund. Click here to find out how to apply for access funding.
• In our experience, good planning makes a compelling application. We’ve put together a list of additional resources and websites to help you further think through your proposal.
• Finally, we have developed a simple management accounts template for organisations that don’t already have one.