Working Well Beings

In this impromptu episode of the Working Wellbeing's podcast, Matt and Stuart discuss the lack of focus on workplace wellbeing in political manifestos. Stuart shares his background in health and fitness, recruitment, and occupational health and wellbeing. They explore the importance of organizations and the government working together to promote wellbeing and prevent harm in the workplace. They also discuss the need for a more proactive and creative approach to addressing workplace issues beyond the traditional focus on bullying, harassment, and pay. The conversation highlights the impact of work on mental and physical health and the ripple effect it has on society. The conversation explores the need for government intervention in addressing workplace stress and mental health issues. The speakers discuss the role of financial incentives in motivating organizations to take action, as well as the importance of government influencers and role models. They also touch on the potential solutions of the right to disconnect and the four-day working week, but acknowledge the complexity of addressing the root causes of workplace stress. The conversation ends on an optimistic note, with a belief that the younger generation will drive positive change in the workplace. Takeaways The lack of focus on workplace wellbeing in political manifestos highlights the need for organizations and the government to work together to promote wellbeing and prevent harm in the workplace. A more proactive and creative approach is needed to address workplace issues beyond the traditional focus on bullying, harassment, and pay. Work has a significant impact on mental and physical health, and organizations have the potential to create a ripple effect in society. The government should consider policies and legislation that influence workplaces and employers to prioritize employee wellbeing. There is a need to move towards a preventative and proactive approach to workplace wellbeing, rather than just treating the symptoms. Financial incentives may be necessary to motivate organizations to address workplace stress and mental health issues. Government influencers and role models can play a crucial role in driving change in the government and organizations. The right to disconnect and the four-day working week are potential solutions to address workplace stress, but they may not fully address the root causes. The younger generation is driving positive change in the workplace and prioritizing purpose and values in their work.

Mark, Head of Asset Services for real estate at Legal & General Investment Management, discusses the Hidden Workers report and the efforts to improve the lives of workers in the real estate industry. The report highlighted the challenges faced by workers in roles such as security officers and cleaners, including difficult shift patterns, low pay, and limited access to healthcare. Mark emphasizes the importance of providing sick pay, access to healthcare, and death in service benefits to support the well-being of these workers. He also discusses the Mercury model, which aims to create a consistent culture while allowing autonomy in different regions. In this conversation, Mark and Matt discuss the importance of valuing management skills and soft skills in the workplace. They highlight the need to celebrate and respect those who manage teams and projects, as well as the importance of language in shaping perceptions of these skills. They also discuss the Social Impact Ambassador role and the need for scalable initiatives that create networks of people to drive change in local communities. The conversation concludes with Mark sharing insights into his career journey and the importance of focusing on skills rather than specific jobs. Takeaways The Hidden Workers report highlighted the challenges faced by workers in roles such as security officers and cleaners, including difficult shift patterns, low pay, and limited access to healthcare. Providing sick pay, access to healthcare, and death in service benefits can make a significant difference in the lives of these workers and improve their well-being. The Mercury model aims to create a consistent culture while allowing autonomy in different regions, empowering employees to deliver excellent service and innovate within the framework. Managing a high performance culture requires ongoing conversations, in-flight coaching, and fair performance evaluations to support employees and help them reach their potential. The UK needs to value general managers and invest in line management to improve productivity and create a supportive work environment. Valuing management skills and soft skills is crucial for the success of an organization. Language plays a significant role in shaping perceptions of different skills. Creating networks of people through initiatives like the Social Impact Ambassador role can drive meaningful change in local communities. Focusing on skills rather than specific jobs can lead to a more diverse and impactful career journey.

Sharon Livermore, founder of domestic abuse education, shares her personal experience with domestic abuse and the importance of addressing this taboo subject in the workplace. She emphasizes the need for organizations to have policies and guidance in place to support employees experiencing domestic abuse. Sharon discusses the different forms of abuse, such as economic abuse, isolation, coercive control, emotional abuse, physical abuse, and sexual abuse. She highlights the signs to look out for and the role that teams, managers, and organizations can play in helping victims of domestic abuse. Hybrid working presents new challenges in spotting signs, but safe spaces and regular catch-ups can still be created virtually. In this conversation, Sharon Livermore discusses the importance of regularly checking in with remote workers and creating a culture of care in the workplace. They also touch on the topic of child-to-parent abuse and the need for organizations to address this issue. The conversation explores the role of well-being leaders in addressing domestic abuse and the need for education and support in organizations. Sharon emphasizes the importance of ongoing education and the need for organizations to have policies and referral pathways in place. She also highlights the need for a cultural shift and the inclusion of domestic abuse in well-being strategies. Takeaways Domestic abuse is a taboo subject that needs to be addressed in the workplace. Organizations should have policies and guidance in place to support employees experiencing domestic abuse. Different forms of abuse include economic abuse, isolation, coercive control, emotional abuse, physical abuse, and sexual abuse. Signs of domestic abuse include changes in behavior, constant phone use, isolation from colleagues, and absenteeism. Teams, managers, and organizations have a role to play in recognizing signs, having conversations, and referring individuals to support services. Hybrid working presents challenges in spotting signs, but safe spaces and regular catch-ups can still be created virtually. Regularly checking in with remote workers is important to ensure their well-being and create a culture of care in the workplace. Child-to-parent abuse is a topic that needs to be addressed and organizations should provide training and support for this issue. Well-being leaders play a crucial role in addressing domestic abuse in the workplace and should be educated on the topic. Organizations should have policies and referral pathways in place to support employees experiencing domestic abuse. Creating a culture of care and support requires ongoing education, awareness, and a commitment to change.

In this episode, Matt interviews Catherine Ritchie, the Wellbeing and People Experience Manager at Clifford Chance. Catherine shares her journey in the wellbeing and people experience space, starting from her university days studying business with marketing. She discusses her experiences working in different organizations, including Bulb and Checkout.com, and how she developed employee value propositions and strategies for enhancing employee experience. Catherine emphasizes the importance of listening to employees and involving them in the design of wellbeing initiatives. She also highlights the significance of language in creating safe spaces and nurturing authenticity in the workplace. In this conversation, Catherine Ritchie discusses the challenges and opportunities of working globally. She shares her experiences working in different countries and the impact of leadership and culture on employee well-being. Catherine emphasizes the importance of listening, understanding different perspectives, and collaborating with colleagues in different locations. She also highlights the need to challenge assumptions and communicate effectively to create a sense of community and shared purpose. Catherine predicts that the future of the well-being profession will involve a growing understanding of workplace differences, a focus on personalization, and the integration of AI technologies. Takeaways Wellbeing and people experience roles often involve creating employee value propositions and strategies to enhance employee experience. Listening to employees and involving them in the design of wellbeing initiatives is crucial for success. Language plays a significant role in creating safe spaces and nurturing authenticity in the workplace. Understanding the unique needs and challenges of each organization is essential when developing wellbeing strategies. Failure is a part of the journey, and learning from mistakes is valuable for personal and professional growth. Working globally presents challenges and opportunities, including differences in perspective, culture, and leadership impact on employee well-being. Listening, understanding, and collaborating with colleagues in different locations are essential for effective global work. Challenging assumptions and communicating effectively are key to creating a sense of community and shared purpose. The future of the well-being profession may involve a growing understanding of workplace differences, a focus on personalization, and the integration of AI technologies.

Jake Sanders, Global Employee Wellbeing Lead, discusses his role in designing wellbeing strategies for a global organization. He shares his personal journey from a failed sports scientist to a wellbeing coach and highlights the importance of passion in this work. Jake emphasizes the need for employers to prioritize employee wellbeing and the potential impact on public health. He explores the challenges of measuring wellbeing and suggests rewarding individuals and teams for creating a supportive work environment. The conversation also touches on the concept of wellbeing as an outcome of work and the balance between pressure and performance. The conversation explores various themes related to well-being in organizations. It discusses the challenges of managing utilization levels to avoid burnout risk. The measurement of well-being is examined, highlighting the need for more complex measures beyond single numbers. The conversation also delves into incentivizing well-being and the role of managers in creating inclusive environments. The distinction between centralized and localized well-being strategies is explored, along with the importance of shared accountability. The role of organizations in providing tools and role modeling behaviors is emphasized. The future of well-being includes personalization and continuous learning, with a focus on having a clear standpoint in approaching well-being. Takeaways Designing a wellbeing strategy requires considering the diverse needs of employees across different geographies and roles. Passion for wellbeing and a desire to create change are key drivers in this field. Employers have a moral obligation to prioritize employee wellbeing due to the significant amount of time spent at work. Measuring wellbeing and its impact on performance is a complex task that requires robust measurement tools and a focus on outcomes. Utilization levels should be managed to balance performance and burnout risk. Well-being measures should go beyond single numbers and consider complex factors. Incentivizing well-being can be effective in driving behavior change. Managers play a crucial role in creating inclusive environments and supporting well-being. Organizations should provide tools, time, and environments for well-being and role model behaviors. Personalization and continuous learning are key aspects of the future of well-being. Having a clear standpoint and perspective is important in progressing a career in well-being.

Hannah Meredith, a health and wellbeing lead, shares her journey and experiences in the field. She started her career in a global tech marketing company, MVF, where she introduced the first mental health and wellbeing strategy. Hannah emphasizes the importance of data and influencing skills in her role. She also discusses the need for an industry-wide framework and recognized qualifications for wellbeing leaders. Hannah's personal experience with mental health has shaped her passion and purpose in this field. In this conversation, Hannah Meredith discusses the importance of mental health and wellbeing in the workplace. She highlights the need for organizations to have a proactive approach to mental health and to create a supportive and inclusive culture. Hannah also emphasizes the role of line managers in promoting wellbeing and the importance of empathy and psychological safety. She reflects on her own experiences and challenges in implementing wellbeing strategies and shares her hopes for the future of workplace wellbeing. Takeaways Wellbeing leaders should have a passion and purpose for the field, as well as the ability to influence others and use data to support their strategies. There is a need for an industry-wide framework and recognized qualifications for wellbeing leaders to ensure consistency and credibility. Personal experiences with mental health can provide valuable insights and motivation for wellbeing leaders. The role of a wellbeing leader can be challenging, but also rewarding when aligned with one's purpose. The field of wellbeing is evolving, and there is a growing recognition of the importance of data and evidence-based approaches. Organizations need to have a proactive approach to mental health and wellbeing in the workplace. Creating a supportive and inclusive culture is essential for promoting wellbeing. Line managers play a crucial role in supporting employee wellbeing and should receive training to handle conversations about mental health. Empathy and psychological safety are key factors in promoting wellbeing and creating a positive work environment. Challenges in implementing wellbeing strategies include the need for data-driven approaches and managing individual health conditions. The future of workplace wellbeing lies in organizations investing in employee health and supporting multi-generational workforces.

In this episode, Sara Bird, the Safeguarding and Well-being Lead for the National Trust, discusses the importance of safeguarding and its connection to well-being. She shares her career journey, which includes working in the prison service and the police force, and how her fascination with people led her to her current role. Sara emphasizes the need to put people first and the power of storytelling in creating a culture of well-being. She also discusses the skills required for well-being leadership, such as active listening, empathy, and curiosity. In this conversation, Sara Bird discusses the importance of patience and self-care in well-being leadership. She emphasizes the need for individualized support and the recognition of emotional fatigue and vicarious trauma. Sara also highlights the value of life experience and personal growth in the field. She encourages professionals to prioritize mental fitness and take control of their well-being. Sara shares the impact of mentors and supportive peers in her own journey. She advises young professionals to embrace change, reflect on their values, and find meaning in their work. Finally, she discusses the challenges of bringing one's whole self to work and the rewarding nature of one-on-one conversations. Takeaways Safeguarding is about protecting vulnerable groups from harm and abuse in society. Well-being roles can evolve and be situated in different departments within organizations. The perception of well-being as a serious profession can be enhanced by linking it to areas like safeguarding and health and safety. Storytelling and case studies can bring well-being initiatives to life and build psychological safety in the workplace. Skills required for well-being leadership include active listening, empathy, and curiosity. Patience and understanding are crucial skills in well-being leadership. Life experience is a valuable qualification in addition to strategic approaches. Mental fitness and self-care are essential for maintaining well-being. Mentors and supportive peers play a significant role in personal and professional growth. Embracing change, reflecting on values, and finding meaning in work are important for young professionals. Bringing one's whole self to work can be challenging but rewarding. One-on-one conversations can have a significant impact on individuals' well-being.

In this episode, Aletheia and Matt are joined by Natasha Hill, a police officer and wellbeing lead. Natasha shares her personal journey and how it led her to focus on wellbeing in the police force. She discusses the importance of passion and empathy in her role and the need to address burnout and trauma early on. Natasha also highlights the support provided to families and the creative initiatives implemented to promote wellbeing. The episode emphasizes the significance of community and the role of creativity in addressing wellbeing challenges. In this conversation, Natasha Hill discusses the importance of putting humans at the centre of creativity in the well-being space. She emphasizes the need to address sensitive topics and provide support tailored to individual needs. The conversation also explores the challenge of creating constructive conversations on heavy subjects and the importance of building empathy and understanding in the workplace. Natasha highlights the significance of baking well-being into all decisions and addressing practical issues such as uniforms. The conversation concludes with a discussion on the skills required for the role, including empathy, vulnerability, and continuous learning, as well as the importance of self-care. Takeaways Passion and empathy are crucial in addressing wellbeing challenges. Early identification of burnout and trauma is essential to prevent further harm. Supporting the wellbeing of families and children is an important aspect of overall wellbeing. Creativity and collaboration are key in developing effective wellbeing initiatives. Put humans at the centre of creativity in the well-being space. Address sensitive topics and provide tailored support. Create constructive conversations on heavy subjects. Build empathy and understanding in the workplace. Bake well-being into all decisions and address practical issues. Develop skills in empathy, vulnerability, and continuous learning. Prioritize self-care and find activities that bring joy.

Sara Davison, also known as the divorce coach, helps people cope with breakups, divorce, and domestic abuse. She founded her business after going through a devastating divorce herself. Sara's mission is to provide tools and support to as many people as possible. She has trained over 600 coaches in 27 countries and written two bestselling books. In the workplace, breakups and divorces can have a significant impact on productivity and well-being. Sara helps employers support their employees by providing training, tools, and strategies to navigate these difficult situations. She emphasizes the importance of trust in oneself and learning from past experiences to prevent repeating toxic relationship patterns. Takeaways • Breakups and divorces can have a significant impact on productivity in the workplace. • Employers can support their employees by providing training, tools, and strategies to navigate these difficult situations. • It is important to trust oneself and learn from past experiences to prevent repeating toxic relationship patterns.

Ross, the head of health and wellbeing for Green Cross Global, discusses the link between health, safety, and wellbeing in the workplace. He emphasizes the importance of addressing both physical and mental health and the need for organizations to take wellbeing seriously. Ross also highlights the challenges of implementing wellbeing initiatives, such as the lack of regulations and the tendency for some organizations to treat it as a tick-box exercise. He advocates for vulnerable leadership and authentic support systems to promote employee wellbeing. The conversation also touches on the impact of COVID-19 on mental health and the need for a balanced approach between personal and employer responsibility. Takeaways • The link between health, safety, and wellbeing in the workplace is becoming increasingly recognized. • Organizations need to take wellbeing seriously and not treat it as a tick-box exercise. • Vulnerable leadership and authentic support systems are crucial for promoting employee wellbeing. • There is a need for a balanced approach between personal and employer responsibility for wellbeing. • The impact of COVID-19 has highlighted the importance of mental health and wellbeing in the workplace.