The 3 steps your organisation can take to improve your teams’​ mental wellbeing?

As the team leader in your business, what wellbeing issues are you noticing within your teams? Perhaps employees are raising concerns about ‘zooming out’ because they have too many meetings online, or team members are more agitated because of the pandemic and displaying unhelpful behaviours which are creating discord and issues within the business which is affecting productivity

In 2019 54% time loss at work was stress and mental health related

H&S Executive 2019

This article will outline the 3 steps your business can do to improve your team’s mental wellbeing so that they can bounce back and thrive from these difficult work situations.

Outlining what you can look at which so that you can take a proactive response to employees’ mental health will create a more harmonious approach to the mental wellbeing issues raised post-pandemic.

3 steps to supporting your team

3 steps to support your teams wellbeing

Navigating the pandemic, with the worries and concerns over personal and family health has been in the back of everyone’s mind over the last few years. Organisations have had to deal with a number of changes to the way organisations are run and a backlash of mental ill-health including burnout and absenteeism as a direct result of these changes.

The level of uncertainty over the last few years has made the role of looking after your organisation’s best asset – your people, extremely difficult.

There have been no best practices or models to fall back on, no precedent to learn from which in itself has created even more uncertainty.

The pandemic and the resulting ‘great rethink’ has meant that personnel are jumping ship and moving to different jobs and careers, the effect on your business may not be realised immediately, however, the longer-term implications of restaffing, retraining and reorientating new staff will have a financial as well as energy burden on the organisation. Retaining key performers in this recruitment crisis is vital; this article will help busy HR and team leaders manage the uncertainty and avoid burnout and help navigate these difficult times.

I have outlined some of the major concerns of mental issues in another article. If you would like to read more about this, this article will help and provide some more detailed insights What is the true mental health cost of hybrid working for your employees?

Create a wellbeing culture

Creating open dialogue

How can your business support your team during this hybrid transition?

The longer-term effect of the pandemic is being referred to as a wave of emotional exhaustion and it is having a hugely detrimental effect on employees’ wellbeing. Whilst the initial wave of technological change has now been implemented; the second wave of change has meant that the workload and decision making fatigue has increased.

As a result of the shift to a hybrid working model and the upheaval and change this has brought about, employees’ mental wellbeing has been affected and HR teams have been inundated with requests to create a stronger wellbeing programme.

Organisations can improve wellbeing amongst their teams and increase their engagement at work with a few simple effective management practices.

1. Creating open dialogue

We are all aware that employees’ attitudes have changed dramatically since the pandemic and what is expected from work and from the office environment has changed. Creating more opportunities to openly chat and connect will help employees not only navigate the changes but also provide input on how to change.

Whilst post-pandemic meetings were all about ‘task oriented’ ideas and decision making, hybrid meetings require a more collaborative and connected feel. This shift of focus on meetings can happen in the daily or weekly check-in, or in a more deliberate and wellbeing conversation.

Planning for these personal, wellbeing conversations is now essential, as we have lost the more natural personal check-ins (the water cooler moments or the tea break conversations) and therefore being consciously aware of the need to build these personal moments into the workplace is important to create the open dialogue that will offer feedback and insights.

2. Creating a Resilient Wellbeing Strategy

During the pandemic, some organisations offered a number of different initiatives from – yoga, mindfulness and wellbeing days.

Now, these initiatives need to be brought together in an overriding wellbeing strategy where wellbeing policies, wellbeing communication and support is put in place and all staff members are aware of their collective responsibilities to themselves and each other.

Opening up the conversation between teams and creating a deliberate strategy to having more personalised conversations to work will begin the work in laying the foundations for an effective Wellbeing Strategy.

A Wellbeing Strategy that asks the employees what they want will create the platform for the monthly themes and conversations that will create more engagement with your employees. Creating a more humanised workplace is the outcome of a comprehensive Wellbeing strategy. A strategy that will allow everyone to bring their whole self to work and will also encourage organisational change – at a pace that works for your organisation.

Wellbeing strategy that simply reduces stigma around wellbeing is a reactive approach. A Resilient Wellbeing Strategy is proactive”

Download your free Guide to creating your organisations Guide to Creating a Resilient Wellbeing Strategy

3. Creating a Resilient Wellbeing Culture

Creating a wellbeing culture evolves from the previous two steps. A wellbeing culture begins with an open dialogue in a psychologically safe space which then grows and develops into a Wellbeing Strategy.

Creating a wellbeing culture within your organisation begins with having more open conversations. By opening up the conversation you can co-create a wellbeing platform that will proactively serve and work for your employees. Doing this will enable teams to feel closer to each other and create a more democratic working culture. If you are looking for more help on creating a wellbeing culture this article will help What does Wellbeing Strategy look like in a hybrid environment?

Creating a Wellbeing Strategy that will support and retain staff is essential – if you are looking for a simple Guide on how to create your organisations’ Wellbeing Strategy then this will be the perfect place to start click here and download your free Guide to creating your Resilient Wellbeing Strategy

Next steps

To support organisations with hybrid performance issues and boost productivity contact Adele to co-create a Resilient Wellbeing Strategy that is bespoke for your organisation.

A strategy that will include personalised wellbeing training as well as coaching sessions that develop personal and professional growth for the individual and a strong proactive, solution finding, organisational culture for your business.

If your organisation is looking to incorporate a Wellbeing Strategy that has a coaching programme at the heart and you would like to investigate the opportunities that Wellbeing coaching can offer please email me to discuss your organisational requirements or book an appointment straight in my diary

#corporatewellbeing #resilientleadership #resiliencecoach

Adele’s resilience training
Abbey Jones Corporate Solicitor at Anthony Collins Solicitors LLP

“The most valuable feature of Adele’s resilience training was understanding the benefit of communication between colleagues and understanding our own attributes and understanding our colleagues’ interests outside of work to help work effectively as a team. It also encouraged us to reflect on how often we thank colleagues and to practise gratitude on a regular basis.  If you’re on the fence about working with Adele I’d say do it, she is a great communicator, empathiser and understands the troubles that people may face. Her wealth of knowledge and understanding is abundantly clear.”

“Adele is a great trainer to work with. She has taken the time to get to know our law firm and our training needs and designed a training workshop specifically for us and our needs.”

Jo Shephard HR Advisor at Anthony Collins Solicitors LLP

Picture of Adele Stickland

Adele Stickland

Business Psychologist & ICF Accredited Coach | Expert in Team Dynamics & Communication Working with organisations to improve team dynamics and psychological safety by creating collaborative & productive teams. An MSc in organisational psychology and awards in education and training enable me to combine evidence-based approaches & tools to support individuals and groups in professional & personal development #Highperformanceteams #Millennialworkforce #Leadershipdevelopment #Employeeretentionstrategies #Millennialjobhopping #Managingmillennials #Teamengagement #Workforcemobility #Professionalgrowthandmentoring #Organisationalculturemillennials

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