Wellbeing strategy and engagement
While our wellbeing initiatives are many and varied, we recognise that not all our initiatives, by any means, appeal to the entire firm. It is, though, important for the wellbeing group to include members from across the firm representing the whole business and to strengthen buy-in.
Our strategy – covering physical, financial and mental health wellbeing – continues to be developed and refined. Central to everything is the need to impart information about how important mental health and wellbeing is. So our wellbeing hub on the firm’s intranet is the go-to place for help and signposting.
When new employees come to their induction, they learn about the firm’s commitment to wellbeing, as we explain the priorities and our methodology. Each month, we alert our teams to different wellbeing initiatives – some require active participation, other communications merely reference good practices.
We are conscious of email overload, which we know can lead to wellbeing communications not being read. We are also aware of time pressures and practical restrictions on what we can and cannot do. It’s not easy, given the pressures of work, for staff to commit to joining in activities – despite them helping their own wellbeing.
We have certainly found that the simplest ideas are always the best! Whether it’s a week of activities in the run-up to World Mental Health Day – Mindful Monday, Tuneful Tuesday, Walkabout Wednesday, Thoughtful Thursday and Friday Feeling – or baking ‘tutorials’ or learning something new sessions. We’ve had a partner doing magic tricks and showing how it’s done, as well as backgammon and card games for beginners. No significant cost involved, a bit of organisation but otherwise fairly straightforward to run.
There is no doubt that when senior management engage with the events, the better engaged are the staff. That goes back to the drafting of a strategy plan, which has been endorsed from its inception by the management team.