Wellbeing & Welfare


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  • pertinent information alerts and updates to help keep you stay current
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  • guides, templates and reference documents
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The importance of Wellbeing & Welfare in the workplace

Well-being and stress management issues are within the overall ‘duty of care’ that an employer owes to its employees, yet the consideration extends far beyond the employer’s duty of care.

The subject of well-being has broad implications for quality of life – how we choose to live, from a philosophical and fulfilment viewpoint – and in some cases potentially how long we live and whether we enjoy health and happiness, or suffer anxiety and illness, or worse.

Everyone in work has a duty to safeguard and nurture personal wellbeing at work, especially where there is no-one to help you do it.

From an organisational management angle, wellbeing is a major factor in quality, performance, productivity and therefore business effectiveness and profit. Where a person’s wellbeing reduces, so typically does his or her performance and effectiveness.

Across a team or entire organisation, if staff wellbeing is undermined, many key organisational performance factors can be negatively impacted. Stress, negative mental attitudes, lack of support can easily lead to;

  • reduced productivity
  • increased mistakes and errors
  • conflict (with colleagues and up-line/downline management/subordinates)
  • grievance and disciplinary incidents
  • sickness and absenteeism
  • low morale and negative atmosphere
  • poor customer services and quality
  • resignations and job terminations (causing increased staff turnover)
  • poor employer reputation among staff, customers, and potential new recruits

Aside from all of the above, wellbeing at work is very closely linked to wellbeing and health in life generally. Where wellbeing is eroded, people can get sick, both mentally and physically and this has inevitable negative effects on them and their work performance,

At work particularly, pressures involving deadlines, responsibilities, task complexity, challenge, relationships, supervision, etc., can all seriously reduce our wellbeing, especially if we fail to recognise and deal with the risks.

Where workplace culture encourages a lot of competition and challenge among managers and staff, there can be a tolerance and acceptance of stress. Sometimes there is even a sense of bravado and pride in handling stress, where pressure is regarded to be motivational and thrilling. There is a fine line however between healthy motivation and unhealthy stress.

Understanding the risks to workers in relation to stress and wellbeing is an increasingly important responsibility for the modern employer.

News, views, articles & updates
Resources

In the members enclosure we have a growing number of articles, briefings, reference documents, factsheets, eBooks, and other resources such as templates, assessments, toolkits, etc. Including…

  • Five ways to wellbeing booklet
  • Common mental health problems at work
  • The 4 myths of weight loss fitness
  • Employment support & addition: What works
  • Barriers to employments
  • Implementing what works
  • Managing presenteeism
  • Understanding the Mental Health Act 1983 (amended 2007)
  • The Welfare Reform Guide
  • Nutrients Table for Improved Mental Health
  • Supporting the Recovery Journeys of Staff
  • Hidden Talents booklet
  • Login for more resources
Who to talk to

Richard Winterbourne
Richard is the principal at Addiction Behavioural Therapies

Chris Dicks
Chris is the principal at Resolution Health & Fitness. Chris will provide fellow members with a free health and fitness consultation

Jane Carey
Jane is a senior peer specialist trainer at the recovery.educationcentre(Replace this parenthesis with the @ sign)dhuft.nhs.uk, for Dorset Mental Health Forum and for the NHS


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