The workplace is a complicated beast, why? Because they’re made up of people and people are complicated things – and I say that with love. We all have shared needs like safety, security, health, friendship etc but we’re also very individual. Some people love busy, social environments, others love quiet calmness (believe it or not I’m in the second group). Some people are very vocal if something is wrong, others will do everything in their power not to raise an issue or rock the boat. Some people will throw in the towel at the first sign of a testing time, others will not stop until their legs fall off, and of course, people fall in everywhere in between for all of the above.
So when it comes to the issue of how best to support people with their wants & needs, yeah, it isn’t easy and I don’t envy any managers or HR tasked with this. There are so many different options when it comes to what to do, how to do it and when to do it. I’ve been quite vocal about how as great as mental health first aid is, it’s not the answer for everyone and it’s largely a reactive measure whereas the best approach is to prevent issues from developing if possible.
But wait, it gets more complicated (sorry). Organisations have hierarchies who all have their own demands and challenges. Different roles, different locations, different working practices and honestly it just goes on.
So, if I were to ask you ‘How is staff wellbeing in your organisation at the moment?’ or more specifically ‘What are the most pressing wellbeing issues at work?’, could you answer with absolute certainty and even quantify your answers? You might have an idea of what’s going on, I often hear things like ‘People are pretty burnt out right now’ but how much of an issue is it and how many are we talking?
But this time, imagine it’s not me asking you, it’s the CEO/MD. Wouldn’t it be nice to say “Our wellbeing score is 85%, which is up 10% on this time last year, approximately 90% of managers are trained in mental health & wellbeing and feel comfortable to speak on those issues with staff, and only 5% of staff are working extra hours, would you like to see the full report?”
BOOM, mic drop.
But if you are looking to:
Then it’s useful to have a starting point and a useful KPI score to look back on further down the line. A way to know where you are now, know where you want to get to and even know how to get there.
The way in which you would do this would be to audit your wellbeing strategy. Now, when it comes to wellbeing audits they can take days or months, can cost thousands or hundreds, can be really useful or a total waste of time. But what if it took you MINUTES and cost you NOTHING and still managed to give you loads of useful and useable information and ideas?
Well guess what? You know what’s coming, you can do that!
I recently launched the ‘Wellbeing benchmark audit’ tool to help you achieve everything I’ve just spoken about. It’s 20 questions long, on average takes 4 minutes to complete and once completed you even get a personalised PDF report with
You have absolutely nothing to lose from taking the audit and potentially a huge amount to gain. And if you’re looking for something a bit ‘more’ then drop me an email at firstname.lastname@example.org and ask about the workforce wellbeing audit – an individual and anonymous wellbeing survey for your workforce. I can’t offer this one for free but honestly? I’m really undercharging for this.