It’s your journey!
Workplace Mental Health Limited wants to keep the process as simple as possible, however every workplace is different and putting standard packages together may not provide the best solution for your business.
To provide a ‘cost-effective’ solution, we prefer to conduct an audit which makes the process confidential and tailored to your actual requirements based on analysis and research. We will do the work for you and make sure that you are consulted at every stage.
An audit is conducted in 3 parts:
1. Survey and policy / process review
Workplace Mental Health Limited will produce a survey which we will ask your employees to complete within a given time (the number of people surveyed depends on the size and structure of your organisation). All completed surveys will be directed back to us to ensure the anonymity of individuals.
The survey has been developed to tease out individual feelings, particularly around instances that we know are risk factors in causing stress to an individual or collectively in the workplace.
The survey will consider:
- The working environment
- Employee roles and responsibilities
- Workplace demands
- Flexibility & control
- Support & resources
- Change & communication
- Conflict management
- External stresses
- Inter-generational differences and values
- Work-life balance
It’s quite normal for employers to feel uncomfortable about employees airing their views as there are always negative implications that can arise – That is perfectly normal!
It’s our job to ask the right questions to understand perceptions versus actual and policy versus personal preferences. Sometimes stresses arise from inherited views including cultural and generational values that can cause underlying conflict separately from the normal demands of work.
Childcare issues, finances, family relationships and many other social and psychological factors all have a part to play in our work-life balance. It’s how we recognise and support individuals that is important.
We will also request for other relevant information that you may have including:
- Absentee reports
- Policy’s and procedural documents
The survey will enable us to identify risk factors and trends within the business.
Where it is felt appropriate we will select a proportion of people to interview in depth to further develop our understanding.
Interviews are confidential and should be conducted in a relaxed setting on or off site.
Interviews allow us to gain further information and develop a better picture of the work environment, especially where survey data shows trends or produces results that require further investigation.
3. Results and recommendations presentation
Once we have conducted our research, we will be able to provide you with a report that outlines our recommendations for your company. What we will be able tell you is where you are now, where you could be and how to get there.
You can’t provide an effective solution if you don’t know where the problem lies….
The report will be fed back to your allocated employee(s) or senior staff and will be available for you to share with your company to decide on what action you wish to take.
Interventions may include:
- Policy development
- Line management training
- Review of procedures
- Focus groups
- Relationship building
- Individual support (counselling or advocacy)
Workplace Mental Health provides a range of CIPD and employee training which is tailored to the needs of your company.
Training can be held in-house or pre-organised workshops and training can be found in our events section.
We provide a long list of training / activity options including:
- Mental Health Awareness
- Managing Mental Health
- Culture change
- Employee engagement
- 1-1 activity
- group activity
- Mental Health Ambassadors training
Please call 01204 537897 for further details and prices
Company A is a fast moving, highly competitive environment. Staff work long hours and often travel long distances to see clients. Many staff accept that this is part of the job role however some staff ‘burn out’ too quickly or end up sick with poor mental health. The company is losing good staff and sector knowledge and expertise which is affecting their productivity and is expensive to replace. The company invested in staff training and introduced new methods to support their staff’s wellbeing.
The company also worked with WMH to encourage staff to discuss their work/life balance and monitor the number of hours worked, stress levels and external influences (family, relationships, health and finances etc).
With the introduction of new policies and a positive culture around mental health the company is retaining talent and have seen increased motivation and productivity across the organisation.
Company B is a large company employing in excess of 1000 staff on a shift basis. In a recent company review a survey revealed that staff weren’t engaging with the employer as they didn’t feel valued or supported by their line managers. In some areas the atmosphere was becoming increasingly ‘toxic’ and sickness absence was higher than in previous years. Relationships were frayed and some employees had been on long term sick due to poor mental health, causing conflict with colleagues who felt that they were ‘putting it on’.
A workplace mental health audit helped Company C to upskill their managers and address the negative culture spreading through areas of the business. The company also encouraged wellbeing activities and better work/life balance to re-engage with the workforce and build better bridges within teams. Renewed policies and procedures are giving the managers more flexibility in dealing with poor mental health or personal issues which is building positive relationships and a better working environment.
The company is committed to reviewing the audit in a years’ time to monitor the outcomes and success of the programme.