Working Well Beings

Petra Bonus Podcast In this conversation, Petra Velzeboer discusses the importance of creating mentally healthy cultures within organizations, emphasizing the role of courageous leadership and community in fostering wellbeing. She highlights the need for accountability and self-care, while also addressing the challenges of remote work and the impact of technology on human connection. Petra advocates for open conversations about mental health and encourages individuals to take responsibility for their wellbeing, ultimately aiming to shift workplace culture towards a more supportive and inclusive environment.

In this conversation, Jack De Haugue, founder of NeuroPool, discusses the importance of humanizing the workplace and creating equitable employment opportunities for neurodivergent individuals, particularly those with autism and ADHD. He shares insights on the challenges faced in recruitment and retention, the significance of early intervention, and the mental health implications of unemployment. Jack emphasizes the need for companies to genuinely engage with neurodiversity initiatives and offers advice for those who may be undiagnosed but suspect they are neurodivergent.

In this conversation, Geoff McDonald discusses the evolution of the Working Well community and the importance of mental health in the workplace. He shares his personal journey from working at Unilever to advocating for mental health awareness and the need for organizations to create environments where employees feel safe to discuss their mental health. The conversation emphasizes the power of storytelling in normalizing mental health discussions and the necessity of shifting focus from individual well-being to organizational culture. Geoff also highlights the importance of effective measurement of employee well-being and shares his personal well-being practices through the CANDO approach.

In this conversation, Clare Gowar shares her journey from being the global lead for health and wellbeing at Philips to starting her own consultancy. She discusses her career path, the importance of stakeholder management in health initiatives, and the impact of grassroots champion networks in promoting mental health. Clare also reflects on generational differences in the workplace and the role of mental health champions, especially in the context of the COVID-19 pandemic.

Dr. Laura David, founder of Smart About Health, discusses her transition from being a GP to focusing on workplace well-being. She emphasizes the importance of preventative health strategies in the workplace, the role of qualified professionals, and the need for managers to support employee well-being. The conversation also highlights the Well-being Champion Program and personal well-being practices that contribute to a healthier work environment.

In this impromptu episode of the Working Wellbeing's podcast, Matt and Stuart discuss the lack of focus on workplace wellbeing in political manifestos. Stuart shares his background in health and fitness, recruitment, and occupational health and wellbeing. They explore the importance of organizations and the government working together to promote wellbeing and prevent harm in the workplace. They also discuss the need for a more proactive and creative approach to addressing workplace issues beyond the traditional focus on bullying, harassment, and pay. The conversation highlights the impact of work on mental and physical health and the ripple effect it has on society. The conversation explores the need for government intervention in addressing workplace stress and mental health issues. The speakers discuss the role of financial incentives in motivating organizations to take action, as well as the importance of government influencers and role models. They also touch on the potential solutions of the right to disconnect and the four-day working week, but acknowledge the complexity of addressing the root causes of workplace stress. The conversation ends on an optimistic note, with a belief that the younger generation will drive positive change in the workplace. Takeaways The lack of focus on workplace wellbeing in political manifestos highlights the need for organizations and the government to work together to promote wellbeing and prevent harm in the workplace. A more proactive and creative approach is needed to address workplace issues beyond the traditional focus on bullying, harassment, and pay. Work has a significant impact on mental and physical health, and organizations have the potential to create a ripple effect in society. The government should consider policies and legislation that influence workplaces and employers to prioritize employee wellbeing. There is a need to move towards a preventative and proactive approach to workplace wellbeing, rather than just treating the symptoms. Financial incentives may be necessary to motivate organizations to address workplace stress and mental health issues. Government influencers and role models can play a crucial role in driving change in the government and organizations. The right to disconnect and the four-day working week are potential solutions to address workplace stress, but they may not fully address the root causes. The younger generation is driving positive change in the workplace and prioritizing purpose and values in their work.

Mark, Head of Asset Services for real estate at Legal & General Investment Management, discusses the Hidden Workers report and the efforts to improve the lives of workers in the real estate industry. The report highlighted the challenges faced by workers in roles such as security officers and cleaners, including difficult shift patterns, low pay, and limited access to healthcare. Mark emphasizes the importance of providing sick pay, access to healthcare, and death in service benefits to support the well-being of these workers. He also discusses the Mercury model, which aims to create a consistent culture while allowing autonomy in different regions. In this conversation, Mark and Matt discuss the importance of valuing management skills and soft skills in the workplace. They highlight the need to celebrate and respect those who manage teams and projects, as well as the importance of language in shaping perceptions of these skills. They also discuss the Social Impact Ambassador role and the need for scalable initiatives that create networks of people to drive change in local communities. The conversation concludes with Mark sharing insights into his career journey and the importance of focusing on skills rather than specific jobs. Takeaways The Hidden Workers report highlighted the challenges faced by workers in roles such as security officers and cleaners, including difficult shift patterns, low pay, and limited access to healthcare. Providing sick pay, access to healthcare, and death in service benefits can make a significant difference in the lives of these workers and improve their well-being. The Mercury model aims to create a consistent culture while allowing autonomy in different regions, empowering employees to deliver excellent service and innovate within the framework. Managing a high performance culture requires ongoing conversations, in-flight coaching, and fair performance evaluations to support employees and help them reach their potential. The UK needs to value general managers and invest in line management to improve productivity and create a supportive work environment. Valuing management skills and soft skills is crucial for the success of an organization. Language plays a significant role in shaping perceptions of different skills. Creating networks of people through initiatives like the Social Impact Ambassador role can drive meaningful change in local communities. Focusing on skills rather than specific jobs can lead to a more diverse and impactful career journey.

Sharon Livermore, founder of domestic abuse education, shares her personal experience with domestic abuse and the importance of addressing this taboo subject in the workplace. She emphasizes the need for organizations to have policies and guidance in place to support employees experiencing domestic abuse. Sharon discusses the different forms of abuse, such as economic abuse, isolation, coercive control, emotional abuse, physical abuse, and sexual abuse. She highlights the signs to look out for and the role that teams, managers, and organizations can play in helping victims of domestic abuse. Hybrid working presents new challenges in spotting signs, but safe spaces and regular catch-ups can still be created virtually. In this conversation, Sharon Livermore discusses the importance of regularly checking in with remote workers and creating a culture of care in the workplace. They also touch on the topic of child-to-parent abuse and the need for organizations to address this issue. The conversation explores the role of well-being leaders in addressing domestic abuse and the need for education and support in organizations. Sharon emphasizes the importance of ongoing education and the need for organizations to have policies and referral pathways in place. She also highlights the need for a cultural shift and the inclusion of domestic abuse in well-being strategies. Takeaways Domestic abuse is a taboo subject that needs to be addressed in the workplace. Organizations should have policies and guidance in place to support employees experiencing domestic abuse. Different forms of abuse include economic abuse, isolation, coercive control, emotional abuse, physical abuse, and sexual abuse. Signs of domestic abuse include changes in behavior, constant phone use, isolation from colleagues, and absenteeism. Teams, managers, and organizations have a role to play in recognizing signs, having conversations, and referring individuals to support services. Hybrid working presents challenges in spotting signs, but safe spaces and regular catch-ups can still be created virtually. Regularly checking in with remote workers is important to ensure their well-being and create a culture of care in the workplace. Child-to-parent abuse is a topic that needs to be addressed and organizations should provide training and support for this issue. Well-being leaders play a crucial role in addressing domestic abuse in the workplace and should be educated on the topic. Organizations should have policies and referral pathways in place to support employees experiencing domestic abuse. Creating a culture of care and support requires ongoing education, awareness, and a commitment to change.

In this episode, Matt interviews Catherine Ritchie, the Wellbeing and People Experience Manager at Clifford Chance. Catherine shares her journey in the wellbeing and people experience space, starting from her university days studying business with marketing. She discusses her experiences working in different organizations, including Bulb and Checkout.com, and how she developed employee value propositions and strategies for enhancing employee experience. Catherine emphasizes the importance of listening to employees and involving them in the design of wellbeing initiatives. She also highlights the significance of language in creating safe spaces and nurturing authenticity in the workplace. In this conversation, Catherine Ritchie discusses the challenges and opportunities of working globally. She shares her experiences working in different countries and the impact of leadership and culture on employee well-being. Catherine emphasizes the importance of listening, understanding different perspectives, and collaborating with colleagues in different locations. She also highlights the need to challenge assumptions and communicate effectively to create a sense of community and shared purpose. Catherine predicts that the future of the well-being profession will involve a growing understanding of workplace differences, a focus on personalization, and the integration of AI technologies. Takeaways Wellbeing and people experience roles often involve creating employee value propositions and strategies to enhance employee experience. Listening to employees and involving them in the design of wellbeing initiatives is crucial for success. Language plays a significant role in creating safe spaces and nurturing authenticity in the workplace. Understanding the unique needs and challenges of each organization is essential when developing wellbeing strategies. Failure is a part of the journey, and learning from mistakes is valuable for personal and professional growth. Working globally presents challenges and opportunities, including differences in perspective, culture, and leadership impact on employee well-being. Listening, understanding, and collaborating with colleagues in different locations are essential for effective global work. Challenging assumptions and communicating effectively are key to creating a sense of community and shared purpose. The future of the well-being profession may involve a growing understanding of workplace differences, a focus on personalization, and the integration of AI technologies.

Jake Sanders, Global Employee Wellbeing Lead, discusses his role in designing wellbeing strategies for a global organization. He shares his personal journey from a failed sports scientist to a wellbeing coach and highlights the importance of passion in this work. Jake emphasizes the need for employers to prioritize employee wellbeing and the potential impact on public health. He explores the challenges of measuring wellbeing and suggests rewarding individuals and teams for creating a supportive work environment. The conversation also touches on the concept of wellbeing as an outcome of work and the balance between pressure and performance. The conversation explores various themes related to well-being in organizations. It discusses the challenges of managing utilization levels to avoid burnout risk. The measurement of well-being is examined, highlighting the need for more complex measures beyond single numbers. The conversation also delves into incentivizing well-being and the role of managers in creating inclusive environments. The distinction between centralized and localized well-being strategies is explored, along with the importance of shared accountability. The role of organizations in providing tools and role modeling behaviors is emphasized. The future of well-being includes personalization and continuous learning, with a focus on having a clear standpoint in approaching well-being. Takeaways Designing a wellbeing strategy requires considering the diverse needs of employees across different geographies and roles. Passion for wellbeing and a desire to create change are key drivers in this field. Employers have a moral obligation to prioritize employee wellbeing due to the significant amount of time spent at work. Measuring wellbeing and its impact on performance is a complex task that requires robust measurement tools and a focus on outcomes. Utilization levels should be managed to balance performance and burnout risk. Well-being measures should go beyond single numbers and consider complex factors. Incentivizing well-being can be effective in driving behavior change. Managers play a crucial role in creating inclusive environments and supporting well-being. Organizations should provide tools, time, and environments for well-being and role model behaviors. Personalization and continuous learning are key aspects of the future of well-being. Having a clear standpoint and perspective is important in progressing a career in well-being.