Part 7: Putting it into practice

How to build a wellbeing support network in your workplace

Workplace wellbeing support needs to be a genuine part of the fabric of the organisation. It’s about creating an environment where people feel understood and able to ask for help whenever they need it. It’s also important that a support network is simple to manage so that it has longevity and becomes a familiar part of the company’s culture.

There are lots of kinds of support and different ways to access it – here are a few ideas:

Processes and people

If someone is struggling at work, make it clear what they can do. Who should they speak to? What’s the process? Whether it’s line managers, HR, or wellbeing champions, people need to know where to turn. A buddy system can also help – especially for new starters or those working remotely. Larger businesses might have Employee Assistance Programmes (EAPs) or in-house counsellors. Smaller ones can still do plenty with the right mindset and a bit of creativity. Whatever your organisation offers, make sure it’s documented, promoted and made available to everyone.

Signposting

Start with the basics. Leaflets and posters might seem old-school, but they can be a quick and visible way to let staff know what help is available. Make sure you’re signposting people to the right places – whether it’s internal support, like a mental health first aider, or external resources such as webinars and support groups – both online and in real life.

Resources

There are many resources available to us and sometimes it’s just a question of knowing where to look. You could set up a dedicated resource hub. Again, this could be a physical library or online with useful links and downloads – whatever best suits the dynamic of your specific workplace. A good place to start is to cover the most common areas of wellbeing that your team might need support with - and then build the collection of information over time. It’s amazing how quickly you can build a set of resources from scratch.

Many of the leaflets and downloads you might want to include in your workplace hub probably already exist via issue-specific websites such as Mind, StepChange, Stress Management Society, British Dyslexia Association, ACAS and more. 

Maybe consider leaflets, links and support groups for commonly experienced issues to get going. If you are thinking of building online resources you could pick one theme per month, such as:

• Anxiety

• Work related stress

• Workload and time management

• Physical concerns

• Financial worries

• Inclusion and accessibility

• Loneliness and belonging

• Training

  
  

Training and learning

You could offer short courses or lunchtime sessions on mental health awareness, stress management, assertiveness or resilience, for example. These don’t need to be intense, detailed or overly formal – sometimes a relaxed session with a cuppa can make all the difference. The key is to make it part of everyday work life.

If you don’t have the resources to create sessions, you could use some existing materials from a variety of wellbeing at work sources. Researching them online will give you many options. Be sure to credit any external resources you use with their originator’s details. You could also back up any online activities by sharing details of local support groups.

Another option is to simply host ‘wellbeing get-togethers’ where colleagues can have the opportunity to talk, enjoy some down-time and share experiences. Lots of companies offer lunchtime yoga sessions or walks to provide a change of scenery and the chance to team-build and develop stronger relationships. This could also provide the right place for people to offer assistance to others.

How are you?

Regular check-ins are vital – not just work-related conversations, but to try and assess how people are actually feeling. Never accept ‘fine’ – ask a few questions and find out a little more than the usual, expected responses. These informal chats can identify problems early before they escalate and become bigger concerns.

Workplace wellbeing isn’t a one-size-fits-all approach – but it’s absolutely worth the effort, for everyone.