Mental Health At Work

How do we implement the Mental Health At Work commitment?

Where are the gaps in our mental health strategy?

Are we measuring mental health needs accurately?

What’s the most effective way to help managers support their teams?

 

Mental Health At Work is a consultation service to support HR and Wellbeing teams implement the Mental Health at Work commitment. The service is designed to;

  • Help you implement the Mental Health at Work commitments six standards

  • Measure how your organisation is currently doing and identify areas for improvement

  • Create a simple plan to remedy the most important areas - maintain legal commitments and organisational behaviour

  • Help you make the Mental Health at Work commitment if you are yet to do so

HR teams are often understaff and over stretched. The responsibility for staff mental wellbeing has never been bigger. The societal needs have never been greater. We are here to help in way that meets your need. We tailor our response to your aims. This could be a 1 hour meeting to help you do an initial review. It’s oft

The key word is ‘effective’. All organisations have some kind of wellbeing strategy. The challenge for most is that they know they should probably be doing more around mental wellbeing (due to both national and internal stress data) but they are not exactly sure what to do. What's the most effective route for us? That's the question the Mental Wellbeing Review will answer. Helping you save time and budget. But most importantly, meeting staff needs more effectively.

What the CIPD say about the importance of wellbeing strategy - more here

  • Investing in well-being can lead to greater resilience, innovation and productivity.

  • HR professionals are pivotal to steering the health and well-being agenda.

  • Good leadership and management practices are required to successfully implement a well-being strategy.

  • Well-being strategies need to be tailored to the organisation’s unique needs and characteristics.

 

"Most organisations are pretty good at increasing awareness around mental and physical wellbeing but not so good at delivering effective behaviour change. - Effective behaviour change is our niche."

 

Effective Outcomes

  • Staff self manage stress and strengthen resilience.

  • Create simple processes that mean all managers (irrespective of managerial ability) will be equipped to support staffs mental wellbeing more effectively.

  • Use peer support to increase physical activity.

  • Increase engagement.

  • Genuinely increases retention and reduce turnover.

  • Reduce time off sick.

  • Make the same budget go further.

 

How It Works

  • Book in your organisations Mental Wellbeing Review.

  • A date is organised for Tiny Pause founder Sam Thorogood to come on site to meet with the HR (or H&S) team and then separately with a group of staff to identify the main challenges.

  • A specific set of Mental Wellbeing Review questions are sent out to staff via email. We have learnt which questions elicit the most effective response. The standard wellbeing surveys do not, unfortunately, contain many of these questions.

  • A report is sent to you with a list of recommendations based on the MED methodology; In order of effectiveness, the Mental Wellbeing Actions which are going to help your organisation get the most effective return on it's investment.

  • You have the option to meet your Mental Wellbeing Needs internally or pay for professional support. The most important thing is action that helps shape positive behaviour change in your teams and organisation.

Cost £500

 

Have a question? Please ask.

Some of our clients: