Our Framework and Strategy For Positive Mental Health And Wellbeing In The Workplace
SPW is actively committed to promoting positive mental health. As part of the Wellbeing Workshops, funded by The National Lottery Community Fund, we worked on creating a framework and strategy for promoting mental health in the workplace.
We felt that as we emerge from the pandemic, it’s time to look at all of the different approaches and ways of working that promote positive mental health. We worked with staff, volunteers and single parents to build what they need for a mentally healthy workplace.
We wanted to share this not just internally within SPW but to other organisations that can work on making changes, especially for single parents to thrive in the work place.
We would like the workplace and mental health to be alongside each other, not just an add on or extra. Companies can weave mental health into everything they do that they are proactive in building a resilient workforce with a great work life balance, rather than dealing with mental health once it is at crisis point.
Single Parent Wellbeing’s Commitment:
Our shared goal is positive mental health and wellbeing and a productive workplace.
Connection
Create a connection between managers, staff, partners, funders and single parents. Building a culture with a sense of connection and closeness as a team. We openly talk about mental health, have check ins and have opportunities to build on connections made. Promoting ‘buddy up’, Mental Health Lead and Wellbeing Wednesdays.
Community
Ensuring that the values of SPW align with staff and volunteers. Build on our community of like minded people, including other organisations. Supporting each other if we are feeling overwhelmed and our mental health is suffering. Celebrate our achievements and recognise individuals and organisations for the great input into making our community thrive.
Collaboration
Making sure that managers provide a flexible and creative way of working. Coproducing everything we do and constantly evolving and changing the way we work. Having an individual approach to what we do, providing flexible working environment, using the power of our network, and each member of the team learning from each other and our single parent members.
Calm
Understanding the need for privacy and a work life balance. Ensuring that members of staff can work from home, that there are quiet days in the office. That staff can mute the Google Chat if it is becoming overwhelming. Members of staff display their working hours on their email signature. All members of staff model not texting late at night, and using scheduling software to send emails or enquiries if they are working in the evening.
We will:
Promote a culture of compassion, empathy and positive regard
Recognise and celebrate the valuable asset that is our staff and volunteers
Support flexible working/ hybrid model
Take a peer-led and coproduction approach to embedding a wellbeing strategy
Reduce discrimination and stigma
Tackle the causes of stress in the workplace
Support and train managers
Understand and take account of the impact personal issues can have on mental wellbeing
Communicating about mental health in the same way as physical health
As a pioneer model of support, SPW can offer:
Change your environment and work from a cafe, whether it’s with a manager or colleague the change of scenery can make a world of difference.
Bring your pet to the office - everyone will enjoy the company of your loving pet- really good for mental health too.
Book something like Yoga. Or something on our resilience list that we need for an hour.
Slipper day. Arrange the office to have slipper day! Cosy feet means a productive mind and a happy you.
Providing social activities for our team. We work hard and then we go have fun, unwind and bond- let us know your suggestions
Buddy up, and go through the highs and lows together. Team members who have a workplace buddy are seven times more likely to be engaged and productive at work than those who do not. (everymindatwork.com)
We have a Mental Health Lead that you can chat and confide in around your mental health
Team coffee breaks. Little moments to rest our minds and remember to look after ourselves and each other. We have a monthly Wellbeing Wednesday, where we have a chat (not about work) and cake!
Check ins-before we go into our hard core meeting mode - we mustn’t forget to check in first. How are we doing? How are we actually doing?
Natural light and sunshine. The dreariness of the weather can dull our days down or bring you into a period of seasonal depression. We have made sure our office has lots of natural light and we invite you to take regular breaks and get outside for natural light. Lots of studies show that the morning light (even if it’s cloudy) before 11am is best.
Prioritise work load- work can get busy and so to not get overwhelmed, catch up regularly to prioritise workload. Voice that you feel overwhelmed.
Come into the office at least once a week to get human interaction and bond with team members. Plus have a nice herbal tea or warm drink.
Model privacy and a work life balance by displaying working hours and not answering late night texts.
Every Wednesday is a ‘calm day’ in the office, candles burning, relaxing music and promotion of quiet talking and communication during this day.
Flexible working around mental health may mean:
● individuals may need more regular breaks
● a phased return and less hours at their return to workplace
● review absence guidelines and limits for those with disability-related sickness absence and limits for those with disability-related sickness absence
● agreement to give an employee leave at short notice and time off for appointments related to their mental health, such as therapy and counselling.
Individuals working at SPW (paid and voluntary) are encouraged to be self-aware and ask for help when needed. With the support of the organisation, they will strive to:
● Value and look after their wellbeing
● Develop and use positive coping strategies
● Identify the triggers that lead to stress
● Engage with line managers
● Take notice and support colleagues
Managers are informed and open to conversations with their staff. They will (See Manager’s Guidance for further information):
Build positive relationships with staff
Have confidence and knowledge in managing mental health
Take a person-centred approach to planning work with individual team members
Make use of SPW’s flexible working and other resources to promote wellbeing
Handle difficult conversations effectively and support work-life balance
If you are interested in finding out more about our framework and strategy and how this could be implemented in your workplace then get in touch!