More than ever it is important to connect with our teams and check in on their wellbeing. These practical guides are ready for you to use and put into practice with your teams.
Team wellbeing action plans – develop and use them
On Staff Zone there are many hints, tips, and advice to have a read through. There are videos and advice from other organisations such as the Kings Fund, MIND, along with mini guides for managers, and staff.
If you want to talk – we are here to listen. Be there for them and listen
- Observe – Connect – Listen – Act
1. Take care of yourself – access your own support mechanisms
2. Take care of your team/s
3. Provide clear communication and direction
4. Make sure each person understands their job and provide any necessary training
5. Listen, Listen, Listen
6. Get difficulties and resistance out in the open
Caring for your teams
Help yourself to help your team and attend our new wellbeing development programme for line managers
- Five two-hour virtually delivered sessions
- Time for you to pause, reflect and recharge
- Focus on building yours and your teams health and wellbeing
- Supporting your wellbeing now to prepare you for the future
Sessions include:
- The mentally healthy leader
- Creating a mentally healthy work environment
- Having mentally healthy conversations
- When things aren't ok
- Caring for your team during change and transition
If additional specific or bespoke sessions would be of a benefit please contact Rachel Holden.
We all experience stress differently in different situations. Sometimes you might be able to tell right away when people are feeling under stress, but other times staff might keep going without recognising the signs. Stress can affect us both emotionally and physically, and it can affect the way we behave.
Are there any behaviours things being said from members in your team that aren’t usual? Some signs could be; finding it hard to make decisions; constantly worrying; avoiding situations that are troubling them; snapping at people; unable to concentrate; being tearful or crying.
In one-to-one’s, or in team meetings make time to ask and listen to any concerns staff may have.
Have team discussions and listen to everyone’s views
Some people may sit in the background at team meetings, while others can be more vocal in opinions. Ensure you pick up on what everyone has to offer, and they feel included and listened to.
Help people to connect with and access services
Make sure you know where to direct staff to if they have a need to connect or access services that we offer. There are a host of options on StaffZone on the hub to help all staff.
Give information about coping
If any team member is struggling for whatever the reason, direct them to the best place for information to help them. In the wellbeing hub on StaffZone there are lots of ways to help depending on the situation.
Provide clear communication and direction
Ensure that staff are clear about their roles, and they understand how information is communicated within the team. Help team members to know where to get further information and help in the different parts of StaffZone as a start.
In team meetings maybe have clear agendas of what is being discussed, give opportunities of raising a topic themselves, do the team know any values, or goals working to?
Staff morale doesn’t simply translate into how happy your team are; it’s a direct reflection of how the culture is, how well you and other leaders are communicating with your team, and how effective a manager you are. Some ideas to help build morale could be; encourage ongoing one-on-ones; give staff the tools to ask for feedback; show staff how much you appreciate them; say well done and thank you even on what may seem a small thing; don’t forget to have fun, maybe make time in a team meeting to have a small non work related discussion that is a bit more light hearted.
Most staff want to be recognised to be contributing members of a successful team. Give positive feedback, the easiest way to start is to see team members doing something right and comment on it, give feedback, praise or thank them.