O'Connor (2016) Engaging workers with maintaining their own wellbeing

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Text of O'Connor (2016) Engaging workers with maintaining their own wellbeing

  • Engaging workers with

    maintaining their own

    wellbeing

    Frank OConnor

    1

  • Many larger workplaces now have

    wellbeing programmes

    o Small workplaces too

    o What can we learn?

    Reports, experience and

    observations from almost 100

    New Zealand organisations

    o Diverse aims / outcomes

    Aspiration and achievement

    Problems and expectations

    2O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p2 of 19.

  • Information from

    Construction firms

    o noticing and responding to change in mental health in self, workmates, contractors and customers in separate programme for staff and safety-accountable managers

    Disaster responders

    o training special assistance team members in recognising and responding to mental illness and distress symptoms found near critical incidents

    Elite sportspeople

    o player self-assessments of mental health, pressure or stress; symptoms of common illnesses with tools and strategies for each; giving and getting help from team-mates

    Emergency services

    o awareness of common mental illness symptoms and responses, self-care and fitness for work

    3O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p3 of 19.

  • and from

    Farming sectoro farm owner/manager awareness

    of own and family mental health symptoms, strategies; sources of further help

    Health promotion agencieso staff and stakeholders; how to

    maintain and recognise whats done now by individuals and teams to keep current levels of wellbeing; enhancing wellbeing; assisting recovery of wellbeing

    HR & H+S managerso what mental health or illness

    is; identify loss at work; managing alongside injury or wellness

    Law keeperso challenging conversation

    training for managers with employees about alcohol and drug use

    Manufacturerso respond to mental distress

    and illness; consent- and help-finding to risk-management

    4O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p4 of 19.

  • and also from

    Occupational health professionalso seminars on reducing their own

    and their workforces losses to distress, fatigue and burnout

    Power sectoro training all staff in recognising

    change in mental health and safety behaviour; awareness of common illnesses and safety responses; intervening in bullying; managing fatigue

    Safety-critical transport operators

    o training to notice, assess and respond to changes in own and staff mental fitness for work; mental health awareness in self and others, including passengers

    Territorial local authoritieso workshops on common losses

    of mental capacity for work and using strengths still present; accommodating similar in members of the public

    5O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p5 of 19.

  • Expectations

    Obviously

    o The case of each

    organisation is different

    o Any data available are / will

    be incompatible

    What gains or concerns

    might we expect to find?

    o To what extent can we say

    it's money well spent? Did they spend it again?

    6O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p6 of 19.

  • Diverse Aims and Outcomes

    o Making workplaces, systems and staff the best they can be

    o Reducing barriers and promoting the values of health and wellness

    o Embed science-based wellbeing habits into your organisation that will increase the happiness of your team (at home and at work) and boost engagement, productivity and creativity

    Outcomes seem desirable:o Know myths and truths

    about mental illness and mentally healthy workplaces

    o Identify what ways of working are effective and safe every individual

    o Find sources and kinds of stress and how to some can be used to good effect

    o Pursue mentally healthy ways of working with others

    7O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p7 of 19.

  • A Taste: Working Well Together

    Research shows that a major source of workplace stress is other people

    o Reflect on the impact of behaviour on others in diverse, complex work settings

    Outcomes:o Know what affects

    relationships at work

    o Recognise positive and negative influences of stress when working with others

    o Use positive communication tools in their own situations at work

    o Have strategies for dealing with difficult situations

    o Understand what makes a resilient person

    8O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p8 of 19.

  • and in Call and Contact Centres

    Call and contact centre

    work has grown rapidly

    o But shift-work causes fatigue

    which:

    Increases accidents

    Decreases productivity

    Affects mood and eating

    Lowers resistance to illness

    Reduces effective teamwork

    Practical and effective tools

    and strategies:

    o Maintain or regain good

    mental health

    o Sleep and eat well

    o Reduce stress and fatigue

    o Reduce impact of shift

    work on social and family

    life

    o Keep relationships with

    people working differently

    9O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p9 of 19.

  • For Managers Leading Staff

    Balancing risk management

    in the light of:

    o mental harm section of HSE Act

    o employees rights to health and privacy

    o cost-effectiveness & productivity

    Managing to get work done

    while managing the impact of:

    o organisational stress

    o individual distress

    o myths and misunderstandings

    o ineffective communication

    Outcomes:

    o Describe mental healthiness in this workplace

    o Notice positive and negative stressors and stress responses

    o Recognise the characteristics that keep a person resilient

    o Work with tools to help people to rise again after a setback

    o Communicate better

    o Maintain what is working well for staff in this workplace

    10O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p10 of 19.

  • Managers Guide to Mental Illness

    Mental illness is more common in the community and it makes sense that it is a growing issue at worko Unfortunately there are a lot

    of myths and fears around people who experience mental illness

    o increase managers' ability and confidence in dealing successfully with the issues that may (or may not) arise

    Outcomeso Understand how and

    where mental illness occurs

    o Know their role with respect to staff with a mental illness

    o Aware of stigma and discrimination

    o Manage at-risk employees

    o Take action when needed

    o Familiar with workplace law relating to mental health

    11O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p11 of 19.

  • Perhaps that is too much

    Rising to the challenge of

    real work:

    o Balancing personal and

    workplace needs

    o Knowing what to do when the

    pressure is on

    o Maintaining safe ways of

    working for all

    Self-assess and discuss:

    o How I am at work and

    beyond

    o How I maintain well-being

    o What balance looks like

    Find ways to:

    o Use stress positively

    o Keep life in balance

    o Address key challenges

    o Cut unhealthy practices

    12O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p12 of 19.

  • Aspiration and achievement

    With goals of improving

    the work and the

    workers, what do they

    actually achieve?

    o Aspirations and results rarely compared

    Anecdote prevails

    Unwilling to ask?

    Unwilling to pay?

    o Most achieved: recoveryMeasures of increased resilience?

    Weak link from engagement?

    Are aspirations too diverse?

    13O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p13 of 19.

  • Good Delivery in Summary

    Wide range of topics

    o Work and family balance

    o Capacity for working smarter / better

    o Shift work and sleep

    o Food and mood

    o Innovation and creativity

    o Productivity and balance

    o Aging in the workplace

    o Coping with change

    o Common illnesses: distress, depression & anxiety, abuses

    o Capacity for safe work

    Competing goals

    o Maintain and recognise current levels of wellbeing

    or

    o Build and enhance wellbeing organisation-wide

    or

    o Assist recovery of employees who have lost wellbeing

    Variances matter

    o Examples vs population data

    o Issues raised vs strategies

    o Practical tips vs intentions

    o Mental health vs illness

    14O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p14 of 19.

  • Notice Assess Respond

    What do we do when our people become:

    o Agitated

    o Bullies

    o Down

    o Distressed

    o Incommunicative

    o Worried

    O'Connor (c) 2016 - Engaging workers with maintaining their own wellbeing p15 of 19.

  • Keys to Effectiveness

    Limit your scope

    o Work and family balance

    o Capacity for working smarter / better

    o Shift work and sleep

    o Food and mood

    o Innovation and creativity

    o Productivity and balance

    o Aging in the workplace

    o Coping with change

    o Common illnesses: distress, depression & anxiety, abuses

    o Capacity for s