ZERO Data and Evidence Has a Negative Impact on Standards and Quality in Mental Health and Wellbeing.
There is a whole plethora of advice, suggestions, and beliefs of what we should do for our mental health and wellbeing; top tips for looking after yours or someone else’s mental health. It is an absolute maze of information to sift through, the range of solutions are mind blowing. We have taken a sample of what is currently out there for people to navigate at their time of need.
• Mental Health First Aid Courses
• 7 Top Tips for Managing your Mental Health
• Yoga and Mental Health
• Young People and the Impact of Coronavirus
• Unemployment Advice
• Financial Advice
• Domestic Violence
• Relationship Issues
• Loneliness Advice
• Suicide Advice
• Coaching Support
• Mentoring Support
• Faith and Spirituality
• Green Spaces
• Exercise and Nutrition Advice
The above list is by no means exhaustive, we could produce a spreadsheet of different options, advice, and suggestions. The services and solutions may be the best solution, top quality, matches your requirement and has an impact on your situation. Helps you to achieve your goals and supports you through a challenging situation.
• How do you know what to choose and what works?
• How do I match the right solution to meet the people’s requirements?
• How do I get the best return on my investment? (limited budgets mean that I must get the best available services that match what people are looking for)
• How to I track the impact so that I know it is making a difference?
Financial and Non-Financial Benefits
The Wellbeing Umbrella – Where do I Start?
The wellbeing conversation is at the forefront of everyone’s mind. The conversation around mental health and wellbeing is now a much easier today than it was a couple of years ago. Organisations vary in their approach to wellbeing, from token gestures (bring fruit to workday, dress down Friday, etc), through to mental health and wellbeing being a key strategic priority, and everything in between.
Staff Engagement – Confidentiality and Anonymity and Critical
Good organisation are keen to support their employees through challenging times. Reduce workload, adjust working hours, give flexibility, etc. We enjoy an 85% engagement rate, because we are independent, we guarantee anonymity and confidentiality and meet the GDPR regulations. For an employer, the anonymity element is a tough one. Staff engagement is critical, a person would never come forward if you do not offer anonymity as a guarantee, they would invariably suffer in silence, potentially effecting every other parts of their lives. People are immensely proud and still see things like mental health, domestic abuse, financial issues, relationship problems as very private and would cringe at the thought of their employer, HR or colleagues knowing that type of information. Without that guarantee and the fact that we are independent, you simply would not get the staff engaged. 85% engagement rate gives a robust set of data and a true reflection of people’s views and requirements.
If an employee has indicated that they require mental health support, the therapist will always ask the question about sharing their concerns with their employer. However, it remains their legal right to protect their data and anonymity. It’s about having trust and faith in your wellbeing partners, who set the standard in relation to quality, qualifications, compliance and to ensure that we report back with the data and evidence that will enable dialogue around the key indicators that come up as part of the data. E.g. cultural issues, training needs, awareness, etc.
Evidence and Data Drive Quality and Professional Standards
Discovery Dialogue – Matching People Requirements to Solutions
Contact our CEO John Williams for your free wellbeing consultation
Tel: 07425 558130