A brief look into a manager’s role in fostering positve mental wellbeing in the workplace

Posted on November 29, 2016 by clarehaddow

An EU Labour Force Survey found that nearly 10 million working days are lost due to stress, anxiety and depression, at an estimated cost to businesses of £13 billion per year through loss of productivity and sickness pay [1].

The Trade Union Congress (TUC) says that, in the UK on average, an employee becomes ill through work-related stress every 2 minutes [2]. Symptoms of which can become apparent both through physical and mental attributes.

For many, working environment has a huge affect on mental wellbeing. If an element of negativity exists between an employee and manager, either through an abusive or neglectful relationship, this can have a lasting and deep impact on an employee and the business as a whole.

Increasing research throughout the last few years has made evident that strong and reliant leadership is crucial in sustaining positive mental wellbeing in the workforce. The practical application of which revolves around:

developing a supportive organisational workplace culture that values respect and open dialogue
managers seen to be leading by example
proactively managing potential issues in a considerate and responsible manner, through regular team consultations where participation is encouraged.
as well, offering personal chats in a relaxed environment where a manager can get a sense of the individual and what motivates them both in terms of career development and their day-to-day life
managing conflict through seeking any necessary advice, from HR and/or Occupational Health

The more an employee feels valued and supported by their manager, the more confident they will feel in managing their workload, relationships with colleagues, and general work/life day-to-day balance. They are also more likely to feel comfortable in approaching their manager if an issue does arise, knowing that that they will be treated with consideration and respect.

[1] Labour Force Survey | Eurostat

[2] Every 2 Minutes a Worker is Made Ill Through Stress at Work | TUC

Do you have what it takes to be a Workplace Challenge Champion?

Posted on May 31, 2016 by clarehaddow

What is Workplace Challenge?

Workplace Challenge is a partnership programme with the British Heart Foundation offering a series of training sessions across the UK that delivers a hands on approach to improving health and wellbeing within a workforce.

It encourages a person, or two, within an organisation to adopt the role of workplace challenge champion, and with a full day training session provides them with the “skills, confidence and resources to promote better health and increase participation in sport and physical activity“[1].

Why is promoting health and wellbeing at work important?

Having a healthy workplace environment is both good for mental and physical wellbeing.

The average person spends around 60% of their waking hours at work.

It’s estimated that the annual economic costs to businesses of sickness absence is over £100 billion, with around 23 million working days in the UK lost due to work-related ill health [2].

The benefits of having a healthy and active workplace can lead to improved morale, increased productivity, reduced absenteeism and presenteeism, and increased staff retention.

What does it mean to be a Workplace Champion?

Being a workplace champion might be part of your job permit, or you might simply be keen to promote wellness amongst your colleagues. The idea is that you are there to support your colleagues in an active lifestyle, organise activities, and be a point of contact if they’re looking for advice on how to increase their activity.

What to expect from Workplace Challenge training:

Workplace Challenge is an interactive workshop, so you are encouraged to come dressed for casual movement. Throughout the day you are introduced to a number of resources available to businesses specifically designed to promote activity in the workforce, which can be recorded through the Workplace Challenge website. Sports and activities ranging from tennis to volleyball, from table tennis to running.

The course also provides advice on how to introduce the Workplace Challenge into an organisation, and how to gain support and commitment from both employees and employers. Information is provided on how to write and submit a business case to senior staff in order to introduce the programme, as well as highlighting case studies of programmes that have already proved successful.

The day is also a great way to meet others who are promoting health and activity in the workplace, and share experiences and ideas of what has worked well so far for yourselves and others.

The cost of the full-day workshop is £50, which includes a Health at Work pack, and lunch & refreshments.

Workplace Challenge Website: http://www.workplacechallenge.org.uk

The website offers news on upcoming events in and around local areas, as well as contact details of local sport organisations and trusts.

There is a great online free activity log, where you can track all your activities and compete in self-set challenges or challenges with colleagues and friends. And there are prizes and incentives for completing challenges. As well as some fun little quirks, including a count of how much C02 you’ve saved in being more active.

Workplace Challenge also has an app to go along with the online Activity log, which means you can track your activities on the go.

[1] http://www.workplacechallenge.org.uk/training

[2] http://www.hse.gov.uk/statistics/dayslost.htm

NHS England to deliver tailored diabetes prevention scheme

Posted on May 16, 2016 by clarehaddow

This year NHS England are launching ‘The Healthier You: NHS Diabetes Prevention Programme’ (NHS DPP), the first nationwide programme of its kind to help prevent the development of Type 2 diabetes.

Type 2 diabetes currently costs the NHS around £8.8 billion a year, which is just under 9% of its annual budget. It’s a leading cause of preventable sight loss, especially in those of working age, and also contributes to heart attacks, strokes and kidney failure.

It is thought that around 5 million people in England are currently at risk of developing Type 2 diabetes, but that with the roll out of the ‘Healthier You’ programme, this number could be seriously reduced through preventative measures. The hope is to offer up to 100,000 people a year in England tailored help on how to change up their lifestyle habits in order to become healthier and more physically active, as evidence has shown that “behavioural interventions, which support people to maintain a healthy weight and be more active, can significantly reduce the risk of developing the condition”.

Tips for reducing the risk of developing Type 2 Diabetes

Posted on May 16, 2016 by clarehaddow

The NHS estimates that around 5 million people in England are currently at risk of developing Type 2 diabetes. It’s a huge contributor to preventable sight loss in people of working age, heart attacks, strokes and kidney failure, as well as leading to around 100 amputations a week and 20,000 early deaths a year. But unlike Type 1 Diabetes, the development of Type 2 can be avoided through preventative measures, of which there are many little ones that can be incorporated into everyday life.

Eating consciously

about 10 mins before a meal drink a glass of water, this will help you to feel less hungry whilst eating
use smaller plates to dish up a meal, encouraging smaller portion sizes
enjoy your meals away from distractions, such as television which can distract from being conscious of how much you’ve eaten
keep the serving dishes away from the table, you will be less likely to reach for seconds, and more aware of the fact if you get up for them
eat more slowly and give your stomach time to feel full. It often takes the body around 20 minutes to feel full after having eaten
try to ensure that at least half of your meal is made up of vegetables
half a dessert with a partner or friend
keep a water bottle on you throughout the day. Water is great for curing hunger pangs and will also keep you hydrated, helping you to stay feeling fresh
make a list of the things you need from the supermarket before you go and stick to it
eat a handful of nuts or some fruit before heading out for the weekly shop, to avoid feeling hungry and tempted in the supermarket
read the nutritional labels on food packaging, you may become aware of a higher salt content for example than you had imagined, which might influence your purchasing decisions in the future
read a book instead of unwinding with television, if you’ve seen a trailer for a film coming out that you think looks good, see if it’s based on a book. You’re much less likely to snack whilst holding a book and hopefully if you’re enjoying the story, you’ll be distracted from thinking about snacking
if you find yourself mindlessly opening the fridge or snack cupboards, pause and consider if you’re actually hungry or just grazing

Moving around

listen to upbeat music whilst doing chores and cooking dinner, you’ll likely find yourself dancing along, and feel good songs are great mood boosters
try some YouTube workouts and/or yoga, there are many for all ages and stages. They’re free, varying lengths, and often presented by professionals, who will talk you through particular moves and their benefits
walk about whilst your on the phone. A 20 minute phone call can lead to over 1000 steps, a 1/10 of the daily recommendation (10,000 steps)
whilst waiting for the kettle to boil or the toaster to pop, strengthen your muscles by doing some squats or arm stretches

Further resources and reading:

Can you reduce the risk of diabetes? | Diabetes UK

Diabetes: Reduce Your Risk of Getting It | NHS

Line Managers role vital in the return-to-work process

Posted on April 8, 2016 by clarehaddow

A recent poll conducted by XpertHR of 339 employers found that the most effective means of reducing long- and short-term absences is to have line managers take a more active role in engaging with the return-to-work process.

Here we look at some of the ways in which line managers can be effective in doing so.

Research funded by the British Occupational Health Research Foundation concluded that line managers attitude and behaviour towards employees returning to work is a key component to ensuring that their return is successful.

During an employee’s absence, especially if it’s long-term (4 or more weeks of continued absence) it’s important to communicate regularly with them either via telephone or email, allowing for the general focus of the conversation to be centred around their wellbeing, but also offering work updates so as to make sure they still feel a part of things.

It’s important to reiterate that the company will support an employee during their absence, and offer reassurance that their job is there for them when they return, and that they shouldn’t feel pressured to return before they are ready and well enough to do so.

Before an employee returns to work talk them through the return-to-work process, which may initially include assigning lighter duties and/or a phased return.

When an employee returns to work, make sure to meet with them on their first day back, to check in with them and make sure they are comfortable with any procedures and/or adaptations that have been made to their role in facilitating their return; and also to assure them that as their line manager you are there for them if they need to talk – it’s important to encourage an open line of communication. Be proactive, and arrange further meetings, which while remaining objective, don’t have to be in the format of a formal sit-down.

As a line manager you should feel comfortable in seeking further information and/or advice, either from HR or occupational health about an illness affecting an employee, and what practical adjustments can be made to help facilitate their return to work. Although it’s good to keep in mind that the most important role you can have as a line manager in an employee’s return to work is not to be all knowing regarding their condition, but to be approachable, sensitive and accessible.

Certain Self-Employed Individuals Due to be Exempt From Health and Safety Law

Posted on August 26, 2015 by clarehaddow

From 1 October 2015, health and safety laws will no longer apply to individuals who are self-employed and whose work activities pose no potential risk to the health and wellbeing of other employees or members of the public.

This change in the law is a result of a recommendation from the Löfstedt Review which was published in 2011. HSE believes this change in the law will apply to around 1.7 million self-employed people, from graphic designers to confectioners.

For further details about what this may mean for you, please visit www.hse.gov.uk

Many Employers Unaware of DSE Regulations

Posted on May 17, 2015 by clarehaddow

Research recently conducted by Specsavers has highlighted that less than half of employers (47%) throughout the UK are fully aware of regulations regarding Display Screen Equipment (DSE).

The Health and Safety (Display Screen Equipment) Regulations 1992 require employers to protect their employees against health risks associated with using display screens. The constitution of use is regarded as any employee who works regularly with DSE for continuous periods of an hour or more.

What are the health risks associated with DSE?

Eye strain and headaches
Upper limb problems (aches in arms, elbows, wrists, hands, fingers and neck)
Fatigue and stress

What are the responsibilities of employers with DSE users?

to analyse and access workstations to reduce risks
to ensure controls are in place
to provide information and training
to provide eye examinations on request and glasses if needed for DSE use only
to reassess workstation when DSE user changes

CHOHS Ltd offers half-day DSE assessor training courses at client sites. For more information email [email protected].

CHOHS Ltd Team Update

Posted on May 12, 2015 by clarehaddow

We are delighted to announce that as of April this year Dr Rajan Bowri is working with us as an independent Occupational Health Physician. He brings with him a wealth of experience and a charismatic and pragmatic approach to the delivery of Occupational Health.

Bristol Patient Safety Conference 2014

Posted on August 4, 2014 by clarehaddow

Bristol Patient Safety Conference 2014:

On Friday 16^th May 2014, Clare Haddow gave a talk at the Bristol Patient Safety Conference held at Engineers House.

In an interview on the conference blog, Dr Harriet Treacy commented on that Clare’s talk, ‘resonated’ with her, highlighting the importance of Occupational Health.

Below is an extract from the interview. For the full interview visit: http://www.bristolpatientsafety.com/blog.html

Did you find inspiration or information in other talks that will stay with you?

The talk by Clare Haddow on the importance of taking care of staff health was one that resonated with me. I believe occupational health will increasingly come onto the radar of those concerned with patient safety; in a service-driven provision such as the NHS you need to make sure the people delivering the care are in the peak of their health. If you do not take care of staff health you are jeapordising the patient’s health. Her talk covered coping mechanisms for dealing with stress, which included health promoting options such as exercise as well as those which are not, such as alcohol and smoking. I made a conscious decision to join a rowing club and to train for a marathon as part of starting work because I knew I was entering a very demanding profession.

The first thing when looking at staff welfare is awareness; people need to become aware of the stress they are experiencing in order to take steps to mitigate it. I think this is an area that will come to the fore. In my view patient safety has to start with a healthy workforce. This needs to form part of a proactive long-term view of patient safety improvement.

Fond Farewells and New Arrivals