The recent ‘Thriving at Work Report’, co-written by Paul Farmer, the CEO of mental health charity, Mind and Lord Stevenson makes the following key points:
- Mental health illness affects 1 in 6 people
- 300,000 people with long-term mental health problems have to quit their jobs annually
- The report makes 40 recommendations for ways in which support employees to remain at work
- All employers, regardless of size or industry, should adopt 6 ‘mental health core standards’ that lay basic foundations for an approach to workplace mental health.
- They should also set themselves a performance objective to support the mental wellbeing of all employees, through the implementation of the core and enhanced standards.
For a number of years, there has been a growing awareness and appreciation of Continue reading “Thriving At Work?”
Improving Profitability-Empowering Teams
How many issues end up being addressed by HR that could have been resolved by management through effective communication at an earlier point in time ? Learning how to undertake a difficult conversation or how to faciliate a conversation between others can promote early resolution and avoid issues spiralling into a problem. Continue reading “Get back to basics to give yourself the competitive edge”
Staff turnover, absenteeism, loss of good people, time spent on people problems: dealing with staff issues frustrates most managers and is a major cost to any business. One of the main causes of disruption in the
work is conflict – between employees, between business partners, between managers and staff. A recent survey by the Chartered Institute of Personnel and Development (CIPD) revealed that 72% of HR managers said that employees contact them to resolve a workplace conflict and 72% to raise a grievance. (People Management January 2016 p.37) Continue reading “A Pragmatic Approach”