What were the main themes that were discussed throughout the day?
These are the main themes from my perspective:
HR need to start taking responsibility for pushing through wellbeing programmes as its desperately needed
That said, well-being is not an HR issue, it’s our issue. If we call it an HR issue then we are already starting from the wrong place. We need to change the way we work because it is causing many different problems and there are no benefits. You can’t change people’s thinking in a few days or hours it’s a long- term solution that’s needed and if you want to improve people’s wellbeing you have to start with their thinking.
Management and leadership have a vital role to play in the wellbeing of their staff and their lack of training is really hurting organisations
Mental wellbeing of personnel is directly linked to the bottom line of an organisation. There is a problem and it needs to be addressed now! Seems to me that the biggest elephant in the room is that we need to stop thinking that work is the most important thing in the work place.
Task seems to come before people, before wellbeing and before balance
Imagine a workplace where work is not the biggest priority. That would be a brave move for anyone to make yet it feels like it’s one we need to make. What I’ve seen today is that work is simply not working. I leave the last words to myself – Just because everyone else is doing it, just because its been done like this for 10 years or ever since you joined the company it does not make it right. Listen to the facts, listen to science, the numbers are not wrong, things need to change its time to focus on the wellbeing of people and the culture of your organisation and the benefits are huge and necessary!
Don’t be the first company to get sued for neglecting the mental health of their employees act now. This was live-blogged during a session at the CIPD Jersey #Think Conference – I’ve tried to capture a faithful summary of the highlights for me but my own bias, views – and the odd typo – might well creep in.
