In this video, Cathy Lawson explains why workplace policies must be tailored to each organisation’s culture.
Video summary
Consider your industry and demographics
Wellbeing needs might vary widely between employees depending on whether they work on-site, remotely, in an active role, at a desk, on call or in unconventional shift patterns. You might also consider the dynamics within different sub-groups of your organisation, such as fields dominated by a particular gender or age group. Your policies should be designed to help managers adapt to these differing needs.
Include clear pathways for managers to follow
It’s good practice for managers to be able to support wellbeing through conversations and signposting. It might not be appropriate for all wellbeing concerns to be raised with HR or Occupational Health. Your policy should account for this nuance by guiding managers on how best to address different scenarios.
Communicate, communicate, communicate
Creating policies and guidance for managers is really important, but it won’t be effective if you don’t communicate it. Managers have a lot on their plate, so you might need to use various communication channels to get your messages across. Don’t expect big changes to happen overnight, but a ‘little and often’ approach can help people engage on their own terms.