Lead wellbeing group discussions with your immediate team and use 1:1s to follow up with individuals. How The focus is about opening up and having regular discussions rather than needing to cover specific points. Suggest a minimum of 30 minutes once a quarter for reflection and discussion. Start by checking in with each other. Give each person (including yourself) space to share what’s happening for them and how they are doing. Taking time to share thoughts and feelings can help to stop things from festering and helps highlight strengths and good things too. Talk about what’s on people’s minds about how they have been working as a team. Take the time to stop and reflect collectively on the things people are noticing (and perhaps thinking and feeling). What is working and what has been achieved. Share thoughts about what team members need from each other, now and as they move forward. The current situation warrants honesty about what people need to work at their best. Encourage people to think about how they can support each other. Leave time for a check out. What’s left to say – both anything appreciative and anything that is left unresolved that may need more work – and what might happen next as a result of this conversation? Follow Up Repeat regularly in team meetings. Suggest at least once per quarter. Use 1:1s to follow up with individuals, using simple conversation prompts that go beyond “how are you?” (e.g., How are you coping? What has been the best part of your week so far? What have you been reflecting on since we spoke about this in the team meeting?). For additional questions refer to the following guide Self-care in a Crisis The above process has been adapted from guidance created from King’s Fund Creating space for conversations Reach Out: An employer’s guide to using behavioural insights in supporting staff mental health and wellbeing (from the Behavioural Insights Team). This article was published on 2024-11-12
