Wellbeing: Staff wellbeing

Do

  • Make it possible for staff to achieve a reasonable work-life balance by taking regular breaks, not working or emailing outside of their regular hours, and not coming into work when sick.
  • Encourage managers to set a good example by doing the above themselves.
  • Set realistic deadlines and allow staff to pace themselves.
  • Actively observe colleagues and notice any unusual patterns.
  • Deal with any concerns as soon as they arise.
  • Offer staff rewards and incentives.
  • Try to create an environment where people feel comfortable talking about stress, pressure, and mental health.
  • Ensure staff know about the support that is available from the university and other organisations.
  • Make any wellbeing activities inclusive and accessible for all staff.
  • Ensure line managers encourage involvement in wellbeing activities.
  • Provide time at work for colleagues to get together informally e.g. having a coffee as a team.
  • Keep wellbeing activities fun.

Don’t

  • Tolerate a negative workplace culture.
  • Just provide tokenistic events. Events should be part of an embedded effort to foster an environment in which wellbeing is a priority.
  • Minimise issues if someone opens up about them. What might seem small or trivial to one person might cause real distress for someone else.
  • Treat staff differently if they have any sort of disability, mental health issues or long-term health conditions.
  • Bombard people with information about wellbeing!