Q&A Video Series: Workplace Wellbeing & Mental Health with Jennie-Kate McQuinn

Looking after wellbeing and mental health is an essential part of workplace culture and strategy, and remains high on the list of priorities for job seekers. That’s why it’s important to get it right and to understand that there’s no one-size-fits-all solution.

For this month’s Q&A, recorded in wellbeing week, we’re joined by therapeutic coach Jennie-Kate McQuinn. JK works out of her two organisations, helping companies support their employees’ wellbeing and mental health through traditional online coaching (JKChangeWork) and a more adventurous outdoor wellbeing program (Where the Mind Grows).

JK has seen first hand how giving workers the tools, time and space to look after their physical and mental health is not only good for staff wellbeing but can also help the company succeed.

How can SME employers support the diverse needs of their workers’ mental health?

This is such a crucial part of getting it right – recognising that workers have diverse needs and that we’re not all the same. Wellbeing means a lot of different things to different people. Mental health has historically had a huge stigma around it, so I always think about how to connect and engage with lots of different voices, at team and individual levels.

There are simple things that organisations can do to engage workers in caring for their wellbeing and mental health, such as having regular one-to-ones so that they’ve got touch points with people that work with them.

But also talk about it with the full collective, so that you know how people respond to the topic and how best to engage them. The way in which your wellbeing support evolves and the strategies that they use to help people to support themselves are going to look very different.

Helping your employees to help themselves is important because your strategy will be more effective if you're enabling people to look after their own wellbeing within the culture of your business.

What are the benefits of an employer sharing their ideas and approaches to employee wellbeing and mental health care as part of their recruitment process?

I think it's really a positive thing in terms of the candidates that you will attract, particularly if your culture is very much focused on recognising that your employees are part of your business success.

And having open and safe conversations about wellbeing from the word go shows that you recognise that that is of value. It’s about communicating the way in which your culture lives those values out, that wellbeing is important, work-life balance is important.

I also think that this really helps people to think about the roles that they advertise as well because you're not just looking for tangible skills and capabilities. It helps you to fit that role description in a more accurate way to the type of person who would be beneficial to your organisation as well. It's about their values and whether they align with the company and vice versa. It's a two-way benefit, a two-way thing.

Just be careful not to overpromise and underdeliver. It’s ok to be transparent and say you’re on a journey to enhance your wellbeing at work strategy.

Why is mental health a valuable part of a business strategy?

You're recognising that the minds and bodies of the people in your organisation are just as important in the way that your organisation works as your IT system or your onboarding system for clients. And looking after the people in your business has a financial benefit. By encouraging people to be well, you’re encouraging productivity, reducing absences and, as importantly, reducing presenteeism. This in turn reduces staff turnover.

Work is such a central part of a lot of people's wellbeing, so showing that you value that will help you to attract workers, help you to retain workers. You know it's the right thing to do. Ultimately, the workplace is there to support everyone in their community and likewise we want healthy workplaces for the success of your business as well.

What are your top three tips for employers when it comes to workplace mental health and wellbeing?

• My first one is genuine recognition. This isn’t just about saying everyone’s amazing every so often. It has to be sincere and personal recognition of a worker’s efforts and achievements.
• Second is leadership authenticity. This is about modelling what you know, practising what you preach. So your leaders don’t just give good advice, they live by it themselves – they take a regular break, work sensible hours, prioritise work-life balance.
• My third one is about helping employees be autonomous around workload, working hours and work-life balance. Letting them decide what works for them to get the job done as well as they can.

For more information about good wellbeing practices at work, check out our blogs:

How can SMEs make wellbeing at work a priority?

A 3-step guide to looking after your employees’ mental health

Find out more about what JK can do to enhance your workplace wellbeing by visiting JKChangeWork and Where the Mind Grows.

You can also connect with and contact JK on the details below:

LinkedIn 

Email: info@wherethemindgrows.co.uk