Health and wellbeing conversations
The NHS People Plan, part of the NHS 10-year health plan, emphasises the importance of health and wellbeing conversations and encourages the development of personalised wellbeing plans for staff. The NHS Long Term Workforce Plan further emphasises the importance of retaining our valued NHS workforce. Employers should critically evaluate their wellbeing offerings and the staff experience at all career stages. A positive staff experience and comprehensive support are crucial for encouraging staff to remain in the workplace.
Embedding wellbeing into workplace culture
Health and wellbeing conversations should be a cornerstone of our workplace culture. These discussions must become a regular part of our routine, seamlessly integrated into existing processes like one-to-ones, appraisals, or job planning meetings. Alternatively, you might develop a dedicated process for these vital conversations. It's essential to ensure that any actions to support your colleagues are thoroughly documented, whether through existing paperwork and systems or a personal wellbeing plan.
Embedding wellbeing into everyday team conversation
In addition to promoting health and wellbeing conversations and plans in response to the NHS People Plan and Long-Term Workforce Plan, line managers, teams and colleagues should regularly and openly discuss wellbeing. This section outlines several ways to integrate wellbeing into everyday conversations.
Team wellbeing
Positive relationships and a supportive culture within teams are essential for fostering a positive staff experience. When managers make time for and listen to their staff, it significantly impacts the team’s wellbeing and the patient experience. Managers can work with their team in various ways:
- Regular updates to keep the team informed about organisational or departmental health and wellbeing initiatives and support mechanisms, such as counselling, EAP services, coaching, and staff networks.
- Open Discussions to initiate conversations with the team. For example, ask, "How can we work together to support the health and wellbeing of the team more effectively?"
- Stay alert to what’s happening within the team. Are there team members showing signs of stress? Do you understand the health and wellbeing needs of your team?
- Enable staff members to take time out of their day to access support or participate in wellbeing interventions.
- Role modelling healthy behaviours, including taking breaks, staying hydrated and having something to eat.
Who leads the wellbeing conversation?
In most cases, a health and wellbeing conversation will be led by a line manager or supervisor. However, there are instances where staff may prefer to have this confidential discussion with someone else. While the primary goal is for line managers to engage in wellbeing conversations with their colleagues, everyone within the team must support one another by regularly checking in.
Consider who else might possess the skills, confidence, and expertise to hold a sensitive conversation with colleagues. This could include mental health first aiders, members of your HR/OD function, other line managers in the same department, staff network leads, freedom to speak up guardians, or wellbeing champions.
It is also important to note that line managers are in a unique position to make and implement changes for their staff. Therefore, they must be kept informed to provide the appropriate support for their colleagues.
Watch NHS England's video, What is a Wellbeing Conversation? below.
