What is the Workplace Wellbeing Culture Programme?
Our Workplace Wellbeing Culture Programme focuses on understanding your staff and supporting your leadership team to implement strategies which support wellbeing.
We bring together experience of school leadership, mental health, and research expertise to increase staff retention, reduce sickness and increase attendance and improve staffs understanding of mental health which can then be used to support children.
Teachers will develop the understanding and confidence to deal with mental health thus improving outcomes for pupils, colleagues and the whole schools contributing towards Ofsted inspections.
For more information about this programme, contact our schools team on [email protected]
Read more below.
1 out of three teachers will leave the profession within 5 years of qualifying (TES 2020)
These were levels reported before the pandemic. In 2021 teachers reported a huge increase in their workload and job stress (TES 2021). With 80% feeling that their job has adversely affected their mental health in the past 12 months, and almost half said the job had affected their physical health.
Recognising this, Ofsted have placed greater emphasis on the importance of managing workload and ensuring staff wellbeing: ‘Leaders engage with their staff and are aware and take account of the main pressures on them. They are realistic and constructive in the way they manage staff, including their workload.’ – Ofsted School Inspection Handbook, October 2021.
So, what can schools do to retain and help their staff to be healthy? What can senior leadership do to ensure that the school is a positive environment, which promotes good mental health?
More and more successful education settings know that they need their staff to feel comfortable to be honest about their wellbeing and to feel able to access the support they need. And they recognise the value of investing in staff enabling them to feel confident to actively initiate and participate in conversations about mental health and prioritise it in the education setting.
For children to be well it is fundamental that staff are supporting their own mental health to ensure they are equipped to support children.
Whilst there are many courses for staff to attend, these often offer short term solutions, surface level strategies that don’t address the core needs of staff working in a fast-paced environment, require additional workload to implement and monitor the impact, or focus on a chosen few people. However well meaning, this can promote stress amongst the chosen few and increase rather than decrease the workload of all staff. Our Workplace Wellbeing and Culture Programme goes a step further.
To drive culture change in an education setting, senior leadership need insight, training, and support on mental health, and this needs to be fully embraced from the top as a long-term endeavour. Only with this, will true environmental change be created where everyone is encouraged and able to look after themselves and each other, which, in turn will result in better levels of sustainable high-quality teaching and health.
How much more could be achieved if your leadership team and educational setting understood what specific changes could improve mental health?
Our Workplace Wellbeing Culture Programme focuses on understanding your staff and supporting your leadership team to implement strategies which support wellbeing. Our staff bring together experience of school leadership, mental health and research expertise to:
- Increase staff retention
- Reduce sickness and increase attendance
- Make you an exemplar employer, able to attract the best employees
- Increase levels of high-quality teaching and resourcefulness
- Improve understanding of mental health. Staff will then be able to apply this knowledge and skills when supporting children
- Dispel the stigma about mental health and shift culture change around wellbeing
- Improve confidence about dealing with mental health
- Improve outcomes for pupils as a result of having a healthy and stable staff, providing consistent high quality in the classroom.
- Contribute strong evidence of effective Leadership and Management towards your Ofsted inspection.
How could this support your Ofsted inspection?
Participation in this programme illustrates that leaders are ensuring that issues are identified at all levels of the school, and that meaningful action and engagement takes place in response to them. And ‘when issues are identified, in particular about workload, they are consistently dealt with appropriately and quickly.’ (Ofsted Inspection Framework for Outstanding Leadership and Management, October 2021.)
It could also meets the Personal Development criteria within Ofsted for staff, by:
- Making sure that staff feel supported and respected in school, ahead of Ofsted’s survey – Ofsted: Sources of evidence specific to behaviour and attitudes: Paragraph 237
- Provide evidence of how well leaders have created positive change in the school environment Ofsted: Sources of evidence for Leadership and Management: Paragraph 320.
How does the programme work?
At the heart of our programme is an established Emotional Needs Audit (ENA). It centres around the fact that humans all have physical and emotional needs and a set of skills and resources that we’re born with to meet those needs. This is referred to as the Emotional Needs & Resources Model. This model, and our Emotional Needs Audit, is at the centre of this programme.
We have measured the results of over 14,000 people in the last 3 years in a confidential way, to help us understand the ever-changing emotional needs of a variety of professional sectors including schools, and the general population. Unlike other wellbeing surveys that simply tell you the incidence of mental ill health, our audit looks at specific needs that are not being met and the barriers to getting emotional needs met (giving you the why), enabling senior leaders to target and focus support to make a difference.
Just think how powerful that information would be to your leaders, when used effectively in your school environment.
Step 1: Communication & Engagement
- We will provide you with physical and digital resources to communicate to your staff what the programme is about, what it aims to achieve. Customisable posters, digital resources that can be dual branded and blogs to share amongst your teams.
- A bespoke presentation, introducing the model to all your teams that can be pre-recorded to be more widely distributed. Introducing a common language of emotional needs and resources – for all to have an awareness.
- An emotional needs audit example with a link to a web page that you will design with us. Explanation emails for you to customise that explain the survey process, confidentiality, and analysis.
- After we have done the first audit, we will provide resources that enable you to share the results and to communicate a plan to implement the results.
Step 2: The Emotional Needs Audit
- We will work with your HR and SLT team to establish the numbers of individual groups that need to be analysed. Including any particular additional questions or areas that you are interested in. E.g., are those who have worked in the setting the longest experiencing better mental health and crucially why?
- We create a final confidential survey online link for you and your colleagues to complete.
- We will ensure that there are appropriate links to support for those that need it – agreed with you -so that they reflect what support could be available from your educational setting.
- The timing of this survey is arranged to suit you and fit into your school year. We recommend one per year.
Step 3: Results and Creating a Wellbeing Performance Culture Session
- The results will be analysed by our Research and Insight Team and a pack of information will be produced that will include analysis on how well your setting as a whole (and any individual groups) is meeting it’s emotional needs, and what in the working environment is helping and what’s a barrier.
- A three-hour session, including a presentation of your organisation’s Emotional Needs Audit results will be facilitated by our research and insight team and one of our qualified emotional needs trainer/psychologist and supported by our Children and Young People’s Lead.
- This session for senior managers will contain learning modules to develop the leadership team’s understanding of what emotionally healthy and high performing education settings look like.
- You will come away from the session with a clear action plan so that you can build on the positive contributions you are already making and address areas which need improvement. It will contain measures that support staff wellbeing and address issues raised following the audit of employees.
Step 4: Implementation
- Following the Creating a Wellbeing Performance Culture workshop, there will be a period of 4-10 months, depending on the size and complexity of your setting, for you to implement the actions and for change to start to happen before the next Emotional Needs Audit with your employees.
- You will have a monthly one-hour check in available, with your emotional needs and resources trainer, to assess how your implementation phase is working. To share outputs and outcomes and to discuss any areas of difficulty.
Cycles 2, 3 and 4
These follow the same process, following on from the implementation of the previous cycle and continuing to build upon the results and actions.
We will continue working with you for a minimum of four cycles; during this time, we will learn more about your areas of focus, how we can best collect the data, present and work with the results to target them as effectively as possible.
We know that cultural change takes time, and that following these four cycles, your management and leadership team will be well trained and experienced in how to achieve this in your educational setting. We can work with you to embed this programme structure into your environment and we will provide you with a range of tools and resources so that you can continue embedding the culture and practice.
In total we work with you over a period of 4 x 6-12 month cycles to really embed your learning, to not only make real change but to capture and report on the outcomes of change too.
Talk to our team about how we can work with your school
For more information about this programme, contact our schools team on [email protected]
Cost: from £3,990