We develop tailored solutions that inspire action and lead to change. Drawing on evidence, we design and deliver interventions that prevent ill-health and maintain wellbeing, develop employees who are at risk with skills and strategies to cope and support employees who are struggling.

Training and developing senior leaders and managers

Managers are key to enabling the health and wellbeing of employees. In addition to building an understanding of how to spot signs and signals and have confident conversations, we draw on the manager behaviours known to reduce stress and promote health and wellbeing and develop managers to identify and manage the sources of stress at work, thereby creating tangible change to the way their team experience their work.

Our manager programmes are adapted to meet the client needs and can include face to face, online and e-learning delivery accompanied by 180 degree feedback process and coaching.

Training and developing employees

We design and deliver employee mental health awareness and stress management training programmes specifically for each client to match both need and organisational context.

Delivered face to face, online or through an e-learning resource, our programmes combine accessible, evidence informed content shared by experienced qualified practitioners. Sessions vary from 30-minute all staff sessions to facilitated 90 minute workshops to advanced skills-based training delivered over a series of sessions. Every session is accompanied by a tailored resource pack to provide delegates with an opportunity to continue learning.

Guidance and toolkits

We have a strong track record of developing both short-form guidance and extensive interactive online toolkits, that have been shown to change behaviour and improve health and productivity

Guidance and toolkits can be helpful additions to a wellbeing offer where organisations do not have the capacity and budget to train all staff, or where there are specific need for employees to access knowledge and skills.

Strategy development

We work with our clients to develop a clear roadmap for their organisation to consistently improve their health and wellbeing programme.

This process combines a desk based review of existing policies and practices along with interviews with stakeholders. This data is mapped against research evidence, legislation and best practice to develop a stepped journey and future vision. A strategy workshop with stakeholders and a briefing document circulated to further define and agree the inclusions, before the final strategy and action plan is written and delivered.

Psychosocial risk management and action planning

A risk to the health and wellbeing of employees could be, for instance, high job demands/working hours, challenging relationships within the organisation, or levels of employee autonomy.

We combine a review of documentation and data with in-depth interviews and workshops (with senior management, stakeholders and teams) to develop recommendations and translate these into action plans to ensure there is clear pathway and a commitment to embed change.

Webinars – ad hoc or annual series

We run live interactive employee wellbeing webinars (1 hour each) for specific employee groups or all staff, created for you and according to your needs. We offer an annual webinar series, mapping into key times and events within the national (such as time to talk day, or men's mental health month) and your organizational calendar. Each webinar would be accompanied by a tailored resource pack.

Topics include men's mental health; menopause – addressing the myths and exploring ways to cope and support; mind-body connection; having a conversation about suicide and suicidal thoughts; rest, recovery and sleep and many more.

Deliver FAQ

How do I get people to use the resources?

Many clients come to us with this issue. There are several suggestions we would have to this. Firstly, your resources need to be designed and tailored to your audience so that they are both relevant, useful and accessible. This is one of the reasons why we always produce bespoke solutions. Secondly, the health and wellbeing resources need to be linked with and aligned to other organisational practices rather than being seen as stand-alone activities. Thirdly, leaders and managers need to be made aware of the resources and trained appropriately so that they will be role models - recommending, encouraging and facilitating their use. Finally, mental health and wellbeing needs to be part of everyday conversation and communication and the resources signposted consistently and across several mediums.

Why focus on line managers specifically?

Line managers are absolutely key to employee's mental health and wellbeing. Line managers can impact on mental health of employees in three ways; either directly by what they say and their behaviour; by their ability to be gatekeepers against stressors in the work environment (for instance delegating work to another colleague if overloaded) and by signposting employees to interventions and sources of support. Unfortunately, research shows that line managers are often ill equipped to people manage and therefore manage employee wellbeing. We are experts in this area and have shown through our training and development of managers, we are able to significantly increase wellbeing outcomes in employees.

How is your training different to that offered by my EAP provider?

Training and resources offered by EAPs are generally off-the-shelf products and will not be designed and tailored for your organisational context. This makes it less likely that they will gain traction and buy-in with your employees and therefore uptake for the resources is often very low.

Should we go for all managers or just some to be trained?

Ideally, all managers would be trained as part of induction/on-boarding or as part of standard management development training, however we recognise that this is not always feasible to start with. We would work with you to identify the most effective solution based on the budget and timings that you have to ensure the most impact on employees.

Why do I need a strategy for this?

Having a strategy is essentially having a plan for how you will develop your health and wellbeing offering. There is no quick fix to delivering an effective health and wellbeing programme and therefore a strategy will enable you to decide what elements to build and focus upon when, and to ascertain responsibilities, accountabilities and timelines. This will ensure that rather than a series of stand-alone interventions (such as an EAP and some training), your health and wellbeing approach is coherent and fits within the wider organisational narrative, processes and practices.