Work(place) Wellbeing - Charlotte Crowe Consulting

Work(place) Wellbeing Consultancy

In 2017, Paul Farmer (CEO at the Mental Health charity, Mind) and Dennis Stevenson (British businessman and member of the House of Lords) carried out an independent review into how employers could better support the mental health of all people currently in employment, including those with mental health problems or poor wellbeing to remain in and thrive through work.

This review, at the request of the UK Government, resulted in the development of the Thriving at Work Standards. More recently, these standards have evolved to become the Mental Health at Work Commitment Standards. These standards provide a framework for a holistic approach to supporting employee wellbeing, and inform all of the work(place) wellbeing consultancy support I provide my clients.

What are the Mental Health at Work Standards?

1. Prioritise Mental Health in the workplace by developing and delivering a systematic programme of activity.

2. Proactively ensure work design and organisational culture drive positive mental health outcomes.

3. Promote an open culture around mental health.

4. Increase organisational confidence and capability.

5. Provide mental health tools and support.

6. Increase transparency and accountability through internal and external reporting.

Examples of Work(place) Wellbeing Consultancy

Wellbeing Strategy Development

Following a commitment to prioritise the wellbeing of staff and volunteers across multiple country contexts, I worked in partnership with one of my international development clients to develop a focused Wellbeing Strategy, outlining a ‘systematic programme of activity’ (see Mental Health at Work Standard 1 above).

From facilitating an internal steering group of key stakeholders to designing volunteer and staff surveys and online focus group discussions, it was a truly collaborative process resulting in a clear strategic direction.

Wellbeing Needs Analysis (WNA)

Much like a Training Needs Analysis (TNA) informs organisation-wide training and learning priorities, a comprehensive Wellbeing Needs Analysis (WNA) builds a clear picture of employee wellbeing and a baseline from which to make and monitor further improvements.

Informed by the latest organisational psychology evidence-base and current good practice across multiple sectors, I work with my clients to identify appropriate wellbeing indicators that can be easily mesasured to inform future planning and delivery of work(place) wellbeing activities.