Kate Jenkinson PhD, FCIPD

What do you think of this one? An 'award winning' wellbeing expert is leading a group of professionals to create change in the workplace. One of the group has to leave because of health issues. The award winning lead doesn't bother to contact the individual to enquire about their wellbeing, thank for them being involved, for however short a time, or wish them well. I'm seeing this happen more and more in the 'wellbeing space'. People saying one thing, winning awards and accolades, and then doing the exact opposite of anything remotely linked to wellbeing. I wrote about it in F*ck Burnout and I'll keep saying it - wellbeing is not about a policy, a process or a project, it's how you do everything. And if you're out there scooping up the awards because you talk a good talk but you don't walk the walk, people will see through it eventually.

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28 Comments

I’m genuinely surprised by this 😮 If you work in HR, wellbeing, or reward, you might spend a lot of your time supporting everyone else’s wellbeing and, you likely know a lot about the mental health challenges in your workplace. Oxford Mindfulness is offering a free 3-week Introducing Mindfulness course, designed specifically for people responsible for employee wellbeing. It’s an experiential introduction to mindfulness, led by Claire Kelly, our Director of Teaching and Training. Each week the course explores practical themes through guided practice, discussion, and reflection. I'm surprised it is not fully subscribed as it is completely free - part of our charitable work and also our mission to collaborate and understand more about workplace mental health. So... if you work in HR or wellbeing and haven’t signed up yet, there is still time. The course is online and commences on Thursday 13th November @ 16:00 (UK Time) https://lnkd.in/eSYCCFxN If you don't hold this wellbeing role in your organisation, please do feel free to share with the right person 🙏

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Enough. I’m saying it. I’ve had too many conversations lately with great people, smart, capable leaders, who are completely shot of confidence. Some have just come out of restructures. Others are still in their roles. But the pattern is the same: – Sent to generic outplacement services that add zero value. – Given a “consultation” that’s just a glorified leaflet. – Told to reflect, pivot, bounce back… but not backed. Meanwhile, those still employed are going through the motions, not because they don’t care, but because no one’s saying the most basic words: “Well done.” “Thank you.” Has that gone out of fashion? We’ve turned workplaces into tick-box machines. Obsessed with what people are doing wrong. Nervous to acknowledge what they’re doing right. And then we wonder why performance is down and morale is flat. Here’s a radical idea: bring back the basics. Say “well done.” Mean it. Say “thank you.” Watch what happens. I guarantee you’ll get better results. Better yet, you’ll get better humans.

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“Localised excellence doesn’t scale well without coordination and alignment between groups.” This week we look at why #psychologicalsafety is more than just a team construct, and how we can consider weaving a fabric of it throughout an organisation. Building psychological safety across an organisation requires more than just nurturing high performing bubbles of teams in isolation. https://lnkd.in/eFtg3XYY

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5 Comments