Team health, safety and wellbeing

Line managers play a crucial role in supporting the positive health, safety and wellbeing of our teams and colleagues, which is incredibly important to us. Developing a strong health, safety and wellbeing culture can result in having a happier, healthier, performing team and being responsible for employee wellbeing is key in your leadership role.

Equally important is that you can demonstrate a positive approach to your own health, safety and wellbeing. We know how easy it is to put the needs of others first, so we encourage you to speak to your manager at the earliest opportunity if you need any further support or guidance.

Promoting wellbeing is at the heart of our values by being compassionate in everything we do at Cumberland Council.

We will support you to develop the skills and approach needed to ensure you are confident in identifying when colleagues need support, approaching conversations with empathy and having a greater understanding of the range of signposting, resources and tools available.

We believe it is essential that all our employees are listened to regarding any concerns over any challenges they face at work which can be discussed in regular 121s, appraisals and team meetings.

We will continue to have a number of trained health advocates, workplace wellbeing champions; first aiders and mental health first aiders - to access this support please visit your sovereign council's intranet pages.

We aim to protect employees and others from illness and injury by effectively managing hazards and reducing risks. It is important that all employees are given an adequate induction so they are clear on their own responsibilities, important policies and procedures and so they understand how to report incidents and concerns. There is a core essential learning module that all new starters must undertake to reflect this.

There may also be job-specific safety related training required and this needs to be identified and planned as early as possible.  As a manager, you need to ensure that this happens.

Supportive conversations are key to team wellbeing

Simple conversation

Individuals can be and should be encouraged to be curious, ask questions and challenge in an environment that is safe to speak up. This is both natural, but it is also the culture we want to promote where our values are at the heart of what we say, do and how we act. It’s also how we learn from each other in order to develop, grow and be innovative.

• Context
• Listen
• Empathy
• Action
• Respect

Active listening

What effect does the quality of your listening have on your conversations?

• Open questions:  How?  What?  Where?  Who?  Why?
• Summarising:  A summary helps to show the individual that you have listened and understood their circumstances and their feelings.
• Reflecting:  Repeating back a word or phrase encourages the individuals to carry on and expand.
• Clarifying:  Sometimes an individual may gloss over an important point.  By exploring these areas further we can help them clarify these points for themselves.
• Short words of encouragement:  The person may need help to go on with their story - use words like "yes" or "go on".
• Reacting:  We need to show that we have understood the situation by reacting to it - "That sounds like it is very difficult".

The change journey

This is a helpful tool for conversation in your 121s or in your team meetings. It helps people to think about where they are, what's stopping them moving forward or setting them back.

• During any change process it is natural to be anywhere on this curve at any time. 
• Individuals can move forward and backwards on the curve- even in the same day!
• The key is to recognise and acknowledge where you and your team members are on this curve and encourage them to take action.
• It is healthy for your team members to ask question and challenge

If you do feel you need further support please explore the resources on this page or speak to your line manager/colleague, friends or family or a professional.

Pressure performance curve

The pressure performance curve is a management tool that can help to recognise if too much or too little pressure is affecting performance and more importantly your physical and mental wellbeing.

The zones of comfort and stretch illustrate the path to peak performance, avoiding the dangers of being bored or being burnout. The sweet spot in the middle is where we should be aiming for where the right pressure equals peak performance and health which requires some careful self-management and practice.

If individuals feel the pressure has exceeded their ability to cope this is where support will be needed.

Where you or your team are on the curve?

What can you do to stay or jump back into the comfort zone?

Wellness Action Plan (WAP)

A WAP is an easy, practical way of helping you to support your own mental health at work, and if you are a manager, helping you to support the mental health of your team members.

Everyone can complete a WAP; it's not just for people with mental health conditions that can benefit from one. It just means that you already have practical steps in place to ensure you are supported when you aren't feeling great.

There are two guides available from Mind, both with a WAP template that you can fill in electronically: 

• The guide for line managers is for managers or supervisors who are interested in introducing WAPs to their team members. 
• The guide for employees is for any member of staff who would like to try a WAP for themselves and introduce the idea of using WAPs to their manager or supervisor.

Access your free copy of the Wellness action plan by visiting the Mind website.

Your leadership shadow

Everything you say and do casts a shadow that is seen by others, and this is referred to as your Leadership Shadow.  This is the shadow you cast every day as the people you lead see you go about your life and work. Even the things you don’t do cast a shadow!

How are you role modelling looking after your own wellbeing?

For tips and tools on how to look after your own wellbeing, visit the wellbeing page.