Build it, Use it, Live it

Build it, use it, live it.

What purpose does installing a quick wellbeing response have when it doesn’t become integrated into a workplace’s culture?

The wellbeing and psychosocial risk management space has come a long way since I first started leading more formally in it a dozen or so years ago. And that’s a good thing! It’s good that we talk more about it (especially after the plague-that-shall-not-be-named showed us how critical workplaces can be to people’s mental health). And, most importantly, that people understand their rights in their workplaces to prevention, suport and enhancement of their wellbeing. But as we have seen an increase in the regulatory controls federally and across jurisdictions for management of psychosocial hazards in workplaces, we’ve also seen an increase in what sometimes can seem like a churning out of quick compliance-fix responses. The industry has exploded, the packages and offerings have become more slick and well presented, but is it moving the needle at all? I genuinely don’t know, although there are some days when I wonder and I’m sure I’m not the only one.

Of course workplaces need to comply with regulatory guidelines. And there are great examples out there of materials that help. But in doing so, whose risk are we really managing? If you ask staff, lots of times they will say their employer’s. And if you ask employers, lots of times they will say their staff, while also privately acknowledging their own. Nothing wrong with that either. But we need to do more than build wellbeing responses in workplaces, or nothing truly changes.

To support truly working well, we need more than good policies, the odd bit of training and an EAP poster. We need those things too, but we then need people to be encouraged to use the supports offered to them so that over time, it becomes embedded in an organisational culture that lives its values and takes good care of its people.

Build it, use it, live it.

There are great examples of fantastic workplaces landing this well all over the place. But it takes continued attention, or it can soon drift. In my experience and no matter the environment or sector, a common factor they have is about valuing work-life balance for their people. Allowing them to truly tend to all of the facets of their life that give meaning and joy.

Even if you haven’t embarked too far down this path just yet as a leader, a conversation about what is work life balance to you with your team can be a good place to start. I’ve yet to meet anyone who has found that either a confronting or difficult question to answer. And if you’d like to talk about ways I can help, reach out.

Over here at Working Title Consulting, our “balance” currently looks a bit like a chaotic kitchen table, projects on the go, to do lists and a dog who needs a walk 🤣

What about you?