Five Ways To Wellbeing At Work TOOLKIT - GNYHA
Five Waysto Wellbeingat WorkTOOLKIT
WelcomeWe’re excited to bringyou this practicaltoolkit of information,resources and know-howto support your teamsto flourish and yourorganisation to thrive!Mental wellbeing is one of the mostvaluable business assets. Workplacesthat prioritise mental health have betterengagement, reduced absenteeism andhigher productivity, while people haveimproved wellbeing, greater morale andhigher job satisfaction.The Five Ways to Wellbeing (Connect,Be Active, Take Notice, Keep Learning,Give) are simple and proven actions thatworkplaces can introduce to help theirpeople find balance, build resilience andboost mental health and wellbeing.The Five Ways to Wellbeing can alsosupport workplaces to meet their healthand safety obligations to manage risks tomental health and wellbeing.In this toolkit you’ll find a range of factsheets, tips, tools and templates to make iteasy for you to support your teams to buildthe Five Ways into their day-to-day lives.We wish you every success in taking actionand building a flourishing workplace!Mental Health Foundation andHealth Promotion AgencyThe Health Promotion Agency (HPA) is a Crown entity, established in 2012 under the New Zealand Public Health and Disability Act 2000. HPA’s vision is thatNew Zealanders realise their potential for good health and improved quality of life and New Zealand’s economic and social development is enhanced bypeople leading healthier lives. HPA’s dedicated workplace wellbeing website, www.wellplace.nz features helpful information and ways to take action onwellbeing topics in your workplace. www.hpa.org.nzThe Mental Health Foundation (MHF) is a charity that works towards creating a society free from discrimination, where all people enjoy positive mentalhealth and wellbeing. We work to influence individuals, whānau, organisations and communities to improve and sustain their mental health and reach theirfull potential. www.mentalhealth.org.nzThe MHF and HPA developed this toolkit in partnership to enable New Zealand workplaces and their people to flourish.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
Steps for successThese steps will help guide your Five Ways to Wellbeing focus, from planning to evaluation andeverything in between. It links you to fact sheets and tools within the toolkit, making it easy to tailoryour approach and encourage your people to make positive changes that boost mind and mood.StepsSupporting fact sheetsPromote the case for actionand leadership01020304About the Five Ways to WellbeingThe business case for wellbeingThe role of leadershipCreating a supportive environmentActively communicate with andengage your people and teams0506Talk openly about mental healthand wellbeing07 Understanding mental health and wellbeing08Talking about wellbeing09Getting help and adviceEvaluate your impact andcelebrate your successes10Making it happenEngaging people and teamsEvaluating successSupporting tools0102030405060708091011FIVE WAYS TO WELLBEING AT WORK TOOLKITFive Ways to Wellbeing information sheetsPromotional materialsExample messagingGoal settingIntroducing mindfulness‘Did you know?’ team game‘What is wellbeing?’ team game‘Wellbeing bingo?’ team game‘Taking notice of wellbeing’ team gameAction plan templateSupporting information
01 Fact sheetAbout the Five Ways to WellbeingResearch shows there are fivesimple things you can do as partof your daily life – at work and athome – to build resilience, boostyour wellbeing and lower your risk ofdeveloping mental health problems.These simple actions are knowninternationally as the Five Ways toWellbeing1.The Five Ways to Wellbeing are – Connect, BeActive, Keep Learning, Give, and Take Notice.They help people take care of their mental healthand wellbeing. Regularly practising the Five Waysis beneficial for everyone – whether you have amental health problem or not.Why the Five Ways work: Connect: Strengthening relationships withothers and feeling close to and valued byothers, including at work, is critical to boostingwellbeing. Keep Learning: Being curious and seekingout new experiences at work and in life moregenerally positively stimulates the brain. Be Active: Being physically active, includingat work, improves physical health and canimprove mood and wellbeing and decreasestress, depression and anxiety. Give: Carrying out acts of kindness, whethersmall or large, can increase happiness, lifesatisfaction and general sense of wellbeing. Take Notice: Paying more attention to thepresent moment, to thoughts and feelings andto the world around, boosts our wellbeing.The Five Ways in action: Connect with the people around you. Withfamily, friends, colleagues and neighbours. Keep Learning. Try something new. Rediscoveran old interest. Take on a new responsibility atwork. Be Active. Go for a walk or run. Step outside.Garden. Play a game. Give. Do something nice for a team mate.Thank someone. Volunteer your time. Take Notice. Remark on the unusual. Noticethe changing seasons. Savour the moment.1 The Five Ways to Wellbeing were developed by the New Economics Foundation (NEF) on behalf of the Foresight Commission in the UK and adapted forNew Zealand by the Mental Health Foundation.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
02 Fact sheetThe business case for wellbeingMental health problems arecommon, with nearly one intwo New Zealanders likelyto meet the criteria for amental illness at some timein their lives1.While any one of us mayexperience stress, anxietyand depression at sometime in our lives, there arethings workplaces can do tosupport their people to buildresilience and have positivemental health, so they cancope with setbacks and takeadvantage of opportunities3.1234567As with any healthcondition, mental healthproblems can affect aperson’s work and causesubstantial costs toorganisations2.Workplaces that prioritisemental health have betterengagement, reducedabsenteeism and higherproductivity, while peoplehave improved wellbeingand greater morale4.Employees who believe theiremployer cares about theirwellbeing are more engaged atwork than others6.“Mental wellbeing is oneof the most valuablebusiness assets – likeany asset it can bedeveloped, maintainedor neglected”(Wellplace.nz)An Australian analysisfound workplaces who takeeffective action to creatementally healthy workplacescan expect a return oninvestment of 2.30 forevery dollar spent5.Work environments can have a negativeimpact on mental health. Workplaces havea legal responsibility under the Health andSafety at Work Act 2015 to manage risks tomental health and wellbeing just like they doany other health and safety risk7.Ministry of Health. (2006). Te Rau Henager: The New Zealand Mental Health Survey.BusinessNZ. (2013). The Southern Cross Health Society-Gallagher-Bassett. Wellness in the Workplace: Survey Report 2013.Mental Health Foundation of New Zealand (2017). Working Well. A workplace guide to mental health.The Executive Connection. The hidden costs of ignoring employee mental health.PricewaterhouseCoopers. (2014). Creating a mentally healthy workplace Return on investment analysis.Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature.www.wellplace.nz. (n.d.). Employers’ legal responsibilities.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
Benefits of wellbeing programmes–Reduction in: Increase in: Sick leave Revenues Stress Productivity Staff turn over Company profile Accidents and injuries Employee health and welfare Temporary recruitment Job satisfaction Recruitment costs Staff motivation, morale and sense of belonging Management time Cooperative and quality workplace relationships Workplace conflict Customer service and satisfaction Overtime payments Competitive advantage Permanent staff payroll Attracting and keeping the best people Legal costs/claimsSOURCES: Accident Compensation Corporation, Mental Health Foundation Working Well Guide, Health Promotion AgencyFIVE WAYS TO WELLBEING AT WORK TOOLKIT
03 Fact sheetThe role of leadershipLeadership commitmentand engagement is themost important factorto achieve healthyworkplaces1. With leadership andmanagement support behindyou, your actions to improvethe culture and mental healthof the workplace are morelikely to be effective2. If those communicating themessages, e.g. leaders andmanagers, also model thebehaviours, it makes themessage more attainable or‘real’ for people3.Champion the Five Ways: Create a shared sense of purpose — clearlycommunicate your vision for a mentally healthy teamor workplace and take people along for the journey. Really listen — ask your team what they think aboutthe Five Ways to Wellbeing and really TAKE NOTICEand take onboard what they say. Set clear expectations — ask managers to activelypromote and support their people and teams toparticipate in the Five Ways. Set the tone — champion the Five Ways through staffemails, notice boards, staff Facebook groups, findingan opportunity to speak about it and participating inactivities. Lead by example — be a role model for others andintroduce the Five Ways into your life – take a wellearned break, go for a walk, say thank you, notice thetrees and clouds and sky.Be the best leader you can be with theFive Ways:For more information:business.govt.nz for greatadvice and tools for improvingyour skills in leadership andmanaging people. Value your people — TAKE NOTICE of people’s effortsand hard work and GIVE credit where it’s due. Create a culture of continual learning —provide opportunities for people to grow andKEEP LEARNING. Strengthen relationships & build trust— take amoment every day to chat and CONNECT withyour people. Find your balance — schedule time in your diaryto exercise and BE ACTIVE. Make yourself available to your people — GIVE yourtime.123World Health Organization (2017). Five keys to healthy workplaces.PricewaterhouseCoopers. (2014). Creating a mentally healthy workplace Return on investment analysis.Mental Health Foundation of New Zealand (2017). Working Well. A workplace guide to mental health.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
04 Fact sheetCreating a supportive environmentYour people and teams will be more likely to build the Five Ways to Wellbeinginto their day if the workplace environment and dynamics support this tohappen, including culture, policies and practices.To what extent can you and your colleagues answer ‘yes’ to these questions1? Is there an opportunityto introduce, strengthen or promote some of these things as part of your Five Ways focus? Are therepolicies and strategic documents that have a focus on mental health and wellbeing?Is there a culture of goodwork being acknowledgedand appreciation beingexpressed, both formallyand informally?Is management and leadershiptraining available andencouraged?Is there an environmentof respect amongst teammates?Are teams provided withopportunities to learn new skills?Do supervisors and managershave good, supportiverelationships with their staff?Are there systems in placefor managing interpersonalconflict?Is the work environmentpleasant to work in?Are there facilities to supportstaff to exercise at work – such aslockers, bike racks, showers?Are people encouraged and ableto safely move around duringtheir work day?Are there clear policiesand procedures to preventbullying, harassment anddiscrimination (includingmental illness stigma anddiscrimination)? Do staffknow about these?Having clear policies and approaches for managing mental health helps workplaces to beconsistent, but this may look different in different organisations. Small businesses may not haveformal policies for every situation but can still develop a clear positive approach to mental healthand communicate this effectively to staff. 212Content adapted from WorkWell resources: www.workwell.health.nzMind. (n.d.). Guide to employees: Wellness Action Plans (WAPS) – How to support your mental health at work.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
For more information:Good4Work to take the quiz and rate your workplace against essential elements for a positiveculture and environment.Open Minds for tools and information to equip managers to talk about mental health with people.business.govt.nz for great advice and tools for managing people and leadership, such asgiving motivating feedback or communicating and giving feedback.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
05 Fact sheetMaking it happenThere’s no ‘one size fits all’ approachto workplace wellbeing. Everyworkplace is unique, so tailor theFive Ways to Wellbeing to suit yourorganisation and the resources youhave available. Here are some tips toget you started.Focus on teams or groupsMake it fun and interactiveSome people will be unfamiliar with mentalhealth and wellbeing concepts – or will havea different understanding to others. The goodnews is the Five Ways are straightforwardand will help people to understand theseconcepts too. Remember to use Fact sheet:Understanding mental health and wellbeingand Tool: Five Ways to Wellbeing informationsheets.Link with existing workplace activities,such as social groups, exercise sessions,volunteering days, shared meals or staffawards or recognition. Activities should beinclusive and suit a range of ages and abilitiesand encourage people to only do what theyfeel comfortable with. If you’re developingnew activities, take some inspiration fromFact sheet: Engaging people and teams andremember that even small changes can have abig impact.Get input and feedback from yourpeopleAsk people and teams what would supportthem to change their behaviours and buildthe Five Ways into their day. You could do thisthrough a survey, discussion at a team meetingor inviting feedback on ideas. This is a goodtime to also ask how much your team currentlyconnect with others, give their time, be active,etc., so you can measure to what extent peoplechanged their behaviours and introduced theFive Ways. See Fact sheet: Evaluating successfor examples of questions to ask.123Focus on teams or groups, especially in largerorganisations, as employee participationis critical to success1 and strengtheningconnections, including with your co-workers, isitself critical to boosting wellbeing2.Help teams understand mentalhealth and wellbeingSupport goal settingHelp teams and team members set goals sothey can work out how to fit more of the FiveWays into work life as well as home life whenthey’ve clocked off. Even the practice of settinggoals is good for wellbeing2. There are a range ofgoal-setting templates in Tool: Goal setting.Consider the best approach for yourworkplaceWhile the Five Ways can be presented as aset, it is not essential to promote all at once,or encourage people to build all Five Ways intotheir lives at once. Many people may find sucha target out of reach3. You might like to take astaged approach and focus on one of the FiveWays for a month or two and then move on toanother. Use Tool: Action plan template to help.PricewaterhouseCoopers. (2014). Creating a mentally healthy workplace Return on investment analysis.New Economics Foundation. (2008). Five Ways to Wellbeing: The evidence.Mental Health Foundation of New Zealand (2017). Five Ways to Wellbeing: A best practice guide.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
Use clear and consistentcommunicationKeep the Five Ways top of mind amongst yourpeople and teams by using channels suchas notice boards, team Facebook groups,email, in a newsletter, via a poster in the staffroom or common area, at a team meeting, viapeers and wellbeing champions across theorganisation, on the intranet.Take a look at the Five Ways promotionalmaterial available to support yourcommunications. There are also briefinformation sheets on each of the Five Waysfor you to share.To help you decide what to say to people andteams about the Five Ways, we’ve includedsome examples of messages which, along withthe content in this toolkit, you can tailor tosuit your workplace. There are also templatepresentation slides.Look for champions in yourworkplaceAnyone can be a leader for workplacewellbeing. Think of people and teams thatcould help communicate the Five Ways.Could they lead by example by introducingsome of the Five Ways into their own lives,and then share their journey through aregular blog, newsletter column or updates atteam meetings? See Fact sheet: The role ofleadership.Celebrate and share your successesDo this throughout your Five Ways focus,as well as once you have some final resultson how it went. And don’t shy away fromcommunicating the things that didn’t go aswell as you’d hoped as authentic and opencommunication is usually valued and tends toencourage engagement. These are importantlessons for next time and for others to learnfrom too. See Fact sheet: Evaluating success.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
Make it timelyConsider specific times of the year to help bring your Five Ways to life.Consider what events are already on the calendar, such as:All Five WaysNew Years – promoting the Five Ways as NewYear’s resolutionsJanuaryConnectNeighbours DayMarchConnectPink Shirt DayMayConnect / Take NoticeMatarikiJuneConnect / Be ActiveSchool holidays - to promote connecting withfamily and whānau and getting activeGiveNational Volunteer WeekJuneTake NoticeInternational Day of YogaJuneBe ActiveSpring – promote getting active as the weatherwarms upSeptemberKeep LearningAdult Learners’ WeekSeptemberAll Five WaysMental Health Awareness WeekOctoberMake sure information about getting help, support and advice is availableRaising awareness and opening up conversations about mental health and wellbeing can bringup difficult things for some people. You might find that people start confiding in you and othersinvolved in the Five Ways and sharing their own experiences of their mental health ups and downs.Use Fact sheet: Getting help and advice to make referrals for those who reach out for help andmake the sheet widely available, such as in common areas and on the intranet. If someone needs totalk immediately, encourage them to call or text 1737 to talk with a trained counsellor, anytime. It’sfree and completely confidential.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
06 Fact sheetEngaging people and teamsThere are many ways you can inspire and motivate your people and teams to build theFive Ways to Wellbeing into their daily lives. Take some inspiration from the followingactivities and see Fact sheet: Making it happen for more tips.All FiveWaysCreate Five Waysto WellbeingAwards tocelebrateindividualsand/or teamswho introducethe Five Waysinto their lives.TemplateawardscertificateDevelop a photoboard and inviteteam membersto take picturesof what the FiveWays mean tothem. Chooseone of the ‘FiveWays’ to focuson each month.Encourage andsupport teamsto set goals andconsider whatthey currentlydo and how theycan do more ofthe Five Ways.Goal settingtoolsHelp your team/sembrace the Five Ways,get to know each otherand have a laugh usingone of our team gamesactivities:‘Did you know?’ teamgame‘What is wellbeing?’team game‘Wellbeing bingo?’team game‘Taking notice ofwellbeing’ team gameMake the FiveWays to Wellbeinginformation sheetsavailable to yourpeople and teamsand/or present on theFive Ways – these arebrief, they explain theFive Ways and theyprovide examples ofwhat individuals cando.See templatePowerPoint slidesfor presentations,meetings and eventsConnectAt your teammeeting, set achallenge forteam membersto Take Noticeof the Five Waysto Wellbeinghappening atwork. ‘Takingnotice ofwellbeing’ teamgameProvide aphysicalenvironmentthat allowsteams to relaxtogether, suchas an outdoorbench, a couchor a kitchentable.Encouragewalking over andhaving a chatwith your teammate, insteadof emailing orcalling.Organise a baby photocompetition – guesswho the baby is!Organise a sharedteam lunch once amonth, to encourageeveryone to eattogether. Tie this inwith celebrating andlearning about teammembers’ culturalbackgrounds. (Abalanced diet is goodfor wellbeing too, soconsider what foodyou enjoy together)GiveDevelop a cultureof saying thankyou for hard work– both formallyand informally.It might beas simple asproviding cardsso peoplecan writehandwrittenthank you notes.Encourageteams to bringany excessproduce fromtheir gardensto share withothers.Encouragepeople or teamsto do an act ofkindness oncea week. (Doingthis over a sixweek period hasbeen shownto increasewellbeing 1)Ask more experiencedpeople in the team tobuddy up withnew/younger teammembers to share skills,insight and experience.Explore opportunitiesfor teams tovolunteer in their localcommunity.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
Be Active1Encouragepeople to be asphysically activeas their fitnessand mobilityallow. You don’thave to run amarathon to beactive. Promotedancing, playingwith the kids,walking, gentleforms of activitysuch as neckand shoulderexercises,stretches or TaiChi. Fun ideas tokeep your familyactiveHave a walkingchallenge or achallenge thatgets peoplemoving in otherways. Think offun incentives,such as hiddenmessagesfor people todiscover.Promote sittingless, movingmore andbreaking uplong periods ofsitting.TakeNoticeProvide a spacefor time-out andreflection, suchas a comfortablecorner, or anoutdoor bench.Promote peopletaking walks ina nearby parkduring breaks– encouragingthem to noticethe environmentaround them.KeepLearningOrganise lunchand learnworkshops andencourage,support andinvite peopleto becomeinvolved (e.g.ask peoplewith hobbies tohelp organise/facilitate).Invite teammembers to puttheir hand up fornew challenges/training tobroaden theirknowledge.New Economics Foundation. (2008). Five Ways to Wellbeing: The evidence.FIVE WAYS TO WELLBEING AT WORK TOOLKITSpread the word aboutany work-based teamsports – or find out themost popular sportamong your colleaguesand then organise amatch or tournament.Remember, even ifyou’re not playing youcan still be part of thesupport team.Promote a team walkat lunch time in a localpark, as connectingwith nature is alsogood for wellbeing1.Introducemindfulawarenessthrough abreathing ormindfulnessexercise atthe start ofmeetings.See Tool:Introducingmindfulnessfor a step bystep guide to ashort breathingexercise.Organise yoga, Tai Chior Pilates at work oropportunities for amassage.Bring nature into yourworking environmentby creating a sharedgarden or green spacewhere people cangrow small plants,introduce somepot plants into theworkplace or frame apicture of a beautifulscene from nature.Take a teamtrip to a localmuseum orgallery.Encourage people tolisten to a podcast orread a journal article.Start a book club anduse communicationslike intranet, email orposters in commonareas to sharediscussions and bookreviews from thegroup.Guide to Sittingless, MovingMore
07 Fact sheetUnderstanding mental health and wellbeingMental healthThe World Health Organization (2014) defines mental health as “.a state of well-being in whichevery individual realizes his or her own potential, can cope with the normal stresses of life, can workproductively and fruitfully, and is able to make a contribution to her or his community.”1 Like physicalhealth, we can all benefit from looking after our mental health.Mental wellbeing (also known as ‘positive mental health’ and ‘flourishing’)Mental wellbeing is the ability to cope with the day-to-day stresses of life, work productively, interactpositively with others and realise our own potential2. Mental wellbeing is more than the absence ofmental illness and it is more than feeling happy.Poor mental healthPoor mental health is a state of low mental wellbeing where you are unable to realise yourown potential, cope with the day-to-day pressures of life, work productively or contribute to acommunity2.Mental health problemsWe all have times when we struggle with our mental health, but mental health problems developwhen these difficult experiences or feelings go on for a long time and affect our ability to enjoy andlive our lives in the way we want to. You might receive a specific diagnosis from your doctor, or justfeel more generally that you are experiencing poor mental health2.12World Health Organization. (2016). Mental health: strengthening our response.Mind. (n.d.). Guide to employees: Wellness Action Plans (WAPS) - How to support your mental health at work.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
08 Fact sheetTalking about wellbeingMeaningful conversations aboutmental health and wellbeing don’thave to be hard conversations. Beingable to talk about our mental health,including our thoughts and feelings,is a sign of connection and a goodattitude towards health at work.It can be as simple as Ask a starter question and listen to how peopleare feeling and what is impacting (positively ornegatively) on their actions and relationshipsat work: How are you? What’s up? How are you going with work / home /family / friends? How do you feel about this? What have you been up to recently? What happened over the weekend? How did you solve that issue? What would help? Can I help? How are you finding that job? Are there any things that could make itbetter, easier, less stressful?Or, for managers, it can beas simple as 1,2,31. Talk – Make talking about mental wellbeingan everyday thing. Keeping the kōrero aliveand open in your workplace positively affectsmental wellbeing.2. Understand – Find out how you can supportyour team to find balance, build resilienceand boost mental health and wellbeing. Letthem know you’re asking because you want tosupport the team to flourish. Use the Five Waysto Wellbeing to guide the discussion. Listennon-judgmentally, acknowledge the teams’thoughts and suggestions and don’t take itpersonally. See Tool: Goal setting templates3. Work together – As a team, identify thingsyou can do together to build connections,friendships and have fun. Focusing on thestrengths and abilities team members bring tothe workplace and what resources everyonecan bring to tautoko (support) wellbeing. SeeTools for a range of resources to help you towork together.Remember to take care ofyourself tooRaising awareness and opening upconversations about mental health andwellbeing can bring up difficult things forsome people. You might find that peoplestart confiding in you and sharing their ownexperiences of their mental health ups anddowns. Use Fact sheet: Getting help andadvice to make referrals for those who reachout for help.For more information:Open Minds for more tools and information toequip managers to talk about mental healthwith their people.FIVE WAYS TO WELLBEING AT WORK TOOLKIT
09 Fact sheetGetting help and adviceRaising awareness and openingup conversations about mentalwellbeing can bring up difficultthings for some people. Makethis sheet widely available, suchas in common areas and on theintranet.Talk to someoneNeed to talk? Free call or text 1737 to talk toa trained counsellor, anytimeGet advice about workplace issuesEmployer Advice Line - 0800 805 405 for freeadvice for employers and managers on howto support team members with a disabilityor health condition, including mental health.Call for support within normal business hours(8am – 6pm working days)Employment Relations Authority –0800 20 90 20 for general queries onemployment relationsCitizen’s Advice Bureau – 0800 367 222(0800 FOR CAB) for information and adviceLifeline – 0800 543 354 for counselling andsupportHuman Rights Commission – 0800 496 877for advice or to make a complaint aboutdiscriminationDepression Helpline – 0800 111 757 forsupport from trained counsellorsYour Employee Assistance Programme forcounselling and supportYouthline – 0800 37 66 33, free text 234or email talk@youthline.co.nz for youngpeople, and their parents, whānau andfriendsYour workplace union for workplace supportSamaritans – 0800 726 666 forconfidential support to anyone who is lonelyor in emotional distress 24 hours a day,365 days a yearSuicide Crisis Helpline – 0508 828 865(0508 TAUTOKO) for people in distress, andpeople who are worried about someone elseGet support onlineFind support around sexuality orgender identityOUTLine NZ – 0800 688 5463(0800 OUTLINE), www.outline.org.nz for lesbian,gay, bisexual, transgender and intersex people.Free phone counselling is available Monday toFriday, 9am – 9pm, and weekends/holidays 6pm –9pmFind support around alcohol and drugsdepression.org.nz includes The Journal,a free online self-help tool, and includesspecific advice on helping someone at workAlcohol Drug Helpline – 0800 787 797 ortext 8681 for a free and confidential chatwith a trained counsellor, 24 hours a day,7 days a weekNetsafe – www.netsafe.org.nz for advice onhow to stay safe onlineFor support around domestic violenceFamily Violence Information Line –0800 456 450 for information as well as servicesin your own region. The phoneline operates 9am –11pm every day of the yearFIVE WAYS TO WELLBEING AT WORK TOOLKIT
10 Fact sheetEvaluating successIt’s important to measure the impactof your Five Ways to Wellbeing.Knowing the reach and impact youachieved will help you learn whatworked and what didn’t and helpbuild a case for future mental healthand wellbeing initiatives.Before you plan your Five Ways focus:Find out how much your people and teamscurrently know about looking after their mentalhealth and wellbeing. Find out how much theycurrently incorporate the Five Ways into theirday. You might run a focus group or develop abrief survey or have one-on-one conversationsto find this out. It’s good to know this beforeyou start, so, after Five Ways is finished, youcan measure what behaviour change wasachieved.You might like to ask some questions such as: What do you currently do to take care ofyour mental health and wellbeing? Do you know what you can do to take careof your mental health and wellbeing? On a scale from 1 to 10 (1 – ‘Not at all’ to10 – ‘Very much so’), to what extent doyou know how to take care of your mentalhealth and wellbeing? Have you heard of the Five Ways toWell
introduce the Five Ways into your life - take a well-earned break, go for a walk, say thank you, notice the . moment every day to chat and : CONNECT: with your people. Find your balance — schedule time in your diary to exercise and : BE ACTIVE. Make yourself available to your people — GIVE: your time. For more information .
3.1 'Wellbeing' - what does it mean, how does the term function? 3.2 Wellbeing as a social construct and site of contest 3.3 Multiple discourses of wellbeing 3.4 The Whitehall 'wellbeing map' 3.5 DCSF's own wellbeing discourse 4. Implications and risks for DCSF 5. Recommendations
The Employer's Guide to Financial Wellbeing 2018-19 3 INDEX 1.0 Executive Summary 4 1.1 Introduction 5 2.0 The Relationship Between Financial Wellbeing & Mental Health 8 2.1 UK Employee Wellbeing 8 2.2 Money Worries are the Greatest Contributor to Overall Stress 10 2.3 Financial Wellbeing & Mental Health 12 2.4 The Cost of Poor Financial Wellbeing 13 3.0 The Financial Fitness Score is a Way to .
csh.umn.edu. WELLBEING . 3 The case of wellbeing Determinants of wellbeing Cultivating Wellbeing - Lives, Communities, Universities and the Nation
chapter 1 Why you need to focus on employee wellbeing now 4 Statistics on the business impact of low wellbeing on burnout, stress, absenteeism, and turnover chapter 2 What wellbeing at work means today 9 Why wellbeing transcends healthcare and wellness chapter 3 Overcoming challenge
Physical Wellbeing Physical wellbeing is associated with the extent to which we feel physically safe and healthy. It includes nutrition, preventative health care, physical activity and physical safety and security. Physical wellbeing enables positive health outcomes. Spiritual Wellbeing Sp
This guide and the Investors in People Health and Wellbeing Good Practice Award aim to help you to meet the health and wellbeing needs of your organisation. The Health and Wellbeing Good Practice Guide looks at why health and wellbeing has emerged in recent years as such an important issue for employers, and considers the business benefits that
Geography sample unit Human Wellbeing Stage 5 Duration: One term (10 weeks – 25 hours) Unit focus Key inquiry questions Students examine the nature of, and differences in, human wellbeing and development that exist within and between countries. They describe ways of measuring human wellbeing and development to reveal spatial variations and
A) 5 ways B) 15 ways C) 16 ways D) 4 ways Objective: (10.5) Solve Apps: Complements Principle of Counting 32) If you toss six fair coins, in how many ways can you obtain at least two heads? A) 64 ways B) 63 ways C) 57 ways D) 58 ways Objective: (10.5)
