Latest News
Health and Safety: why accreditation matters   We manage nearly 2,000 sites across the UK and employ around 800 staff members. Ensuring every single one of them can do their job in a safe environment means implementing robust health and safety procedures that get them home safely to their loved ones at the end of every working day or night.
How to recruit great staff, the RUK way   We’ve all heard the phrase ‘people are our greatest asset’, and at RUK we truly live by that ethos.
Receptionists: 3 ways to deliver excellent customer service   As a receptionist, you’re the face of a business – the first port of call for customers and clients. You’re the gatekeeper of a brand, and the gateway to a building. And dealing with people – whether that’s in person, on the phone, or online – is a core part of that role.
5 ways company values are key to business success   Strong company values are the foundation of any successful business.
Near miss reporting, and why it’s so important   Near misses are the almost-accidents that could – on another day, or in another moment in time – become real accidents. So it’s absolutely vital that we report and rectify them when they happen.
6 steps to boost employee engagement   For any business, employee engagement is key to getting the most from your staff and ensuring they stay motivated at work
RUK In Focus: RUK’s Marketing Ambassador Role in Action  
RUK In Focus: How we Tailor our Concierge/Residential Service to Every Client  
RUK In Focus: How We Improved Communications in a Multi-Tenanted Office Building  
Covid-19: GUK & RUK Show Why Training is Key in a Crisis  

01992 655 522  |  info@receptionuk.co.uk

Wellbeing in the Workplace

1 in 4 people are affected by mental health problems each year

Almost 1 in 5 adults are likely to have experienced some form of depression throughout the COVID–19 pandemic.

Wellbeing in the workplace needs to be more than just a successful training course, it must also involve great engagement and support in order to make a business thrive.

This article outlines six steps to helping managers increase staff engagement with their company’s wellbeing programme with the aim to enhance overall mental health:

1 – Understand
Managers need to understand not only what the end goal is but they also need a clear picture of the types of problems they may face within their workforce. Managers must interact with senior management within their organisation and invite their staff to engage through simple surveys and focus groups. Through this process Managers should then have clear guidance around goals and will hold the relevant information to understand the issues faced from their employees.

2 – Curate
A wellbeing programme needs to engage all of its participants. Use the understanding gained through step one to create a programme which directly addresses and associates with the feedback received. Companies need to realise each workforce is unique and a one size fits all approach will not always work. When creating a wellbeing programme there needs to be clear metrics in place in order to measure the rate of success to make improvements along the way.

3 – Promote
Managers need to engage with their employees whilst being an example of someone who inspires. In order to create a buzz around a programme, utilise all methods and channels available:

  • Brochures
  • Email
  • Face to face communication
  • Internal champions
  • Senior Management
  • Social Media

Leading by example is often a great way to gain respect and trust from your team. Do not ask someone to do something that you yourself would not be willing to do.

4 – Deliver
Make a programme simple to sign up to. Give clear guidance and instructions on how to engage and what the aims of the programme are. Email alerts will remind participants of what is expected from them with clear deadlines for completion.

5 – Reinforce
In order to make embedded change, creating a lasting impression on staff, managers must support and provide inspiration throughout the wellbeing programme. Wellbeing is a constant and should be maintained at all times. Staff need to feel confident in their own skin as well as aware of subtle signs to look out for in their peers.

6 – Review
Staff who have participated in any wellbeing programmes need to be a part of any continuous improvement going forward. Allow them to give feedback in order to understand the impact and enjoyment. The types of questions you could ask include:

  • Rate your enjoyment of this session
  • How useful was this session to your wellbeing?
  • How do you plan to continue what you learnt?
  • Any other comments?

In this world of uncertainty wellbeing is of the up most importance to GUK. Our Employee Assistance Programme as well as our ‘My Pathway’ training platform help to guide employees through any difficult times. However, nothing beats a manager who engages and supports their staff.