Regular 121 discussions, appraisals and wellbeing conversations are an essential part of leadership. Understanding, supporting, and building an effective working relationship help support engagement at work.
These tools will help facilitate discussions:
- 1:1 meeting template (opens on the intranet)
- Non-medical Appraisal template and guidance (opens on the intranet)
Wellbeing conversations are now part of our annual appraisal, however as a people leader you are encouraged to have these regularly with your staff. Here is some support and a video on what these are and how to get started. There is also wellbeing conversations training available
Coaching and mentoring support for NHS staff.
Supporting difficult conversations
- Structuring difficult conversations
- Review and feedback conversations
- Effective delegation
- Wellbeing conversations should consider the whole wellbeing of an individual (e.g. physical, mental, emotional, social, financial, lifestyle, safety) and identify areas where the individual may need support, signpost them to that support, and regularly monitor their wellbeing over time.
Everyone has mental health, just like everyone has physical health. It includes our emotional, psychological, and social well-being. As a people leader you are in the best place to recognise when your staff member or colleague might be acting differently or showing signs that something is wrong and in the best place to act early to provide support or signpost them to help.
Mind@Work
Mental health impacts every aspect of our lives, especially our experiences at work. Mind@Work’s Wellness Action Plans help ensure we are best supported to manage our mental health at work.
Mind@Work is a free, personalised, practical tool to help identify what keeps us well at work and what causes us to become unwell. They are designed to guide line managers how to best support our mental health at work. Mind@Work have a variety of templates available to suit where you work – whether from home, in the workplace or hybrid working.
Anyone can use these, no matter if they have a mental health problem or not. They are a useful tool for employees to share how they prefer to be supported at work by their manager and what workplace adjustments might be helpful.
Wellness Action Plans help us to get the support we need by having a clear plan outlining practical steps to take when we’re struggling at work. This, in turn, leads to greater productivity, better performance and increased job satisfaction.
Visit Mind for more helpful information.
For more mental health at work resources, visit mental health that work.