Addressing Negative Emotions in the Workplace

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Strategies for Resilient Teams

In today’s fast-paced UK business landscape, managing negative emotions in the workplace has become a critical challenge for leaders. The Gallup Global Emotions 2024 report sheds light on the prevalence of negative experiences worldwide. But how does this translate to the UK context, and more importantly, how can we as leaders address these challenges to create more resilient and productive teams?

The UK Emotional Landscape: A Sobering Reality

Before we dive into solutions, let’s consider the current emotional state in UK workplaces:

  • 79% of British adults experience work-related stress (Mental Health UK, 2023)
  • 1 in 6 UK workers experience mental health problems like anxiety and depression (Mind)
  • Stress, depression, and anxiety accounted for 55% of all working days lost due to work-related ill health in 2021/22 (HSE)

These statistics underscore the urgent need for UK businesses to address negative emotions head-on.

5 Powerful Strategies to Manage Negative Emotions in UK Workplaces

Implement a Comprehensive Mental Health Programme

Global insight: Countries with strong mental health support systems report lower levels of negative emotions at work.

UK Application:

  • Partner with mental health charities like Mind or Samaritans
  • Offer confidential counselling services through an Employee Assistance Programme (EAP)
  • Train managers in Mental Health First Aid

Action step: Launch a ‘Wellbeing Wednesday’ initiative with weekly mental health tips and resources.

Foster Open Communication About Emotions

Global insight: Workplaces that encourage emotional expression report lower levels of negative emotions overall.

UK Application:

  • Implement regular ’emotion check-ins’ during team meetings
  • Create safe spaces for employees to discuss their feelings
  • Train leaders in emotional intelligence and empathetic communication

Action step: Start a ‘Feelings Friday’ where team members can share their emotional highs and lows of the week.

Address Work-Related Stressors

Global insight: Organisations that actively tackle workplace stressors see a reduction in negative emotions.

UK Application:

  • Conduct regular workload assessments to prevent burnout
  • Offer flexible working arrangements to improve work-life balance
  • Provide training on time management and prioritisation skills

Action step: Implement a ‘Stress Busters’ programme where employees share their best stress management techniques.

Promote Physical Wellbeing

Global insight: Countries with higher levels of physical activity report lower levels of negative emotions at work.

UK Application:

  • Offer gym membership subsidies or on-site fitness classes
  • Encourage ‘walking meetings’ for one-to-ones
  • Provide healthy snacks and promote regular break times

Action step: Launch a company-wide step challenge to encourage daily physical activity.

Build Team Resilience

Global insight: Teams trained in resilience report lower levels of negative emotions during challenging times.

UK Application:

  • Offer resilience training workshops
  • Implement a peer support system for challenging projects
  • Celebrate ‘lessons learned’ from setbacks to foster a growth mindset

Action step: Create a ‘Resilience Toolkit’ with resources and techniques for managing difficult emotions and situations.

Measuring the Impact of Emotional Management Initiatives

To ensure your strategies are effective:

  • Conduct regular employee mood surveys
  • Monitor changes in absenteeism and presenteeism rates
  • Track usage of mental health resources and EAP services
  • Measure productivity alongside emotional wellbeing metrics

The Business Case for Managing Negative Emotions

Addressing negative emotions isn’t just about employee wellbeing—it’s a smart business move:

  • UK businesses lose £45 billion annually due to mental health-related absences (Deloitte)
  • Companies with high levels of mental wellbeing report 31% higher productivity (Oxford University)
  • 85% of UK workers believe employers are responsible for supporting their mental health (AXA)

Imagine a workplace where:

  • Employees feel comfortable expressing and managing their emotions
  • Teams bounce back quickly from setbacks and challenges
  • Your company becomes known as a supportive employer, attracting top talent
  • Productivity and innovation thrive in an emotionally intelligent environment

This isn’t a pipe dream. It’s the reality for UK companies that prioritise emotional wellbeing and resilience.

Your Next Steps: Leading with Emotional Intelligence

Ready to transform your workplace into an emotionally resilient, high-performing environment? Start with these actions:

  1. Conduct an ’emotional temperature check’ of your current workplace culture
  2. Survey your team about their emotional challenges at work and desired support
  3. Implement one new strategy from this article to address negative emotions
  4. Share your commitment to emotional wellbeing with your team and invite their input

Remember, managing negative emotions in the workplace isn’t about suppressing feelings or maintaining a false sense of positivity. It’s about creating a culture where all emotions are acknowledged, understood, and effectively managed.

Are you ready to lead with emotional intelligence and unlock your team’s full potential? Your business’s success—and your employees’ wellbeing—may depend on it.

Whether you’re looking to pivot your business model, upskill your workforce, or reinvent your personal brand, we provide the expertise and support to turn your vision into reality. Let’s collaborate to unlock your potential and create a future-ready version of your business or career.

Book a discovery call

Enjoyed this blog? Check out my other blogs on various resilience and leadership topics here.

Navigating Workplace Emotions During Global Crises

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A UK Leader’s Guide

In an interconnected world, global events can have a profound impact on our local workplaces. The Gallup Global Emotions 2024 report highlights how international crises can significantly affect employees’ emotional well-being. As UK leaders, how can we navigate these choppy waters and maintain a resilient, productive workforce?

The UK Context: A Snapshot of Workplace Emotions

Before we dive into strategies, let’s consider the UK landscape:

  • 79% of British workers report that world events impact their mental health (Mental Health UK)
  • 74% of UK employees have felt so stressed they’ve been overwhelmed or unable to cope (Mental Health Foundation)
  • 65% of people in the UK have felt more anxious because of the COVID-19 pandemic (Office for National Statistics)

These statistics underscore the urgent need for UK leaders to address the emotional impact of global events on their teams.

5 Crucial Strategies for UK Leaders

Develop a Crisis Communication Plan

Clear, timely communication is vital during turbulent times.

UK Application:

  • Create a multi-channel communication strategy (email, intranet, team meetings)
  • Provide regular, honest updates about how global events might affect the company
  • Offer Q&A sessions to address employee concerns and emotions

Action step: Draft a crisis communication template that can be quickly adapted to different scenarios.

Enhance Mental Health Support

Global crises often exacerbate existing mental health issues.

UK Application:

  • Partner with mental health charities like Mind or Samaritans
  • Offer confidential counselling services through an Employee Assistance Programme (EAP)
  • Train managers in Mental Health First Aid

Action step: Review and enhance your current mental health support offerings.

Foster a Culture of Empathy, Flexibility and Encouraging Emotions

Different employees may be affected by global events in varying ways.

UK Application:

  • Offer flexible working arrangements to accommodate personal needs
  • Encourage managers to have regular check-ins with team members
  • Create safe spaces for employees to share their emotions and experiences

Action step: Implement a ‘How are you really?’ check-in at the start of team meetings.

Provide Context and Perspective

Help employees understand and process global events.

UK Application:

  • Organise expert-led sessions on complex global issues
  • Encourage critical thinking and media literacy
  • Share reliable, fact-based information from trusted sources

Action step: Host a monthly ‘Global Insights’ lunch-and-learn session.

Focus on What Can Be Controlled

Empower employees to take positive action amidst uncertainty.

UK Application:

  • Set clear, achievable short-term goals
  • Encourage involvement in local community initiatives
  • Celebrate small wins and progress

Action step: Implement a ‘Weekly Wins’ sharing session in team meetings.

Measuring Emotional Resilience in Your Team

To gauge the effectiveness of these strategies:

  • Conduct regular pulse surveys on employee well-being
  • Monitor usage of mental health support services
  • Track productivity and engagement metrics during crisis periods
  • Gather feedback through one-to-one check-ins and focus groups

The Business Case for Emotional Support During Crises

Supporting your team’s emotional well-being during global crises isn’t just the right thing to do – it’s a smart business move:

  • Emotionally supported employees are 45% more likely to adapt to change (Gartner)
  • Companies with strong crisis management see 5.3% higher returns (Harvard Business Review)
  • 91% of employees at companies that support well-being and reconise peoples emotions say they feel motivated to do their best (American Psychological Association)

Imagine a workplace where:

  • Your team remains focused and productive, even as headlines scream crisis
  • Employees feel safe to express their emotions and concerns, and are met with empathy and support
  • Your company emerges from global challenges stronger and more united
  • Your organisation becomes known for its resilience and employee care, attracting top talent

This isn’t an unattainable ideal. It’s the reality for UK companies that prioritise emotional support during global crises.

Your Next Steps: Leadership Through Turbulence

Ready to steer your team through global crises with empathy and skill? Start with these actions:

  1. Assess your current crisis response capabilities
  2. Survey your team about their emotional needs during challenging times
  3. Implement one new strategy from this article
  4. Share your commitment to supporting employee well-being during crises

Remember, navigating workplace emotions during global crises isn’t about ignoring the reality of challenges. It’s about creating a supportive environment where your team can process their emotions, maintain their productivity, and even grow stronger through adversity.

Are you ready to lead your team with empathy and resilience through global crises? Your actions today could define your leadership legacy and your organisation’s success for years to come.

Enjoyed this blog? Check out my other blogs on various resilience and leadership topics here.

Combating Workplace Loneliness

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A Critical Challenge for UK Business Leaders

In an era of increased remote work and digital communication, workplace loneliness has emerged as a significant concern for UK businesses. The Gallup Global Emotions 2024 report reveals that 23% of adults worldwide experience loneliness. But how does this translate to the UK workforce, and more importantly, how can we as leaders address this growing issue?

The UK Loneliness Landscape: A Sobering Reality

Before we dive into solutions, let’s consider the current state of loneliness in UK workplaces:

  • 60% of UK workers report feeling lonely at work (UK Loneliness Report 2023)
  • Loneliness costs UK employers £2.5 billion annually due to absenteeism and productivity loss (CIPD)
  • 1 in 4 UK employees say loneliness affects their work performance (Mental Health Foundation)

These statistics underscore the urgent need for UK businesses to tackle workplace loneliness head-on.

5 Powerful Strategies to Combat Workplace Loneliness in UK Companies

Foster a Culture of Connection

Global insight: Companies that prioritise social connections report lower levels of employee loneliness.

UK Application:

  • Implement a ‘buddy system’ for new and remote employees
  • Organise regular team-building activities, both in-person and virtual
  • Create interest-based clubs or groups within the company

Action step: Launch a ‘Connection Challenge’ where employees are encouraged to have a meaningful conversation with a different colleague each week.

Redesign the Workplace for Interaction

Global insight: Office layouts that encourage casual interactions reduce feelings of isolation.

UK Application:

  • Create communal spaces for informal gatherings
  • Implement hot-desking to encourage mixing between departments
  • Design ‘collision spaces’ where employees naturally interact

Action step: Introduce ‘Tea and Talk’ stations with prompt cards to spark conversations during breaks.

Promote Work-Life Balance

Global insight: Employees with a healthy work-life balance report lower levels of loneliness.

UK Application:

  • Offer flexible working hours to accommodate personal commitments
  • Encourage the use of full holiday entitlements
  • Implement a ‘right to disconnect’ policy outside of work hours

Action step: Start a ‘Flexible Friday’ initiative where employees can dedicate time to personal wellbeing or community volunteering.

Leverage Technology to Connect

Global insight: Effective use of digital tools can foster connections, especially for remote workers.

UK Application:

  • Use collaboration tools like Slack or Microsoft Teams for informal chats
  • Implement virtual coffee breaks or lunch roulettes
  • Create digital spaces for sharing personal achievements and milestones

Action step: Launch a ‘Digital Buddy’ programme, pairing employees for regular virtual check-ins.

Train Leaders in Emotional Intelligence

Global insight: Emotionally intelligent leaders are better equipped to recognise and address loneliness in their teams.

UK Application:

  • Provide training on recognising signs of loneliness
  • Equip managers with tools to foster inclusive team environments
  • Encourage regular one-to-one check-ins focused on wellbeing

Action step: Implement a ‘Loneliness First Aid’ training programme for all team leaders.

Measuring the Impact of Anti-Loneliness Initiatives

To ensure your strategies are effective:

  • Conduct regular employee surveys on workplace loneliness and belonging
  • Monitor changes in absenteeism and presenteeism rates
  • Track usage of social initiatives and connection programmes
  • Measure productivity and engagement metrics alongside loneliness reduction efforts

The Business Case for Combating Loneliness

Addressing workplace loneliness isn’t just about employee wellbeing—it’s a smart business move:

  • Tackling loneliness could boost UK productivity by up to £38 billion annually (New Economics Foundation)
  • Employees with a best friend at work are 7 times more likely to be engaged in their jobs (Gallup)
  • Companies with strong social connections see a 50% lower turnover risk (Gallup)

Imagine a workplace where:

  • Employees feel genuinely connected to their colleagues and the company’s mission
  • Collaboration thrives as people feel comfortable reaching out to one another
  • Your company becomes known as a supportive, inclusive place to work, attracting top talent
  • Productivity and innovation soar in an atmosphere of psychological safety and belonging

This isn’t a pipe dream. It’s the reality for UK companies that prioritise combating workplace loneliness.

Your Next Steps: Leading the Connection Revolution

Ready to transform your workplace into a hub of meaningful connections? Start with these actions:

  1. Conduct a ‘loneliness audit’ of your current workplace culture
  2. Survey your team about their experiences of loneliness at work and desired support
  3. Implement one new anti-loneliness initiative from this article
  4. Share your commitment to fostering connections with your team and invite their input

Remember, combating workplace loneliness isn’t about forcing interactions or implementing superficial ‘team-building’ exercises. It’s about creating an environment where genuine connections can flourish naturally.

Are you ready to lead the connection revolution and unlock your team’s full potential? Your business’s future success—and your employees’ wellbeing—may depend on it.

Want to know more on how to create a connected, thriving workplace? Book a free discovery call with me here.

A Guide to Managing Screen Time and Preventing Digital Overload

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In the ever-evolving landscape of the digital workplace, where screens dominate our daily existence, the need for resilience has never been more apparent. I’ve witnessed firsthand the challenges that professionals face in maintaining a healthy work-life-tech balance. In this blog, I aim to provide practical tips, strategies, and fun exercises to help you navigate the digital deluge and foster resilience in the digital workplace.

Understanding the Challenge: Digital Overload

The constant influx of emails, notifications, constant instant messaging and virtual meetings can lead to information overload, affecting our productivity and well-being. To combat this, consider implementing the following practices:

  • Set Boundaries: If you work from home, define clear boundaries for work hours and stick to them. Establish a designated workspace to create a physical separation between work and personal life. Even think about walking out the front door, around the block and coming back in and sitting at your workspace.
  • Prioritise Tasks: Use task management tools to prioritise your workload. Get a balance between focusing on high-priority tasks first, and breaking larger projects into smaller, more manageable chunks. Sometimes it is easier to manage quick tasks first thing in the morning. I find I do my admin in the morning first thing and spend the afternoon with time set aside for the larger project work. I focus better in the afternoon. When is your focus time? Are you an early bird or a night owl?
  • Digital Detox: Designate specific times for a digital detox. Turn off notifications during breaks and non-working hours to reclaim your mental space. This is particularly important when you are on leave. With email on mobile phones, it is very tempting to “Just have a quick check”.

Building Resilience Through Mindful Practices

Resilience is not just about enduring challenges; it’s about bouncing back stronger. Incorporate the following mindful practices into your routine to build resilience:

  • Mindful Breathing: Take short breaks throughout the day for mindful breathing exercises. Deep, intentional breaths can help reduce stress and improve focus.
  • Gratitude Journaling: Maintain a gratitude journal to shift your focus from challenges to positive aspects of your life. Reflect on achievements, no matter how small, to foster a positive mindset. What are your wins for the day? Focusing on the positives will help motivate you and keep you going.
  • Visual Breaks: Integrate short visual breaks into your day. Set a timer to remind yourself to look away from the screen, stretch, and refocus your eyes.
    • Try the Pomodoro technique, working in 25-minute sprints. Set a timer to remind you to take a mini break.
    • Or my personal favourite, Ultradian intervals,  90 minutes of ultra focussed work and then a decent break. At least 15 minutes.
    • Eye cupping also helps relax the eyes. It also relaxes your eyes when they feel tired.
      • Start by cupping your hands over the sockets of your closed eyes. Stare into the far back of the dark space. You will notice that the various residual hues in your vision slowly turn to black.
      • Do this simple exercise for a minimum of 30 seconds. It serves as a reset button for your vision and freshens your eyes.

I prefer the ultradian intervals as I can immerse myself in what I am doing. I find I focus better in longer timeframes. For me, the Pomodoro is too short and I lose the thread. However, if I am doing admin-type tasks then the Pomodoro is my go-to.

Digital Harmony: Tips for a Healthy Balance

  • Scheduled Screen Breaks: Plan regular screen breaks to prevent eye strain and mental fatigue. Use the 20-20-20 rule: every 20 minutes, look at something 20 feet away for at least 20 seconds.
  • Utilise Productivity Tools: Leverage productivity tools to streamline tasks and reduce the time spent on digital devices. Tools like task managers, calendar apps, and project management platforms, electronic To Do Lists to help keep things straight, can enhance efficiency.
  • Create Tech-Free Zones: Designate certain areas of your home as tech-free zones. This could be your dining area or bedroom, allowing you to disconnect and unwind. My bedroom has been a tech-free zone since we moved in 2021. I am convinced I sleep better as a result.

Fun Exercises to Recharge Your Mind

  • Desk Yoga: Incorporate simple yoga stretches into your work routine. Stretch your arms, neck, and back to alleviate tension and promote physical well-being.
  • Virtual Team-Building Games: Organise virtual team-building activities to foster camaraderie. Games like online trivia or virtual escape rooms can provide a welcome break from work-related stress.
  • Laugh Break: Watch a funny video or read a joke to induce laughter. Laughter has proven benefits for reducing stress and improving mood.
  • Digital Downtime Challenge: Challenge yourself to a digital downtime day at the weekend, or whatever day you don’t work. Disconnect from all screens and engage in activities you enjoy, whether it’s reading a book, taking a nature walk, or trying a new hobby.

Embracing Digital Resilience

In the era of the digital workplace, resilience is the key to maintaining a healthy work-life-tech balance. By implementing these recommended practices and incorporating fun exercises into your routine, you can foster a resilient mindset and navigate the challenges of the digital age with confidence.

Remember, it’s not about eliminating technology from our lives but about creating a harmonious relationship with it. Embrace the power of resilience, prioritise your well-being, and find joy in balancing the digital and the analogue. Your journey to digital resilience starts now!

Harmonising Health: An Overview of Stress Management

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For health management, it is important to understand the physical responses triggered by the body when subjected to stressors. Notably, the release of hormones, namely adrenaline and cortisol, is a fundamental element of the stress response. This response mobilises energy by increasing blood glucose levels, preparing the individual for a fight-or-flight situation.

Continued exposure to elevated stress hormones, particularly cortisol, is associated with a variety of harmful effects on both physical and mental well-being. Long-lasting high cortisol can cause metabolic issues, leading to fat accumulation in the belly and disrupting metabolic balance. This is important, as it affects how a person handles weight and overall health.

The impact of chronic stress on health

Furthermore, the impact of chronic stress extends beyond metabolic disturbances to include broader ramifications on mental health and gut function. Chronic stress has been implicated in reducing the body’s repair capacities, causing fatigue, and anxiety, and reducing metabolic efficiency. Additionally, it makes us crave unhealthy foods like fried foods, takeaways, chocolate, and wine, which are tasty but not nutritious.

The interplay between cortisol levels and gut function merits attention. Short-term stress can manifest as reduced appetite and slower digestive processes. Persistent stressors can precipitate gut disorders, including constipation, diarrhoea, and indigestion. Prolonged exposure to chronic stress carries the potential to instigate severe gut conditions, such as irritable bowel syndrome and other related disorders. This underscores the intricate relationship between stress, cortisol, and the multifaceted nature of gut health.

An out-of-balance gut environment becomes a double-edged sword, as stress and anxiety in turn influence gut health. This can worsen digestive symptoms and create a cycle where the gut contributes to stress, which in turn can worsen digestive issues.

We should all cultivate resilience and proactively manage our health

In light of these scientific insights, everyone must cultivate resilience and proactively manage stress. To enhance resilience and effectively cope with stress, adopt proven approaches such as engaging in yoga and meditation. Incorporate deep-breathing exercises, establish clear boundaries, and indulge in brief yet impactful self-care activities. These evidence-based methods collectively contribute to mitigating the physiological and psychological impact of stress. This helps foster a balance between mental and physical well-being.

Wellbeing in the Workplace: Who’s Responsibility?

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Wellbeing: Whose responsibility is it?

Wellbeing in the workplace is a hot topic at the moment, but do we really understand what it is all about.  On the news, they are talking about Mental Health.  So what does it mean and is there a difference? Whose responsibility is it?

Any role that is customer facing is stressful. The Service Desk Institute realise how difficult it can be for Service Desk staff to know how to cope with stress and how critical it is to have the right support in place.

I joined the Service Desk Institute 2018 conference as one of their leading breakout speakers to discuss the importance of wellbeing in the workplace.

Is Wellbeing just a management issue?

In the dictionary wellbeing is described as “the state of being comfortable, healthy, or happy”.  Mental Health is described as “a person’s condition with regard to their psychological and emotional well-being”.  So basically it is all about a person being well.

We all have responsibility for ourselves so our Wellbeing is the responsibility of each person.  If work is stressful though is it then a management issue?  To avoid work-related stress, wellbeing initiatives should ideally originate from the boardroom, in order to bring about positive and lasting change.

Having the right support in place, should staff need it, is key.  Depending on the nature and size of the business this can vary from very small companies where everything is managed through Human Resources to having Work Place Assistance programmes in place, medical insurance, an on-site Medical team, Wellbeing Strategies and training to name but a few.  Do employees know where to find help and is it fit for purpose?

All about the team

What if one of your team members having difficulty?  If you are the team manager it is definitely part of the job description, yet often managers are too busy doing the day job to notice the early signs of something being amiss with a member of staff.

Could you offer a listening ear?  As part of a team, the culture should be to support each other.  That is what a high performing team does.  Each person is very aware of their role and how they contribute to the success of the team.  They know that each member has to be operating to the best of their ability for the whole team to be operating at their best.  They support each other.

So no, it is not just a management issue, it is everyone’s responsibility to look after themselves and to look after each other.

Call me to finding out more about how to support your employees then I would love to connect.

Here’s my calendar link to make finding time easy.

Building a Culture of Wellbeing

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Metrics That Matter

In today’s competitive business landscape, companies are recognising the value of prioritising employee wellbeing. This is not just as a means to enhance productivity, engagement, and retention. A critical component of fostering a culture of wellbeing lies in the hands of the Human Resources (HR) team. By effectively measuring key metrics, HR professionals can gain insights into the overall health and satisfaction of the workforce. Let’s explore what your HR team should measure. How do those metrics contribute to cultivating a culture of wellbeing within your company?

Employee Engagement:

Measuring employee engagement is a foundation for understanding the level of commitment and motivation within your workforce. By utilising surveys, feedback mechanisms, and performance evaluations, your HR team can assess factors such as job satisfaction, alignment with company values, and work-life balance. These metrics provide invaluable insights into the overall wellbeing of employees and identify areas for improvement. Engaged employees are more likely to experience a sense of purpose, take ownership of their work, and feel supported, leading to increased productivity and a positive work environment.

Wellness Programs Participation:

Wellness programs have gained significant traction in recent years and for good reason. By tracking the participation rates and analysing the impact of these programs, HR teams can gauge the level of interest and engagement in employee wellness initiatives. Metrics such as attendance at fitness classes, use of mental health resources, and adoption of healthy lifestyle activities can help assess the effectiveness of these programs. Regularly evaluating participation rates and soliciting employee feedback ensures that wellness initiatives align with the evolving needs and preferences of your workforce. It helps reinforce a culture that prioritizes wellbeing.

Employee Absenteeism and Sick Leave:

Monitoring and reviewing data on employee absenteeism and sick leave provides valuable insights into the physical and mental health of your employees. By identifying patterns and trends, HR teams can proactively address potential underlying issues, such as excessive workloads, stress, or burnout. This data enables companies to develop targeted interventions and support systems, promoting a healthy work-life balance and reducing the negative impact of absenteeism on productivity and morale.

Diversity and Inclusion Metrics:

Inclusion and diversity are integral components of a thriving culture of wellbeing. HR teams should measure metrics related to diversity representation, equal opportunity practices, and inclusivity initiatives. Tracking data on employee demographics, pay equity, and promotion rates provides valuable information on the progress and effectiveness of your diversity and inclusion strategies. Cultivating a diverse and inclusive workplace fosters a sense of belonging and psychological safety. These are vital for employee wellbeing and overall company success.

Employee Feedback and Surveys:

Regularly seeking employee feedback through surveys, focus groups, and one-on-one discussions is a powerful tool for understanding the pulse of your company. HR teams should measure metrics related to employee satisfaction, happiness, and overall wellbeing. This data provides actionable insights for improving policies, procedures, and the work environment. By actively listening to employee feedback, companies demonstrate a commitment to their workforce’s wellbeing. They create an open and transparent culture that values employee input.

Measuring the right HR metrics is instrumental in creating a culture of wellbeing within your company. By tracking employee engagement, wellness program participation, absenteeism, diversity and inclusion, and employee feedback, HR teams can gain valuable insights into the overall health and satisfaction of their workforce. These metrics enable companies to proactively address areas of improvement. Also aiding implement targeted interventions, and creating a supportive work environment that fosters employee wellbeing. Investing in these measurements not only leads to enhanced productivity and employee retention.  But it also reflects a commitment to the holistic success and happiness of your most valuable asset—your employees.

Are you tracking the right data for your company and what is it telling you? Perhaps you outsource HR. in which case, who is doing this role and do you have the right metrics in place? As companies grow organically, these elements can often be missing.  Would you like to discover what your metrics are telling you and how you can improve your company’s competitive advantage? Sign up for a Real Resilience Audit.

Want to know more? book a 30-minute discussion with our MD.

https://calendly.com/alisoncharles/30min

 

 

Wellbeing in a Changing Organisation

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What is Well-being?

Well-being is the feeling of being well and being able to take life in your stride. Gallup encapsulated the breakdown of wellbeing in their book “Wellbeing at Work”, breaking it down into 5 key aspects of wellbeing, that I believe, describe the different elements exceptionally well:

  • Career well-being: You like what you do every day.
  • Social well-being: You have meaningful friendships in your life.
  • Financial well-being: You manage your money well.
  • Physical well-being: You have the energy to get things done.
  • Community well-being: You like where you live.

Work is such a significant part of our lives that it is a fundamental pillar and the foundation for all others.

A cost of £117.9 billion

Mental health problems cost the UK economy at least £117.9 billion annually according to a report published today by the Mental Health Foundation and London School of Economics and Political Science in March 2022. The cost of mental health problems is around 5% of the UK’s GDP. The report, ‘The economic case for investing in the prevention of mental health conditions in the UK’, makes the case for a prevention-based approach to mental health which would improve mental well-being while reducing the economic costs of poor mental health.

This is just mental ill health. This excludes statistics on physical and emotional ill health.

How do you create wellbeing?

As a former corporate businesswoman, leadership trainer, and well-being consultant, I have extensive experience leading discussions on well-being and the negative impact of toxic work environments. It’s not uncommon for people to feel micromanaged by their boss, undervalued in their position, and generally unhappy with their job – even if it pays well. If you find yourself in this situation, it’s important to try and change things up or find a new job altogether. Life is too short to be unhappy with your career! The impact of all of this on your well-being is too high a cost!

For most people, there are danger signs that they ignore, before they get help for depression and stress. Pain is a common one, especially neck and back pain. Also, headaches, migraines, and fatigue are all very common too. This is often the time that they come along and see me, and it takes a while to get to the real root cause of the problems.

Of course, all this means that the individuals are taking the time off sick. No one can be productive if they feel unwell. Then someone has to pick up the slack and then they struggle with their wellbeing too. It is a vicious cycle!

How this is managed and how leadership creates the culture of the organisation at all levels, is the key to how you create wellbeing. It does not stop there though, wellbeing is the responsibility of everyone at all levels of the organsiation.

Leadership has a profound impact

Leadership has a profound impact on the well-being of their employees which in turn positively impacts productivity, company profitability, and stability. When employees feel valued and are able to contribute to the company in a meaningful way, they are more likely to remain loyal, and creative and be team players – all of which factors contribute to a positive customer journey. This is especially important during times of talent shortages, being seen as a company of choice that values its employees. It has to be about more than just profitability and productivity. There has to be genuine understanding and empathy too.

10 Key tips to Incorporating Well-being into your organisation

  1. Conduct a survey to assess how employees feel about the company approach to well-being currently
  2. Form a focus group with employees at all levels of the organisation.
  3. Lead it top-down and design it bottom-up. Make sure all levels of leadership are on board.
  4. Announce the strategy and associated initiatives to all employees and explain how it will support them.
  5. Ask for feedback and adapt as necessary.
  6. Have a review board to keep energy moving and ensure the initiative is adapted and kept current.
  7. Train people to be well-being champions.
  8. Develop Key performance indicators from current metrics measured in the organisation like absenteeism and productivity. Work very closely with HR.
  9. Train leaders and provide ongoing support
  10. Conduct a follow-up survey every 6-12 months and measure progress.

 

Brain Resilience Through Music

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 The importance of keeping the brain limber

brain resilienceWhen I took up the piano, little did I know the wonderful side effects! It is a great way to improve brain resilience! To keep our brains resilient we need to take care of our brain’s cognitive and emotional health.  Keep your brain healthy by stimulating it with activities that challenge it.

I took up the piano a few years ago. When I did so it was just for a bit of fun and enjoyment. I had dropped it as a child because the need for daily practice was too demanding. Several decades later I decided to give it another go. I’m still terrible and practicing, but I really enjoy the experience.

I am still only at grade 3 level, but I am determined to get to a standard in 2023, where I can sit and play some of my favourite pieces. One I am determined to play is Comptine D’Un Autre Ete by Yann Tierson. It is from the film Amelie. It is also one of my husband’s favourite pieces so I will learn how to play it for him. Now that is a great way to motivate progress! Goodness, I seem to be making new year resolutions already!

Why I keep up with learning the piano

Playing piano is particularly good because of the need to multi-task – reading and playing at the same time. Plus the need to be able to coordinate the left and the right hand with the different lines of music.

It creates strong brain activity in these areas and bridges the gap between the two hemispheres of the brain, increasing activity in various areas of the brain. Increasing the connections between different areas of the brain allows messages to cross through faster and via more diverse roots, improving problem-solving abilities and increasing their creativity. Of course this goes hand in hand with increased resilience.

The best part is that you don’t have to become a master pianist to take advantage of these unique benefits. Playing regularly for just five months at a beginner level at any age can induce positive changes in the structure of the brain, increasing IQ and making it easier to master skills used not just in front of the piano but throughout everyday life.

Here are some other ways to build brain resilience.

Ways to get your brain working harder and staying sharp longer.

Play Brain Games

Challenge your brain with mental puzzles, word games, and other puzzles. Switch up the challenge every day to keep your neurons firing. Perhaps learn a new subject. Expand your knowledge by learning something new. Whether it’s a new language, history, or science topic, keeping your brain active can help you retain information.

Make sure you remember to take brain breaks. Make time for yourself and take a break from work to do something that stimulates your mind. Go for a walk, read an interesting book, or take on a challenging Sudoku puzzle. I am sure you have experienced this; you try and try to come up with a solution to a problem, but nothing comes. You take and walk and think about something else and viola – problem solved.

Try some calming brain-boosting activities before bed. Get some zzzs by trying out some relaxation techniques, like deep breathing exercises or meditation.

Do you enjoy puzzles, board games, or other activities requiring coordination? Taking part in these activities regularly can keep your brain sharp.

Read Books

Whether you’re savoring a good novel or catching up on your favorite magazine, reading can help stimulate your brain. If you are reading a good novel, as tension is built in the story, more and more areas of the brain light up with activity.

A growing body of research indicates that reading literally changes your mind. Using MRI scans researchers have confirmed that reading involves a complex network of circuits and signals in the brain. As your reading ability matures, those networks also get stronger and more sophisticated.

In 2009 A US study found that 30 minutes of reading lowered blood pressure, heart rate, and feelings of psychological distress. The same study found that yoga and a good laugh also had the same beneficial effects.

Brain-Building Music

Listening to music that is stimulating and upbeat can help keep your brain active and learning. Find music that appeals to you and stick with it! Personally, I love to play Workout Pulse from my Amazon playlist. I use it when I am working out and when I am in the kitchen cooking.

Get Active

brain resilienceIt is a long-established fact that exercise is good for our bodies but what about brain resilience? The evidence is very clear – leading a physically active lifestyle provides benefits for overall health and wellbeing. Studies have repeatedly shown that people who are physically active throughout their lives have a lower-than-average risk of a decline in thinking skills with aging.

The same goes for ‘purposeful exercise’ – meaning exercise that involves moderate to vigorous exertion that we take deliberately. In randomised controlled trials, people who took part in purposeful exercise showed beneficial changes in brain structure and function.

So if you want to keep your mind sharp and your body healthy, make sure to incorporate physical activity into your day-to-day life, and make time for some purposeful exercise too! You will see noticeable changes in brain resilience in just 6-12 months.

Take Classes

brain resilienceClasses aren’t just a way to pass the time – they can actually help keep your brain active and sharp. If you’re interested in a new hobby or want to improve your job performance, taking classes is a great way to learn new things and keep your mind fresh. With so many options available, you’re sure to find a class that’s perfect for you.

Take Music Lessons

Not only is it fun, but also taking music lessons can keep your brain active and learning. Whether you chose something challenging where you have to coordinate both hands, whilst reading 2 lines of music or something a little more gentle is up to you. Of course, singing is equally rewarding. Another one of my favourite pastimes.

Dancing Lessons

Another great one for building brain resilience but also for building coordination. It also checks the boxes for taking new classes, learning something new, and getting active. An all-round win, win.

These tips will help you keep your brain limber so you can think clearly and problem-solve effectively for the rest of your life. I’m off to do some piano practice now.

Menopause – Taboo and Ignorance

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Why are we talking about menopause

Over the course of six blogs we are looking at Menopause. Why? Because so many women go through it, without understanding the changes, and how they can manifest. I was diagnosed with burnout back in 2011. I realise, with hindsight, that menopause was a major contributing factor to my symptoms and mental state. Are you in a similar situation? We can have a much better transition if we have a better understanding of menopause. We can learn to work with our bodies and find our personal path.

Why is the menopause such a taboo subject? Is it the lack of accessible education and information, albeit that there is an abundance of information if we look online? We spoke to natural menopause expert Sarah Davison to understand what menopause is, how to prepare for it and how to manage symptoms.

Stigma

There has always been somewhat of a stigma around talking about women’s bodies, and even more so when it comes to menopause. Perhaps, in a modern world, certainly in western civilisation, everyone strives to hold on to youth and no one wants to talk about aging. The word alone can be fear inducing to women, and even more so to men!

I was watching Breeders on TV the other day, and this was illustrated so beautifully. (Warning spoiler alert if you have not finished watching the series yet!) Ally, the main character is 42 and thinks she is pregnant. She is not sure she really wants another baby. She goes to see the doctor, only to find out that she is perimenopausal, which can give a false positive on a pregnancy test. Ally says she feels like an empty husk, mourning the baby that will unlikely never be born. She becomes depressed and start behaving erratically. It’s an important stage of our lives as women. We need information before we hit menopause, so that we understand what is happening and how to deal with it. What are our choices? We will talk a about treatment in more depth in a later blog.

Ignorance in the workplace

It is estimated that around 13 million women in the UK are currently going through the menopause at any given time. Around 80% will be in work. 81% of women have noticeable menopause symptoms. That means around 8.4 million women are dealing with symptoms while working! Employers should start thinking about providing help and support to employees as they go through menopause. It is not just women that need education and information but everyone around them too. Some women do not even know that they are experiencing menopausal symptoms. In our experience many, if not all women feel like they are unable to talk about menopause at work. The taboo needs to be broken!

Hot flush?

Have you ever sat in a meeting having a hot flush and a colleague said something about you looking embarrassed or made a funny comment about heat? I have experienced exactly that! This is why more education is required in the workplace, to help others comprehend some of the symptoms and be more understanding and supportive. I learned to make a joke before anyone else could comment, but I should not have had to do that.

Symptoms

There can be many symptoms during menopause. Some of those symptoms can include anxiety, stress and physical and cognitive symptoms that can interfere with our ability to work. For me it was hot flushes, feeling like I had an axe through my head and going to get something and then forgetting what it was I had gone to get, or forgetting a name or a word. Perhaps, if we had more information at a younger age, it would give us time to prepare. Even the medical profession needs more education. My GP did not even consider or discuss the possibility that I could be experiencing symptoms of menopause when I was diagnosed with burn out. While it might not have been the full story it was certainly a contributing factor.

Why don’t we talk about it?

There is a massive lack of knowledge and misinformation surrounding menopause. Women are unlikely to be given literature about it. Completely uneducated and unprepared, most women end up doing their own research to find more information. For instance, we get education around periods, pregnancy and the pill, so why not later life stages?

Clinically Speaking

Clinically speaking, the menopause is just one day. The day that falls a year after you had your last period. Did you know that? For around 2-14 years, women may have what is called perimenopause symptoms. Did you know there are as many as 49 possible symptoms you may experience? With the millennial generation now hitting 40 they are going into perimenopause without even knowing or recognising the symptoms. Perhaps you can help them by sharing this post!

Thank you to Sarah Davidson for the contribution and information. Sarah can be reached at thrivehomeopathy.com.

Sarah offers a free perimenopause assessment that allow you to check how many of the 49 possible symptoms you have. Click here to take the assessment. You do not have to suffer alone!

Over the next few weeks, we will be exploring the other elements of menopause.

  • Stress
  • Natural VS HRT
  • Menopause in the Workplace
  • The Hidden Gift of Menopause

What to Do When Life Throws You a Curveball

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What is a curveball?

A curveball is one of those times when everything is going well, and then all of a sudden, something unexpected happens. Not the happy kind of something either, one of those things that really knocks you off balance and was completely unexpected. This is exactly what happened to me recently. Not one but three, in quick succession, and they were both major and really threw me. Two seriously impacted my business and one was a health scare that had me in A&E.

Life can be like that though! Everything is going great and then you just have one of those months where nothing falls into place and everything feels wrong. It is called Life!

Knowing that I needed to take a step back and see what I needed to do to maintain my sanity and my business, I did just that. This is one of the keys to Real Resilience. Noticing when you are experiencing the stress response and doing something about it.

What to do when life gets difficult and stressful

Step 1

The first question I asked myself was, what do I need to do for my business and myself to stay resilient and not collapse under pressure?

Looking after my health and that of my employees is always my first priority. Making sure that I have the headspace and the personal space to think about what is happening. Then I can formulate a plan and think about what needs to be done to manage the various situations.

The first curve ball also felt quite personal, so it was really important to manage my mindset and stay positive. I did some deep breathing and got my brain and body out of panic mode.

Like most people, in stressful situations, I feel stressed when they have just happened. However, I notice my stress responses almost instantly and immediately start following the process to get back to balance.

Deep breathing sends the right signals to the brain to turn off flight or flight mode. You cannot think straight when you are in fight or flight, the body shuts down to only be able to manage essential body functions. Thinking rationally is not one of them. Such a simple step but so critical to maintaining Real Resilience.

Step 2

The next process I go through to manage whatever curveball has been thrown is a bit of root cause analysis. Basically, what I wanted to know was why these things had happened, and could I have done anything to avoid them?

For the first situation, I realised that my communication around expectations could have been more detailed. This was really good information to have. It meant that this was situation I could avoid in the future. While it did not resolve my current issue it was still a great lesson learned that would help me in the future. I am comfortable with making mistakes and learning from them, it is how we grow and develop as leaders.

For the second curveball, I understood that there really was nothing I could have done differently. It really was an unexpected situation. However I could make sure that I had all the correct processes and procedures in place to manage the situation. A quick call to my HR legal go-to person confirmed I had followed all the right steps and had all the right things in place. So the question now was, what could I do to minimise the impact on my business and not keel over with extra work myself? What was my Plan B?

Now I felt like I was in control and taking action. While I could not throw back the curve balls by having a plan and lessons learned, I still felt I was in control. This was a really important step. So often when we feel fear, anxiety, or want to resist change, it is because we feel we have zero control. That is a very uncomfortable place to be. However it can be a great place for learning and changing things around. Streamlining and coming up with new ideas. Never miss the opportunity to catch a curve ball.

While I could not avoid the situation, I could definitely take ownership of my response. Then I could make a plan and take action which put me back in control and able to move forwards.

So how could you apply this to your business or personal situations? What is keeping you up at night?

Take these simple steps.

  • Breathe.
  • Manage your mindset.
  • Carry out root cause analysis.
  • Plan alternatives,
  • Take positive action.

If you have employees resistant to change, you can also apply this process. People resist change because they’re out of their comfort zone and feel like they have no control. Talking to them, explaining things, getting them involved in the way forward. Can often resolve resistance.

Step 3

Personal health care. So after being in A&E and finding out I might have gallstones I immediately researched what I could do to manage the pain. A quick trip to my go-to acupuncturist and I feel much better. I have to go through a few more tests and will have to change my diet for a while. There is a silver lining though – weight loss. I’m sure this topic will be the subject of a future blog.

How HIIT Helped Me Build Real Resilience

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What is High-Intensity Interval Training – HIIT

HIIT stands for high-intensity interval training. It is a type of exercise that alternates between short periods of intense activity and brief periods of rest or recovery. HIIT is performed with various types of equipment or no equipment at all.

It is an effective way to burn calories and improve cardiovascular fitness. Studies have shown that HIIT can help to improve insulin sensitivity, increase VO2 max (the maximum amount of oxygen that your body can utilize), and reduce body fat.

It is a great option for those who are short on time, as it is a very efficient way to exercise. HIIT workouts can be as short as 10 minutes, making them perfect for busy people.

Why I started HIIT

I signed up for the Fast 800 programme last year. It introduced me to different exercise techniques, including HIIT. I loved the idea of being able to improve my cardio-vascular fitness, as well as work on reducing my visceral fat. HIIT is scientifically proven to reduce visceral fat. It can also:

  • Efficiently burn calories, HIIT burns 25-30% more calories than other forms of exercise
  • Increase fat loss
  • Increase metabolism
  • Reduces blood sugar and improves insulin resistance
  • Reduces blood pressure

An absolute win-win right? That is what I figured too. As well as all that it only takes me 15 minutes twice a week. I can run, cycle, swim, or do things like squats and star jumps so I can even keep up with my training when I am not at home.

I have noticed a massive improvement in my lung capacity. Having had to run upstairs for the train the other day, and hopped on without even puffing. So it has definitely fulfilled the desire to improve my cardio-vascular fitness. I started running on the treadmill an 8kmph and now I run at 9.5kmph, so I have increased my speed too. Now I have more energy than I have had in ages. (Being diagnosed with fibromyalgia in 2012 and now have no symptoms at all). Loving the endorphins and serotonin high too.  Endorphins and serotonin are important chemicals known as neurotransmitters. They affect your mood, energy levels and overall wellbeing.

HIIT builds Real Resilience

However, here is the added benefit that I did not expect. Commonly called the runners high from the endorphin and serotonin production I had already experienced to a degree. Having walked, swum, and done weight training since my teens. I found that the high lasted longer with HIIT. The really important piece was the exercise itself though.

Never having really been a runner, for some reason I decided this was the easiest way to do HIIT. On the treadmill! It started more of a lumber than a run. It very quickly pushed me out of what was comfortable and what I thought was doable.  However, with Dr. Michael Moseley’s encouraging words in my ear (listening on my phone to the recorded sessions), I pushed past my thresholds again and again. Each week the exercises pushed me further and for longer. Less walking, more running each week. Each time I listened and pushed. I believed I could do it. Each week I managed to do more.

Then one day I realised what else it had trained me to do. It got me comfortable with pushing past my comfort zone. In doing so it increased my ability to embrace change and grow my own Real Resilience. It was a particularly stressful day and I was taking it in my stride. All my plans were upended. I had to pivot and rethink my day. I was absolutely fine, I embraced change even more than normal. Because I was used to pushing out of my comfort zone I was comfortable with change.

Look out for the next blog which will be delving more into the comfort zone. Is it our friend or foe?

Why not try it for yourself?

Joining the fast 800 taught me a lot and a special thanks to Dr. Michael Mosley and the fast 800 team, for all the inspiration. Here is the link. You might want to give it a try.

The Fast 800 » By Dr Michael Mosley – The Fast 800

I am not affiliated with the programme in any way. Just a very grateful member of the community. I have learned so much about nutrition and exercise and found what works for me.