WELLBEING CONVERSATIONS

It’s good to talk….

Good practice for wellbeing conversations

Wellbeing conversation are:

  • Caring and compassionate – they give space to enable employees to holistically explore their wellbeing.
  • Employee led – they enable the employee to lead the conversation and focus on the most important things to them.
  • Supportive – they signpost employees to the most appropriate support.
  • On-going and dynamic – wellbeing changes over time, therefore these conversations should be held regularly.
  • Inclusive – every NHS employee should have ongoing supportive conversations that enable their unique and diverse personal wellbeing needs to be met.

Wellbeing conversation are not:

  • Therapeutic interventions – employees should, where necessary, be signposted to access appropriate support from trained professionals.
  • Judgemental or performance related – wellbeing conversations should not be used for performance management or as a way of judging the quality of someone’s work.
  • A formal mental health assessment – if you think your colleague needs a formal mental health assessment, you can signpost them to a relevant trained professional.

Wellbeing Personal Record

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Employee Guide

What are wellbeing conversations?

Why have them?

What can I expect?

Managers Guide

What are wellbeing conversations?

Why have them?

How do you structure the conversation?

What do you record?

What supportt is available?

WELL 1-2-1 Wellbeing Services

What is  WELL 1-2-1

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