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.
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
How do I join a programme ?
Is WELL -2-1 Confoidential?
Professional Tutors
Tutors
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