Creating Positive Health and Wellbeing Environments
Discuss with staff that feelings of fear, worry, stress, guilt and anger are common responses to:
- Perceived or real threats;
- Periods of uncertainty or the unknown, and/or;
- Where there have been significant changes to daily lives
- Explain that these feelings are normal especially in the context of the COVID-19 pandemic.
- Encourage people to seek further help and support if needed.
Templates/ support for managers
West London – Line managers guide for supporting staff during COVID
SLAM managers/ resilience building tools
SLaM Team Wellbeing Support Plans
Greater Manchester Resilience Hub Check in guide
RCPscyh Going for Growth – NHS Staff Recovery plan post-Covid-19
Keeping Well MOT for South East London
Support the workers – Evidence based briefing notes on issues that are likely to be relevant during the COVID-19 response
End of shift wellbeing checklist
West London COVID 19 staff health and wellbeing support for managers
Beneficial changes – NHS Futures Network
King’s Fund guide for responding to stress related to Covid-19
Advice for health and social care staff coping with stress during acute phases of the COVID-19 pandemic
COVID -19 Support Care Home Resources
Develop health and wellbeing services that take a holistic (mental health, physical, emotional, social and spiritual) approach to supporting a person’s wellness.
South West London support for staff
Understand that barriers for seeking treatment include; stigma, shame and concerns about rejections, low mental health literacy, lack of knowledge and treatment-related doubts, fear of social consequences and limited time (Kantor et al., 2017).
On average one in three first responders experience stigma regarding mental health that included fears about confidentiality of services and fears that seeking psychological services would have a negative impact on one’s career (Haugen at al, 2017).
|Common barriers to accessing health and wellbeing services and potential solutions
Develop positive health and wellbeing services that take into account the barriers that prevent people from seeking further help.
|Key features of a good staff chat platform|
|• Embedded into local existing services
• Clinically led and staffed by IAPT practitioners
• Culturally sensitive with a focus on BAME staff
• Staff engage with mental health and wellbeing support via chat. Can switch to video conference or telephone support if service user prefers.
• Users guided toward relevant and helpful resources, including webinars, podcasts, self help guides or digital therapeutics.
• The platform allows direct referrals into IAPT and supports prioritisation of the workforce group
• Platform offers a specific capability to support diversity of the workforce through language matching and targeted social media approaches.
• Could create a regional hub / network of practitioners sharing learning and innovation and using data to identify need and drive improvement.
- Case Study: NWL Keeping Well service
- Keeping well case example – West London Trust
- Case Study: NCL Together in Mind website
Greater Manchester Resilience Hub
To overcome these barriers Emergency Preparedness, Resilience and Response (EPRR) (NHS England. NHS Emergency Preparedness, 2019) recommends a proactive approach that would facilitate engagement with help.