For example, Mental Health Awareness Week provides a great opportunity to discuss mental wellbeing, promote an open and supportive culture, and signpost to various resources. This enables you to provide timely and relevant content, while offering the opportunity to direct employees to resources. Aligning communications with these wellbeing campaigns can increase their impact. There are many national wellbeing themes highlighted throughout the year, with a number of these focussing on mental health and creating an open, supportive culture at work. Other communication methods can be overlooked by employees, so creating a specific event, such as a wellbeing webinar or themed communications, can bring these issues into focus. Managers can also highlight benefit offerings, or external services, so providing regular updates and training will enable them to engage directly with employees to signpost to relevant services. Notices on bulletin boards within offices can offer gentle reminders, and many benefits providers will offer support in creating marketing materials. Regular emails can reach your whole workforce and they can refer to the information at any time. These methods don’t need to be complicated, time consuming or expensive. You can also link directly to external mental health support services, allowing quick and confidential access. Regular, well-timed communications are essential to reinforce the messaging about the benefits available. Just under two-thirds of organisations provide induction materials on rewards for new starters, but far fewer provide ongoing communications regarding rewards and benefits, reveals the CIPD/Simplyhealth Health and Wellbeing at Work Report (2021). The following will help your employees stay informed without adding additional, heavy costs to your organisation. It will also provide real-time data that can be used to make meaningful decisions. Making regular, effective communications part of your wellbeing strategy will generate a greater return on your organisation’s investment.
Having support schemes in place means nothing if employees aren’t aware of where they can get help, or what services are available to them.
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