James Hewitt’s Post

View profile for James Hewitt, graphic

Human Performance Scientist | Keynote Speaker | Consultant & Advisor | Empowering knowledge workers with science-based tools to achieve sustainable high performance

Are we tackling underlying problems when we design workplace wellbeing programs, or simply offering a ‘sticking plaster’? Unfortunately, a webinar alone is unlikely to help if eveyone feels like they: 👩💻 Have too much work 📉Don’t have enough time to recover 💵 Are not valued for their contribution Lunchtime presentations and inspiration can support an effective workplace wellbeing strategy, but only if they are followed up with action. #wellbeing #work #mentalhealth

Li Hayes

I provide Demonstrated Business Thought Leader Keynote Speakers to fill the Seats at your Event this year...and next!

1y

Back during my decades in HR, I received good performance reviews except for my constant demerit which was “the lives of the people who work here are not your problem. You enable them by always supporting them when they have problems. If you are ever going to succeed in HR, you need to detach yourself.” Well, I never became “good” at HR because I always cared. I supported employees who were ill. I helped employees get new jobs when they were laid off. And I went to bat for them when they were treated unfairly. I am proud to have been such a bad HR Director!!

Ricardo Khauaja

Conectando pessoas e negócios

1y

My experience says that you should change HR for CEO. It would be more real - it is easy to ‘blame’ HR when most of the time the area only reflects the leadership mentality!

Samantha Tremlin 🌱

BE well to DO well at work 💗 Supporting people & businesses to thrive through wellbeing alchemy | The Corporate Good Witch 💫| Founder @ Kuutch | Ex.Dyson Global Wellbeing Lead | The Wednesday Woo Woo Show Podcast

1y

Made me laugh but sadly this is reality in some businesses. I don’t in the least think HR are to blame, everyone does what they can with the limited resources that they are given. But what’s needed is a proper focus, the right skills, resources and investment behind it which ultimately comes from leadership. Nothing wrong with webinars either they can be really useful from an education perspective or as an introduction to inspire ideas, insights or action, but the issue is using these in isolation to fix a larger issue. This is when it becomes a tick box exercise. However as a tactical initiative alongside a company wide Wellness Culture Strategy and Framework then in my opinion they absolutely have merit.

Roman Kugler

Senior Manager bei EY

1y

We all "love" those wellbeing newsletters with free online yoga lessons ^^

Michael Heidorn

Strategic Product Manager

1y

realistic reality, really.

Morgan Byas

Psychologist | Leadership Development & Change Executive

1y

Agreed, webinars and other individual-level focused interventions won't succeed unless they are supported by: - Critically reviewing workload and workflow, particularly ownership of outcomes and decision-making level. - Work arrangements and support (or lack thereof) for flexible work. - Leadership development that focuses on feedback (noting your point on employees feeling valued - feedback is critical). Unfortunately, 2022 is shaping up to be a regression to 2019 pre-pandemic thinking. Re-instating the 'old' normal is not the answer for attracting and retaining talent in 2022 and beyond.

John Davison

Senior Civil Engineer

1y

Workload for those doing responsible tasks in the construction industry can be immense. Certain companies address the missing of time deadlines by 'adding managers' who actually are not doing anything useful. Whilst stress on competent staff is quite motivational and can drive projects forward, excessive workload addressed by tipping out agency staff and inexperienced staff as a solution actually makes things worse. If low pay were not driving people away, perhaps the competent workforce would be large enough to cope.

Elizabeth Naulls

Insurance innovator, growth leader, passionate advocate of digital health to supercharge the whole workforce

1y

HR Leaders have a responsibility to boldly challenge the c-suite to embed mental health and wellbeing into the corporate strategy. Not as a footnote or as an afterthought, but right in there, as a pivotal part of how we do things around here. If they don't, then another 'bloody wellbeing webinar' is about as good as it gets. Of course we shouldn't shoot the messengers but as people leaders they have to hold a mirror up to the organisation to ensure it likes what it sees when it comes to culture and the wellbeing of all staff.

See more comments

To view or add a comment, sign in

Explore topics