{"id":1736,"date":"2022-06-29T11:48:03","date_gmt":"2022-06-29T11:48:03","guid":{"rendered":"https:\/\/vitalorg.co.uk\/?p=1736"},"modified":"2022-06-30T10:29:59","modified_gmt":"2022-06-30T10:29:59","slug":"rethink-your-employee-wellbeing-strategy-part1-do-less","status":"publish","type":"post","link":"https:\/\/vitalorg.co.uk\/index.php\/2022\/06\/29\/rethink-your-employee-wellbeing-strategy-part1-do-less\/","title":{"rendered":"Is it time to rethink your employee wellbeing strategy? Part1: \u201cdo less\u201d"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"1736\" class=\"elementor elementor-1736\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3a96dd15 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3a96dd15\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-7563ce73\" data-id=\"7563ce73\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-412a8e9 elementor-widget elementor-widget-spacer\" data-id=\"412a8e9\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-column .elementor-spacer-inner{height:var(--spacer-size)}.e-con{--container-widget-width:100%}.e-con-inner>.elementor-widget-spacer,.e-con>.elementor-widget-spacer{width:var(--container-widget-width,var(--spacer-size));--align-self:var(--container-widget-align-self,initial);--flex-shrink:0}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container,.e-con>.elementor-widget-spacer>.elementor-widget-container{height:100%;width:100%}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer,.e-con>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer{height:100%}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer>.elementor-spacer-inner,.e-con>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer>.elementor-spacer-inner{height:var(--container-widget-height,var(--spacer-size))}.e-con-inner>.elementor-widget-spacer.elementor-widget-empty,.e-con>.elementor-widget-spacer.elementor-widget-empty{position:relative;min-height:22px;min-width:22px}.e-con-inner>.elementor-widget-spacer.elementor-widget-empty .elementor-widget-empty-icon,.e-con>.elementor-widget-spacer.elementor-widget-empty .elementor-widget-empty-icon{position:absolute;top:0;bottom:0;left:0;right:0;margin:auto;padding:0;width:22px;height:22px}<\/style>\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-038d184 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"038d184\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-d38d1ba\" data-id=\"d38d1ba\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-d5d3c62 elementor-widget elementor-widget-theme-post-title elementor-page-title elementor-widget-heading\" data-id=\"d5d3c62\" data-element_type=\"widget\" data-widget_type=\"theme-post-title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h1 class=\"elementor-heading-title elementor-size-default\">Is it time to rethink your employee wellbeing strategy? Part1: \u201cdo less\u201d<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b2ee3ed elementor-align-center elementor-widget elementor-widget-raven-post-meta\" data-id=\"b2ee3ed\" data-element_type=\"widget\" data-widget_type=\"raven-post-meta.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<ul class=\"raven-inline-items raven-icon-list-items raven-post-meta\">\n\t\t\t\t\t<li class=\"raven-icon-list-item elementor-repeater-item-1ffcf6d raven-inline-item\" itemprop=\"author\">\n\t\t\t\t\t\t<a href=\"https:\/\/vitalorg.co.uk\/index.php\/author\/guest-author\/\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"raven-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-user-circle\"><\/i>\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t<span class=\"raven-icon-list-text raven-post-meta-item raven-post-meta-item-type-author\">\n\t\t\t\t\t\t\t<span class=\"raven-post-meta-item-prefix\">Author:<\/span>\n\t\t\t\t\t\t\t\t\t\tGuest Author\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t<\/li>\n\t\t\t\t<\/ul>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dcfaf87 elementor-widget elementor-widget-theme-post-featured-image elementor-widget-image\" data-id=\"dcfaf87\" data-element_type=\"widget\" data-widget_type=\"theme-post-featured-image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"2560\" height=\"1706\" src=\"https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/06\/brooke-cagle-NoRsyXmHGpI-unsplash-scaled.jpg\" class=\"attachment-full size-full wp-image-1791\" alt=\"Rethink Wellbeing\" srcset=\"https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/06\/brooke-cagle-NoRsyXmHGpI-unsplash-scaled.jpg 2560w, https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/06\/brooke-cagle-NoRsyXmHGpI-unsplash-300x200.jpg 300w, https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/06\/brooke-cagle-NoRsyXmHGpI-unsplash-1024x682.jpg 1024w, https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/06\/brooke-cagle-NoRsyXmHGpI-unsplash-768x512.jpg 768w, https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/06\/brooke-cagle-NoRsyXmHGpI-unsplash-1536x1024.jpg 1536w, https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/06\/brooke-cagle-NoRsyXmHGpI-unsplash-2048x1365.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-03e8d95 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"03e8d95\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b89baa5\" data-id=\"b89baa5\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-3089417 elementor-widget elementor-widget-text-editor\" data-id=\"3089417\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<h2>We think so&#8230;<\/h2><p>We\u2019d like to offer a fresh and challenging perspective on the hot topic of improving employees\u2019 wellbeing, mental wellness and workload.\u00a0 Controversially, in a world where leaders are being constantly sold must have services, apps and interventions in this space, our view is that in the main, a \u201cdo less\u201d strategy will give greater benefit than launching yet more initiatives.<\/p><h2><span style=\"color: #333333;\">Achieve less by doing more?<\/span><\/h2><p>Employers are doing lots more these days to try and improve the well-being and mental health of their employees \u2013 we are cheering them on all the way, for the intent at least.\u00a0 However, we wonder if they aren\u2019t addressing these issues from the <strong>\u201cwrong end\u201d<\/strong> and in a way that is <strong>\u201cbolt-on\u201d<\/strong> and not built-in.\u00a0 We\u2019ll try and explain:<\/p><p style=\"padding-left: 40px;\"><strong>\u201cWrong end\u201d refers to strategies focused more on the treatment of symptoms as opposed to prevention.<\/strong>\u00a0 E.g. providing a free counselling service or encouraging meditation practice whilst at the same time over-pressurising and micro-managing people.\u00a0 Or offering resilience training; helping people cope with the stress and uncertainty of the latest top-down change programme where they will have to reapply for their jobs.\u00a0 Or running financial wellbeing awareness training whilst not offering a living wage or wage increases that keep up with inflation.<\/p><p style=\"padding-left: 40px;\"><strong>\u201cBolt-on\u201d by this we mean the universal layering-on of more stuff that employees are expected to engage with, regardless of whether they like the idea or not.<\/strong>\u00a0 Having free fruit in the office, a laughter station, subsidised gym memberships, or having an app that bombards you with questions, tips and reminders will be great for some of us, but for others it can be impersonal, sometimes seen as tokenistic and by some, even disingenuous.<\/p><h2>What is the evidence that the \u201cdo more strategy\u201d works?<\/h2><p>The providers of bolt-on interventions parade all sorts of seemingly compelling evidence about the human and financial benefits of adopting their services. At the same time, an independent review of all the academic research to date finds that there is little strong evidence that bolt-on initiatives make a significant or enduring difference. The headline finding is that <em>\u201cThere is some evidence that workplace interventions can improve mental health and wellbeing outcomes, though the size of the effect is often small. Negative effects of interventions are observed in some instances.\u201d <\/em><\/p><h6>What do we know about the effectiveness of workplace mental health interventions? Kings College London. <a href=\"https:\/\/www.kcl.ac.uk\/policy-institute\/assets\/what-do-we-know-about-the-effectiveness-of-workplace-mental-health-interventions.pdf\">https:\/\/www.kcl.ac.uk\/policy-institute\/assets\/what-do-we-know-about-the-effectiveness-of-workplace-mental-health-interventions.pdf<\/a><\/h6>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8b39bbe elementor-widget elementor-widget-text-editor\" data-id=\"8b39bbe\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Funnily enough, not too many instances of burnout are attributed to a lack of fresh fruit or insufficient desk yoga sessions<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-96e88c3 elementor-widget elementor-widget-text-editor\" data-id=\"96e88c3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<h2>\u00a0<\/h2><h2>What are the causes of poor wellbeing that work creates?<\/h2><p>Thankfully, much more is known about the causes of poor mental wellbeing at work than about the effectiveness, or otherwise, of the interventions intended to improve it. \u00a0\u00a0Interestingly, none of the causes identified are a lack of the things that the \u201cbolt-on\u201d interventions provide. \u00a0They are, perhaps unsurprisingly, consistent with the causes of employee disengagement<a href=\"#_ftn1\" name=\"_ftnref1\">[1]<\/a> and inversely correlated with the accepted conditions for high levels of intrinsic motivation<a href=\"#_ftn2\" name=\"_ftnref2\">[2]<\/a>.\u00a0 \u00a0\u00a0\u00a0<\/p><p><a href=\"#_ftnref1\" name=\"_ftn1\">[1]<\/a> https:\/\/news.gallup.com\/businessjournal\/182792\/managers-account-variance-employee-engagement.aspx<\/p><p><a href=\"#_ftnref2\" name=\"_ftn2\">[2]<\/a> https:\/\/www.danpink.com\/2010\/06\/whiteboard-magic\/<\/p><h2>Achieve more by doing less?<\/h2><p>Doing less managing that is. Or less command and control managing to be more specific. By significantly reducing or removing the top-down imposition of programmes, initiatives, targets, coercions, superheroes, quotas, deadlines, reporting requirements, rules, ways of working, etc. and allowing more freedoms and autonomy you will be acting directly on the common causes of poor wellbeing and deteriorating mental health of your people. An additional happy consequence is it leads to the release of time, both for those making the demands and those following them. This, in turn invites the question of what to do instead?<\/p><h3>\u00a0<\/h3>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7863567 elementor-widget elementor-widget-text-editor\" data-id=\"7863567\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Many of us experience being \u201coverwhelmed\u201d; simply too much to do and not enough time. <br \/>A direct benefit of the \u201cdo less\u201d strategy is that it results in a lightening of the \u201cbureaucratic load\u201d imposed on people\u2026 <\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-aba47ca elementor-widget elementor-widget-text-editor\" data-id=\"aba47ca\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<h2>\u00a0<\/h2><h2>Devote the freed-up time to develop more human-centred approaches.<\/h2><p>What we are suggesting here is not an initiative, it is better management \u201cbuilt-in\u201d as opposed to accessories \u201cbolted-on\u201d.\u00a0 \u00a0It is not more work, it is different work, or perhaps \u201cwork different\u201d.\u00a0 Current research and our own observations point towards the following as good preventative practices:<\/p><ul><li><strong>Actively working to create a climate of ever-higher levels of psychological safety<\/strong><a href=\"#_ftn1\" name=\"_ftnref1\">[1]<\/a>. That includes people feeling comfortable saying no.<\/li><li><strong>Humble leadership<a href=\"#_ftn2\" name=\"_ftnref2\">[2]<\/a>.<\/strong> Power distorts relationships, therefore, leaders need to actively work on building open, equal and equitable relationships that put people first.<\/li><li><strong>Autonomy and decentralised decision authority<\/strong> \u2013 Allowing more freedoms and enabling people to make more of the decisions closer to the action<\/li><li><strong>Greater transparency<\/strong>. This is more than just relaxing the access to files and folders on the company\u2019s servers.\u00a0 It is about leaders and those with influence talking candidly about failures and their own hopes and fears.<\/li><li><strong>Create awesome jobs<\/strong> &#8211; End-to end jobs where people have the opportunity to see things through to the point where they have an impact.<\/li><li><strong>Encourage experimentation<\/strong>.\u00a0 Creating an environment where there is space and time for \u201csafe to try\u201d experiments and where it\u2019s okay to fail and learn.<\/li><\/ul><p>But where to start and how?\u00a0 Getting real change happening in each and every team in just some of these areas can feel daunting.\u00a0 Added to which many of us have been conditioned to default to a programmatic approach to change, which is exactly what we don\u2019t want to do.<\/p><p>There is another way.\u00a0 The <a href=\"http:\/\/vitalorg.co.uk\/index.php\/the-vitality-index\/\">Vitality Index<\/a> (VI) identifies for each team in the organisation the three areas of practice that if changed will have the greatest benefit.\u00a0 Our external and impartial facilitation creates a safe space for the teams to explore the insights and commit to change. The Organisational Vitality Playbook inspires and encourages them to come-up with changes that they are truly bought into.\u00a0\u00a0<\/p><p>What results is ever-better practices and management with the ingredients for your employees to experience better mental wellbeing \u201cbuilt-in\u201d.\u00a0 How about that for a strategy?<\/p><p><a href=\"#_ftnref1\" name=\"_ftn1\">[1]<\/a> https:\/\/bmjopen.bmj.com\/content\/11\/6\/e044133<\/p><p><a href=\"#_ftnref2\" name=\"_ftn2\">[2]<\/a> Humble Leadership: the power of relationships, openness and trust. 2018 Edgar Schein, Peter Schein<\/p><p><strong>This is a co-authored post.<\/strong>\u00a0 \u00a0<\/p><p><strong>Mark Williams<\/strong> is Mark is a successful FTSE 250 HR Director turned consultant and VitalOrg Associate.\u00a0<\/p><p><strong>Ben Simpson<\/strong> is a Co-founder of VitalOrg and leads on client operations in the UK.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8fe5e52 elementor-post-navigation-borders-yes elementor-widget elementor-widget-post-navigation\" data-id=\"8fe5e52\" data-element_type=\"widget\" data-widget_type=\"post-navigation.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<link rel=\"stylesheet\" href=\"https:\/\/vitalorg.co.uk\/wp-content\/plugins\/elementor-pro\/assets\/css\/widget-theme-elements.min.css\">\t\t<div class=\"elementor-post-navigation\">\n\t\t\t<div class=\"elementor-post-navigation__prev elementor-post-navigation__link\">\n\t\t\t\t<a href=\"https:\/\/vitalorg.co.uk\/index.php\/2022\/05\/30\/fix-your-culture-before-its-broken\/\" rel=\"prev\"><span class=\"post-navigation__arrow-wrapper post-navigation__arrow-prev\"><i class=\"fa fa-angle-left\" aria-hidden=\"true\"><\/i><span class=\"elementor-screen-only\">Prev<\/span><\/span><span class=\"elementor-post-navigation__link__prev\"><span class=\"post-navigation__prev--label\">Previous<\/span><span class=\"post-navigation__prev--title\">Fix Your 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class=\"elementor-screen-only\">Next<\/span><\/span><\/a>\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-15fedae elementor-section-full_width elementor-section-height-default elementor-section-height-default\" data-id=\"15fedae\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t\t<div class=\"elementor-background-overlay\"><\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-96275ee\" data-id=\"96275ee\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-db14e0b\" data-id=\"db14e0b\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-28641ec elementor-align-center elementor-widget elementor-widget-raven-divider\" data-id=\"28641ec\" data-element_type=\"widget\" data-widget_type=\"raven-divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"raven-widget-wrapper\">\n\t\t\t<div class=\"raven-divider\">\n\t\t\t\t<span class=\"raven-divider-line raven-divider-solid\"><\/span>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-74c5550 elementor-widget elementor-widget-heading\" data-id=\"74c5550\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Let's talk<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bbedb9c elementor-widget elementor-widget-text-editor\" data-id=\"bbedb9c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><strong>The conversation has the potential to change the future of your organisation.<\/strong><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c793ec1 elementor-widget__width-auto elementor-widget elementor-widget-button\" data-id=\"c793ec1\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-xl\" href=\"http:\/\/vitalorg.co.uk\/index.php\/vitalorg-contact-details\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Contact<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-e448d93\" data-id=\"e448d93\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-58a33cf elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"58a33cf\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-f57faca\" data-id=\"f57faca\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Author: Guest Author We think so&#8230; We\u2019d like to offer a fresh and challenging perspective on the hot topic of improving employees\u2019 wellbeing, mental wellness and workload.&nbsp; Controversially, in a world where leaders are being constantly sold must have services, apps and interventions in this space, our view is that in the main, a \u201cdo [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":1791,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5],"tags":[18,17,24,12,9,21,20,29,28,13,15,19,25,14,16,26,27],"class_list":["post-1736","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-autonomy","tag-collaboration","tag-culture","tag-employee-engagement","tag-employee-experience","tag-experimentation","tag-feedback","tag-founders","tag-growth","tag-leadership","tag-management","tag-motivation","tag-newwaysofworking","tag-organisational-change","tag-progressive-management","tag-scale-ups","tag-talent"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Is it time to rethink your employee wellbeing strategy? 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