W- Working Together (A to Z Tips)

As stated in last week’s V is for Victory blog, the VE Day commemorations are a poignant reminder of the hardships faced by so many, for so long. Reading the reports and watching the newsreel clips reminds us all of how lucky we are, despite the ongoing lockdown and the obvious challenges ahead.

One of the positives generated by the current circumstance, and something we share with those who fought so bravely all those years ago, is a sense of camaraderie. In her speech on Friday 8th May, the Queen herself stated that “when I look at our country today, and see what we are willing to do to protect and support one another, I say with pride that we are still a nation those brave soldiers, sailors and airmen would recognise and admire”. Stoicism is a typically British trait and our stiff upper lip, all hands to the deck, show courage in the face of adversity attitude is to be commended, but is it really a healthy attitude to promote within the workplace?

Back in 2016, mindfulness started to become common place, it was recognised that the ‘stiff upper lip’ attitude at work needed to change in order to improve staff wellbeing. A survey carried out by Bupa stated that leaders were the key to overcoming the challenges facing the health and wellbeing of staff’. The vast majority (94 percent) of those questioned believed there would be a significant change in the employer-employee relationship in the next ten years. 91 percent of business leaders agreed that technology would continue to impact the wellbeing of their workforce over the next decade and 71 percent agreed the standard 9am-5pm working day was a thing of the past. Seven in ten (68 percent) noted a ‘stiff upper lip attitude’ at executive level created barriers to conversations about wellbeing, and three fifths (62 percent) of leaders felt they needed to appear invincible; they could not be seen in anything less rude health otherwise they would be viewed as weak. Half (50 percent) stated it wasn’t possible to be a good leader and vulnerable at the same time.

Patrick Watt, Corporate Director at Bupa, commented: “The pace of change many businesses are experiencing is only set to continue, and while this can feel challenging it also presents huge opportunities to engage and support people on the health issues they care about. Health and wellbeing has been a business focus for many years. By turning the latest technologies and new working patterns to an advantage, business leaders can really get a handle on improving workplace health and wellbeing. No one business is the same, but tailored programmes that reflect and compliment working practices improve people’s health and wellbeing and ultimately business performance.” We wonder how Patrick feels about the current situation which has accelerated change at an unprecedented pace.

Commenting on the findings, Beate O’Neil, Head of Wellness Consulting at Punter Southall Health & Protection added, “a major shift is needed to change the mind-set of executives in many UK companies if they want to tackle their wellness challenges. They must be able to discuss their own health issues and not see it as a sign of weakness.”

But now there are further challenges ahead. In many independent schools, as with other businesses, a percentage of the staff are furloughed; paid to stay at home, whilst their colleagues are not only working as hard as ever, but have had to work through the traditional holiday time, changing their timetables and teaching techniques, whilst juggling the job with their own family needs. Some staff, having had some time away from the job, may decide not to return, or if they do, will wish to do so on reduced hours. There are those who will struggle to get back up to working at the same pace as previous. At a time when we need teams to work together, there are additional stresses that can lead to resentment, fatigue and a dip in morale.

Some schools have already lost members of staff, the remaining team now working under the cloud of uncertainty. Add to the mix the need for social distancing, the inability to meet face to face and look your colleagues in the eye whilst you try to reassure them, the enormous challenges that face Heads and senior leadership teams start to come into sharp focus. We are required to work together, support each other, and yet maintain social distance in order to keep each other safe.

So, how do we ensure that the risks to staff, both physical and mental, are kept to an absolute minimum? Social distancing for staff is possible and there are measures that can be easily taken to remind staff about safe distances, hand washing and equipment cleaning. However, adding children into the mix changes the game considerably. Testing will be key and until testing is widely available, a full return to school is unlikely.

Measuring staff morale at this difficult time is of equal importance, our previous blogs on M for recognising Mental fragility in the workplace, Q for staff Questionnaires, and R for Resilience offer useful recommendations and techniques for establishing how your team is coping, but recognising that a) we are all in this together and b) by being honest with your team about how you are feeling about the current climate will encourage them to do the same.

It is equally important for your team that you also work to keep yourself together. Lead by example and take care of you so you can take care of others, and if you do need additional support, don’t feel that asking for it is a weakness. We are all part of each other’s support systems. Having someone to help you does not mean you have failed; it just means you are not alone.

Headspace Academics; helping schools on the road to recovery.