Step 3: Develop a change vision.
Acknowledge Changes Under the new wellbeing policy, staff will experience greater autonomy, responsibility, and accountability. While triggers for absence management may be removed, it’s important to note that absence will still be managed effectively. Managers will face the challenge of balancing the support of employee wellbeing with the need to manage performance and service. Changing mindsets within the organisation will take time, and some areas, may require creative engagement strategies. Encouraging Manager Mindsets Managers are encouraged to reflect on how they would want to be supported in managing their own wellbeing. It’s essential to recognise that we are all human and will inevitably need to take sick leave. The policy aims to treat colleagues with the same compassion and care we extend to patients. Managers should think about the patients they care for and apply those transferable skills to have meaningful conversations with their teams. Empowering Staff Ownership It’s important to support individuals in taking ownership of their own wellbeing. While managers can assist and signpost resources, ultimately, everyone is responsible for their own health and wellbeing. HR Support and Transition Guidance HR will collaborate closely with managers to implement the policy effectively. Clear guidance on transitioning from the old to the new policy should be developed, including transition guidance resources. Click here for an example transition guide .
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Wellbeing and Attendance Management Policy Implementation Toolkit
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