Our Services


Consultancy – Mental Health & Wellbeing Strategy development and implementation


Awareness - Better knowledge of Mental Health challenges


Prevention - Mindfulness Skills and techniques to develop resilience


Retention - Assessment of individual strengths to improve performance and wellbeing

Consultancy – Mental Health & Wellbeing Strategy development and implementation

Our Workplace Mental Health & Wellbeing Diagnostics provides us with the information that allows us to develop and implement a successful strategy by measuring where you are now and providing recommendations for the future.

A Workplace Mental Health & Wellbeing Audit is important to creating a sustainable, healthier, more productive, and resilient work environment. Businesses can gain valuable insights into employee health, happiness, and engagement levels. These insights serve as a foundation for developing an effective strategy to enhance overall wellbeing, leading to improved employee morale, reduced absenteeism, and increased productivity. Ultimately, the diagnostics is not just about identifying issues, it’s also enabling us to plan positive change and developing a culture that prioritises staff mental health & wellbeing.

1. Our process:

We will work through a process that will review the existing mental health and wellbeing data, key policies, processes, and procedures.‍

  • Leadership Discussions: We engage with key members of your leadership team for deeper insight into your organisation's vision, mission, and strategic goals.
  • Diagnostics of Existing Provisions: We will review your key policies, processes, and procedures, and analyse existing data such as engagement surveys, absence records, and employee assistance program data.
  • Employee Engagement Survey: We conduct an online survey to understand your staff's perspective on leadership, management, communication, decision-making, ways of working, and the physical environment.

We engage with leaders and employees to gather information so we can assess the organisations current wellbeing levels. This can include an employee survey, and senior management interviews. We then provide a detailed report with key recommendations based on our findings, providing you with a sustainable mental health and wellbeing strategy that can be implemented.

Key benefits of a Workplace Wellbeing Diagnostic

  • Buy-in from Senior Leaders: An audit can provide evidence of areas of wellbeing that need addressing or showcase programmes that are working effectively.
  • Better Decision Making: The data gathered from the audit allows decision-makers to implement evidence-based strategies to improve wellbeing. A wellbeing audit helps to analyse company KPIs and highlight areas for further investment.
  • Reduced Absenteeism, presenteeism, and associated costs
  • Improved staff retention
  • Reduced recruitment and agency costs
  • Improved productivity
  • Reduce Health & Safety risks
  • Positive employee feedback
  • Employee Engagement: A workplace wellbeing audit can increase employee engagement, as employees feel valued and cared for by their employer. This will also create a company that attracts the best industry talent and develops your Employee Value Proposition helping you stand out from the competition.
  • Wellbeing Awareness: Discussing health and wellbeing with employees and leaders can increase their awareness of issues and how to provide support.
  • Legal Compliance: The audit ensures that your company meets health and safety regulations, reducing the risk of legal complications.

2. Create a Sustainable Workplace Mental Health and Wellbeing Strategy:

With the audit complete we can now start to create a sustainable mental health and wellbeing strategy. We will analyse your data and people’s insights and we will work on designing your well-being strategy. This will involve:

  • Diagnostics findings: Discussions with you about what our diagnostics has discovered
  • Initial draft document: A draft strategy document which will confirm why mental health and wellbeing matters to your company, actions to be taken, and recommendations on how change and success will be measured.
  • Review: Final discussion with you to confirm that the strategy meets your needs.

3. Implement a Sustainable Workplace Mental health and Wellbeing Strategy:

Once the strategy is approved, we will then work on an implementation plan detailing specific actions, timeframes, and key responsibilities.

Our diagnostic and strategic approach will drive the recommendations for your organisation but the plan is likely to include:

Learning and development for all employees around their own wellbeing and how to support others. This will include:

  • First Aid for Mental Health Training
  • Mindfulness Workshops
  • Information communicated on what support is available and how to deal with issues
  • What the Leadership and management approach looks like
  • Changes to policies, processes and procedures e.g. recruitment and retention
  • Integrating wellness into other company strategies

Prevention - Mindfulness Skills and techniques to develop resilience

Are you looking to help your employees be more resilient and better equipped to deal with today’s changing world? Do you have more of your people absent with sickness due to stress and anxiety.

A better mind is more able to cope with stress at work and at home and ultimately you will have a happier work force, able to work with you, to achieve the company’s objectives.

The alternative is absenteeism, inefficiency, and an unsustainable business model.

Help them be aware of how they can use Mindfulness to prevent stress and have a better quality of life – at home and at work.

Mindfulness encompasses two key ingredients: Awareness and Acceptance

  • Awareness is the knowledge and ability to focus attention on one’s inner processes and experiences, such as the experience of the present moment.
  • Awareness is not letting your mind disappear into regretting the past or fearing the future.
  • Acceptance is the ability to observe and accept—rather than judge or avoid—those streams of thought.
  • Acceptance is not to resist what persists – learning to accept painful thoughts
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Retention - Assessment of individual strengths to improve performance and wellbeing

One of the biggest challenges that managers face is building a team that posses both the skill and attitude requirements needed to fulfil their role and be an ideal culture fit.

We know that attitude is equally, if not more important when it comes to creating a thriving workplace. Research shows that 89% of people lose their job because of personality issues as opposed to 11% due to competency issues.

An ‘attitude first’ approach to both recruitment and employee retention will help you build a team of people that:

  • Are a good fit within your existing team
  • Are dedicated and hard working
  • Have the ability to build strong working relationships with all stakeholders
  • Are open and coachable
  • Have a growth mindset

If an employee isn't able to meet your attitude requirements, despite having the necessary skills, they are likely to be challenging to manage on various levels. You can teach a person skills, but it's much harder to improve their attitude.

Our mission is to help businesses just like yours understand what makes an ideal fit for your company and leverage this knowledge to optimise your team and drive your business to new heights.

The past few years have been unprecedented in the world of business. The economy is at an all time low, businesses are struggling to survive and there's been a huge cultural shift in the way we work, and it seems it's here to stay.

When it comes to recruiting team members, companies are struggling with:

  • The need for niche people
  • Expensive roles to fill
  • Accessing a shallow talent pool
  • Human nature is to present ‘best’ self
  • Big impact, if we get it wrong
  • Tight timelines, no slack in the system
  • Candidates can have multiple offers
  • There is a temptation to take ‘B’ candidates
  • Recruitment agencies apply pressure

When it comes to keeping hold of team members, companies are struggling with:

  • Maintaining high levels of engagement
  • Managing expectations of their team
  • Acknowledging a bad fit
  • Leveraging the strengths of their high performers

However, these challenges don't have to stand in the way of your business thriving.

We have the experience of navigating the muddy waters in business and have helped companies achieve more than they thought possible through our attitude first approach to recruitment and retention.

  • Let’s get to know you & your team
  • Its time to profile you and your team
  • An introduction to your database
  • An introduction to individual reports
  • Ongoing support & guidance and training

For more information download the information sheet or give us call