The end of a year provides an opportunity to stop and reflect. Allowing yourself the headspace to think strategically and more long-term can help to make you a more effective manager. It can also help you to improve health and wellbeing delivery for your employees, as well as look after your own wellbeing.
The constant ‘noise’ of meetings, emails, deadlines and demands on your time can often leave little room for reflective management. Yet carving out the time to take stock, evaluate, and analyse can really help you to gain valuable insights and perspectives.
Four questions to help you reflect
Using the questions below, take some time to reflect on your approach to employee wellbeing over the last year:
- What are three key learnings you will take into the next year?
- Looking back, what has worked well so far?
- What could be different?
- What needs to happen to make that difference?
Making sure the change you want ‘sticks’
The key is to identify the changes that would be beneficial, and then plan how those changes will be put in place. Try to map out the small steps needed to achieve your goals – this will provide you with a roadmap. It’s easier to change habits and behaviours with smaller steps. It will also give you quick-wins, making it easier to plan goals out across the year.
Where appropriate, bring in other stakeholders and leaders to help make these changes happen. Lastly, look at how you will measure the success of your wellbeing strategy, for example, through exercises such as an employee feedback questionnaire.
This information was published December 2022.
