building a resilient workforce - wayahead workplaces€¦ · building a resilient workforce...
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Building a Resilient Workforce
Presented by Mr Tony CottonManager AFP Wellbeing Services
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Wellbeing ServicesHuman Resources
Scope
• Understanding resilience• Recruitment• Primary Interventions• Secondary Interventions• Developing a Wellbeing Strategy
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Wellbeing ServicesHuman Resources
Resilience
• Different approach• Studied well people
• Post-traumatic growth
• Linked to positive psychology
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Wellbeing ServicesHuman Resources
Resilience
• In workforce:• Commitment
• Control
• Challenge
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Wellbeing ServicesHuman Resources
Resilience
• In workplace:• Supportive relationships
• Workplace that encourages mastery
• Workplace problems framed as challenges
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Wellbeing ServicesHuman Resources
Recruitment
• Hard to identify those who are resilient, easier to identify those who are vulnerable:
• Positive selection• Negative selection
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Wellbeing ServicesHuman Resources
Recruitment
• Characteristics to look for:• Experience in dealing with difficult situations• Ability to reframe difficulties• Preparedness to seek support within the workplace
(not from specialists)• Internal locus of control
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Wellbeing ServicesHuman Resources
Primary Interventions
• Healthy workforce.• Workplace interventions:
• Educating staff• Educating managers
• Workforce interventions:• Staff training
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Wellbeing ServicesHuman Resources
Workplace Interventions
• Educating staff:• Importance of supportive workplace• Team building activities
• Educating managers:• Impact on the workplace.• Impact on staff.• Impact on resilience – supportive leadership• Communications skills
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Wellbeing ServicesHuman Resources
Workforce Interventions
• Staff training:• Stress inoculation.• Cognitive reframing• Arousal reduction• Help-seeking• Communications skills
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Wellbeing ServicesHuman Resources
Secondary Interventions
• Identified risk• High-risk workplace• Screening and “debriefing”
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Wellbeing ServicesHuman Resources
Screening
• Most people are well, but might have symptoms.• Immediate efficacy.• Triage system• Educate
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Wellbeing ServicesHuman Resources
Screening
• Instruments:• Standardised
• Brief
• Symptom inventories
• Public domain
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Wellbeing ServicesHuman Resources
Screening
• Process:• Routine and on-occurrence
• Mandatory or not?
• Normalises process.
• NOT counselling, but an intervention.
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Move to a more proactive approach• Demand-control-support• Work context vs work content• Resilience fits neatly in this.
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Wellbeing ServicesHuman Resources
Impact of the workplace• Workplace cause strain• Strain, if too long or too acute, causes stress• Stress causes a decrease in performance• Psychological injuries
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Wellbeing ServicesHuman Resources
A little theory…• Work performance is a function of:
• The DEMANDS of the workplace…
• The CONTROL people think that they have…
• The SUPPORT that they get…
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Wellbeing ServicesHuman Resources
Causes of psychological injuries
• Work content or work context?
• Hart and Cotton examined drivers of employee behaviour and health.
• Negative workplace experiences low in impact on withdrawal behaviour.
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Wellbeing ServicesHuman Resources
Causes of psychological injuries
• Negative impacts moderated by work context variables such as:
• Supportive leadership
• Individual morale
• Team climate
• Individual susceptibility
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Wellbeing ServicesHuman Resources
Causes of psychological injuries
• Decrease in morale is a stronger driver of psych injury claims than increase in distress.
• High morale increase resilience and acts as a buffer against operational impacts.
• Supportive leadership strongly related to morale.• In a supportive environment people are more likely to
seek help, in a less supportive environment people are more likely to lodge a claim…
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Wellbeing ServicesHuman Resources
AFP Wellbeing Services
• Five elements:• Psych services
• Chaplaincy services
• Wellbeing Network
• Family Liaison Network
• Employee Assistance Program (external provider)
• Sits within HR portfolio• Need for overarching strategy
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Definition:• There are many
• Positive and multi-dimensional state of being.
• A state in which the individual has a generally positive perception of the physical, mental, social and spiritual aspects of their life.
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Principles:• Management responsibility, WS role.
• Evidence-based practice or practice-based evidence.
• Recognise role for primary, secondary and tertiary interventions, but focus is on primary.
• Multi-disciplinary and multi-function.
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Stakeholders:• AFP Management
• AFP Workforce
• AFP Families
• Australian people
• Australian government
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Governance:• AFP Wellbeing Steering Group
• National Manager’s Group
• Internal to portfolios
• Local committees for State Offices
• Policy framework
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Workforce Elements:• Selection
• Mental Health Promotion
• Mental Health Education
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Workforce Elements:• Preventative measures
• Treatment
• Return to work program
• Families
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Workplace Elements:• Organisational Culture
• Work Context
• Work Content
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Wellbeing ServicesHuman Resources
AFP Wellbeing Strategy
• Key elements:• Resilience
• Screening
• Practice-based evidence
• Collaboration
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Q, D, F, W, Cs?