Hs2 launched its wellbeing strategy in March 2020. The purpose the Wellbeing approach was to focus internally ensuring we deliver a highly effective wellbeing offering for our people to make HS2 a great place to work.
At Hs2 we know that protecting employees’ health is an integral part of any sustainable business. A healthier, happier and more engaged workforce drives sustainable and optimum performance thus increasing productivity benefiting employers, employees, customers and communities.
As soon as the Covid-19 pandemic affected our offices and sites, we put in place provisions to protect staff and engagement with our communities.
Following that, HS2 launched a number of staff wellbeing surveys to ensure we listened to our people and acted on what they needed. The accompanying communications ensured we reached a great level of employee engagement, reaching up to 79%. High level data showed us that thanks to the numerous activities undertaken, the our staff mental wellbeing has kept steady since the start of the Covid-19 pandemic.
Since April 2020 we delivered 50 webinars focusing on all aspects of wellbeing physical , mental , social wellbeing, with a total of 1156 attendees, with 263 Line Managers in attendance. 45accredited Mental Health first aiders volunteered to be on hand for support and advice.
Training and events delivered to line managers & employees covered topics on the back of the feedback we got from surveys, sharing with senior leadership the areas where people were struggling with. Examples of topics are:
Managing moods and emotions
Dealing with grief
Reducing Covid anxiety
Supporting your teams
Developing teams and people
Training your mind
Work with your personality
Managing mental health and resilience – and many more.
Updated Stress risk assessment & wellness action Plan
Published several peer related stories on our intranet and Yammer and
Incorporated Mindapples workshops in to our Manager Discovery programme so our line managers are equipped to understand the importance supporting theirs and their teams wellbeing also recognising when teams are struggling.
We supported, we talked (even when we were on mute!), we listened, we shared, we empathised, we respected, we made things work and most importantly we took action to show we care.