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Health and wellbeing strategy
Every health and wellbeing strategy should be implemented only after the preliminary research to be effective. Many companies apply standard wellness programs that do not target the needs and issues of particular employees. Every company should be clear about its objectives during the process of cohesive strategy creation (Cooper and Quick, 2017). Centrepoint activity is based on a thoroughly elaborated “external” health and wellbeing strategy that aims to support people in need. Nevertheless, the organization should also improve its “internal” wellbeing strategy and train its line managers to enhance the health conditions and productivity of its personnel.
Centrepoint
Centrepoint is an organization that provides social and housing support for young people all over the UK. To have a comprehensive approach, the three-year-long Health and Wellbeing Strategy was adopted. Homeless people are at higher risk of facing serious health problems that deteriorate their entire life. The company sees the sound mental and physical health of homeless people as the foundation which they need to find a job, home and become self-sufficient (Health and Wellbeing Strategy, 2018). Centrepoint provides in-house health service dealing with a list of problems including mental health, substance use, life difficulties, nutrition, and relationships. The company provides education about diet and nutrition, crisis support, advocacy, and long-term psychotherapy. It targets four primary interventions: diagnosis and support of dual issues, such as mental and drug addiction issues, crisis support, low term individual counseling, and dietetics.
Recommendations
Taking into consideration all information previously analyzed, some recommendations can be given. The best wellbeing strategy overlaps both mental and physical assistance for the homeless youth. Hence, the first recommendation is to expand the company’s service to physical health treatment. It should facilitate the overall effectiveness of the program by the sophisticated approach that revokes the necessity to depend on other health care providers. The organization has the potential to become a multidimensional center for homeless people.
However, it requires more healthcare professionals to be hired and higher costs are needed to expand the infrastructure. Another problem with this strategy is that company’s mission is to help everybody who comes and asks for help (Health and Wellbeing Strategy, 2018). Nevertheless, many young people may be not motivated or afraid of making confessions to practitioners about their health concerns, especially those who feel unsafe being in society. Centrepoint should become more active in targeting those who are most in need and at risk. For instance, they can devise a plan to partner with schools to inform and educate students about a healthy lifestyle to decrease the chance of them making typical adolescent mistakes.
The second suggestion is that Centrepoint, like any other organization, has to devise effective employee wellbeing and health strategy for its personnel. Centrepoint’s staff that include health supporters, counselors, and those working in hostels could be in danger of burnout and emotional exhaustion as they usually operate in stressful conditions and dedicate themselves wholeheartedly. The HR department should consist of trained line managers who can support practitioners with advice or action if they need it. First and foremost, line managers have to undergo special wellbeing training courses that help them to encourage and role model the needed habits and mindsets. Then, HR managers should establish a trusting relationship with the staff to enhance operational communication and increase the chance of recognizing presenteeism. For instance, the company can organize health-oriented corporate events and wellness days, such as pilates, yoga, cooking, dance classes, mindfulness, football, and other collective sports matches. These activities will promote a healthy lifestyle among employees, create a productive workspace and decrease healthcare costs for the company.
Reference List
CIPD (2020) Health and wellbeing at work: survey report.Web.
Cooper, C. and Quick, J. C. (eds.) (2017) The handbook of stress and health: a guide to research and practice. New York: John Wiley & Sons.
Ganster, D. C. and Rosen, C. C. (2013) Work stress and employee health: a multidisciplinary review. Journal of Management, 39(5), pp. 1085-1122.
Health and wellbeing strategy 2018-2021 (2018). Web.
Ramkissoon, A., Smith, P. and Oudyk, J. (2019) ‘Dissecting the effect of workplace exposures on workers’ rating of psychological health and safety’. American Journal of Industrial Medicine, 62(5), pp. 412-421.
Shaik B, F. F., Makhecha, U. P. and Varkkey, B. (2019) ‘Wellbeing or workaholism-critical perspectives on employee engagement in new work practices’. In Academy of Management Proceedings, vol. 2019, no. 1, p. 11256. Briarcliff Manor, New York: Academy of Management.
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