With the clocks gone back and the nights drawing in, it is common for staff to feel their energy levels dropping. While the days are cold and dreary, and common colds and ailments are on the increase, there are also all the pressures associated with the run-up to Christmas.
It is this time of year that the largest absenteeism figures are likely to hit. This is against a backdrop of a workforce that is taking more days off sick than ever before. Figures from the Office for National Statistics show the number of working days lost due to sickness or injury in 2022 was an estimated 185.6 million, a new record high.
Staff absence due to sickness is inevitable in any business and it needs to be dealt with in a fair, consistent and sympathetic way. If it is not managed well, absenteeism can have a huge impact on staff morale, and your wage bill.
This is why it is important to make sure your staff know what is expected of them in the event of having to call in sick, and ensure that staff absenteeism is tracked and monitored accurately.
GETTING OUTDOORS
Kate Moxley, director of Wellness for All, which advises staff on wellbeing strategies, testifies to the fact that those working in a caregiving profession are more at risk of burnout and compassion fatigue due to the nature of the role. ‘It’s therefore important to recognise that everyone experiences and tolerates stress differently, and we each have our own unique vulnerabilities, which means some of our colleagues may be more susceptible,’ she says.
She emphasises the importance of appropriate expectations: ‘We set each other up to fail by assuming we should all be able to cope with stress similarly, and remain well.’
At Jack in the Box Nursery in Herefordshire, nursery manager Georgia Johnson-Palmer believes that being outdoors is a great antidote for the winter blues.
‘We have a wonderful outdoor environment and spend large parts of our days outside, enjoying nature and taking the children out into the countryside. Spending so much time outside in the fresh air certainly helps curb the worst of the coughs, colds and general germs going around at this time of year!’
Another strategy Georgia uses is ‘You’ve Been Mugged’ – ‘this is an initiative where staff “mug” one another with a mug full of treats, as a shout-out for doing something special, or to recognise a colleague’s efforts. This is fully done by the team, and if they are mugged by a colleague, they then refill the mug and pass this on to someone else they feel is deserving.’
The team also benefits from its own bespoke shed called ‘The Hideout’. Inside it is decorated with pictures of individual staff with their loved ones, a staff CPD lending library, a Shout-Out Board where staff can leave messages for one another, a CPD Theorist of the Month wall, and a basket that the nursery stocks every few weeks with juices, cereal bars and other healthy snack options.
There is a staff library full of fiction books, and a staff bring-and-share community food box – staff bring in spare food items they have at home – a way to cut waste.
‘Our team also take turns in hosting our book club, which is a wonderful opportunity for us all to meet outside work and enjoy socialising and bonding as a team,’ says Georgia. ‘We are fortunate in that our HR lead is a trained counsellor and provides wellbeing check-ins. This offers a wonderful outlet for staff, being able to unload and share how they are dealing with work and life pressures.
‘Also, as a special way of sharing our achievements and memorable times, we’ve set up our Jack in the Box Super Team WhatsApp group. As part of this I write a weekly roundup that celebrates and encapsulates special times from our week across all of our sites.’
Other wellbeing strategies include giving seasonal gifts, providing hot cooked meals, and small things like hosting baby showers and celebrating staff birthdays.
The nursery also recognises the importance of continuous professional development (CPD) and has staff training days to focus on this as well as individual CPD training plans for each member of the team. The Solihull Approach (see tools and resources) is a big part of the setting’s ethos, involving both staff and children.
‘We give huge emotional support within our team, showing a strong understanding of each other’s emotional containment,’ adds Georgia. ‘We are incredibly proud of the team we have and we are very lucky to work with such passionate, like-minded individuals.’
THE BIG PICTURE
At Choochoos Day Nursery, Dover, part of The Old Station Nursery group, nursery manager Hayley Simpson says she puts a positive spin on this time of year. ‘I really like November and December as there are all the lovely things you get to do with the children.’
While she reports that Covid is not currently a problem, a lot was learnt during lockdown. ‘The pandemic was a time when everyone was so anxious. I made sure staff could shield if they felt at all vulnerable, and I’d facetime them to keep in touch. This was obviously a time when staff wellbeing was very much compromised – really scary for staff who may have vulnerable family members. Hopefully that’s behind us now.’
She adds, ‘When considering wellbeing in the workplace, it’s important to see the bigger picture; everyone has their own stuff going on and you need to accommodate your staff’s needs as much as you can, being a strong and supportive leader. If I have a member of staff come to me with a request for time off to deal with something at home, I will help if I can.
‘Of course, there are always the ratios to consider, but I will always fill in if I’m not already being used. I have an open-door policy and staff know they can come to me any time, although I’m not suggesting I’m a push-over, I have very high expectations that my team always give 100 per cent to our children.’
Hayley stresses it is important to know everyone personally and then try to address any problems or needs on an individual basis.
‘A lot of this comes down to life experience and understanding – if someone’s washing machine has broken down and they need to beat home for a delivery, I’m going to accommodate this, if possible; we all know what it’s like when you’re put in these situations with a family and work to juggle.
‘A bit of compassion goes a long way. I also support staff with their own individual wellbeing needs – if someone needs time off to attend therapy in any way, I’ll work round this. You need to show respect for the individual.
‘Staff also know that anything they tell me really does stay withme. I hold a very strong confidentiality policy; I never cross the line. This is something that means a lot.’
Specific initiatives which have been put in place include wellbeing baskets in the staffroom containing little treats. The baskets are themed to something such as pampering – face masks, bath products or something chocolate-themed.
‘Staff can then help themselves to the treats, it’s just a way to add a bit of fun to the day,’ says Hayley. ‘We have a staff member of the month, which is a peer-on-peer vote, with colleagues giving their reason for voting for a particular person. The staff member with the most votes gets something such as a voucher chosen specifically for them.
‘We also have our shout-out board, which is a really simple but nice way to recognise each other’s help and thoughtfulness – staff members simply write the person’s name and say thank you for helping me with something specific – another little way to show you appreciate each other.’
ACHIEVING POTENTIAL
Helping staff to do this is a priority. Hayley says, ‘I had a member of staff come here as a volunteer; they loved working in early years so became our lunch cover, then trained as a Level 2. I went on to train her up as our SENCO and she progressed from there to go to university and she’s now doing her Master’s.
‘This all started from a love of early years – that’s real wellbeing at work. Of course, sometimes you do have to bring up something not so positive, that’s the nature of being a manager, but if you already have that foundation of respect for each other in place, this shouldn’t be a problem.
‘We’re adults, I’m not going to tell anyone off, I don’t undermine staff, it’s about finding a resolution, and because I’m always present, always available for a catch up, problems that arise tend to be nipped in the bud at an early stage. If I’m not needed in the ratios, I’ll still be in the room if I can be – I want to be at the forefront of it all.’
EASY, MORALE-BOOSTING STRATEGIES
- Provide access to helpful literature and resources on wellbeing – a good starting point for anyone struggling with mental-health worries is the NHS website, where a variety of mental-health charities are listed.
- Supply healthy meals and snacks while at work – don’t underestimate the benefit this can have for cash-strapped staff members. Also, children benefit from the social interaction of eating with staff.
- Manage work schedules properly and allow enough breaks – physical burnout and low mood can be a consequence of overwork, so organise rotas to allow adequate breaks, providing a welcoming area where staff can chill out and recharge.
- Host social activities outside of work – when you feel part of a community, you want to stay; celebrating staff birthdays with a gift and a card can be really appreciated, and something as simple as getting together for a coffee of an evening can be a great way for everyone to get to know each other, especially new members of the team.
Tools and resources to support staff wellbeing
Mind
The charity’s website is a useful resource that includes lots of information and resources on how to look after yourself and your staff.
- Search mind.org.uk
Solihull Approach
The Solihull Approach supports mental health and wellbeing in parents, children, schools, older adults and high-stress workplaces through an evidence-based model in training, online courses and resources.
Able Futures
Able Futures is a nationwide specialist partnership set up to provide free access to mental health at work support services, on behalf of the Department for Work and Pensions.
- Search able-futures.co.uk
NDNA
The NDNA website includes wellbeing resources such as a free short online course: Supporting Well-being in the Early Years Workforce. The course provides a grounding in mental health and wellbeing, including an overview of the main theories on wellbeing, such as physical, mental and emotional, social and spiritual wellbeing, and covers the effect that poor wellbeing has on the workplace.
- Search ndna.org.uk
Early Years Alliance
Check out its ‘Building a Resilient Workforce in the Early Years’, which promotes a proactive approach to improving mental health and wellbeing, and is filled with guidance and advice on improving workplace practices and providing support to colleagues.
- Search eyealliance.org.uk
NHS
The NHS website contains lots of resources to help with mental health and wellbeing.
- Search nhs.uk
Virtual College Supporting Your Staff Through Mental Health
An online mental health course designed for employers, managers, supervisors and team leaders to better understand and support people with mental health problems. The mental health training course includes a digital certificate on completion and should take about one hour to finish. £20 +VAT.
- Search virtual-college.co.uk
Financial advice
Financial insecurity can drive stress levels and lead some practitioners to leave the sector altogether. Money Helper is a government-backed resource which can be used to help staff members. The site offers guidance on pensions, budgeting, debt, borrowing, mortgages and other issues.
- Search moneyhelper.org.uk
