Grass Roots private day nursery, Calderdale, West Yorkshire, describes how having observed a decline in staff wellbeing (both physical and mental) following the pandemic, they have expanded and developed their existing wellbeing strategies in order to support staff both in work and in their personal lives.
At Grass Roots, wellbeing has always been central to our ethos. We have long adhered to the mantra, “Happy staff, happy children,” and we continue to uphold this belief.
Since the COVID-19 pandemic, we have observed a decline in the wellbeing of our staff, affecting both their physical and mental health. This has consequently impacted staff attendance and retention. In response, we recognised the need to implement strategies aimed at boosting morale and enhancing the overall wellbeing of our team.
We understand that wellbeing encompasses physical, mental, and spiritual health, as well as the awareness and knowledge to seek help or take action when experiencing difficulties. Our initial strategies have always been centred around community support, offering practical assistance, such as a community pantry and winter fuel support for those facing financial challenges. We maintain an open-door policy, which has proven effective, alongside our informal meetings and supervisions.
At the beginning of the Autumn Term 2023, we decided to distribute a questionnaire to our team to assess their support needs and to invite them to rate themselves in the following areas: sleep, nutrition, movement, environment, and resilience (see scale below).
We received a positive response from the team, leading us to develop a weekly programme that includes links to support resources, practical hints and tips, and motivational quotes presented in a brief yet informative post, for example:
Research shows that lack of sleep increases the risk of obesity, heart disease, and infections. Getting enough quality sleep at the right times can help protect your mental health, physical health, and overall quality of life.
Avoid caffeine, nicotine, and alcohol before bed. Why?
Sleep affects our energy levels and our mental and emotional wellbeing.
Find out more: https://www.nhs.uk/live-well/sleep-and-tiredness/self-help-tips-to-fight-fatigue/
We aimed to assess how our team perceives our management of their wellbeing, identifying areas for improvement. Our focus centred around three key areas:
- professional development
- workload and work environment
- organisational culture
The feedback we received was largely positive, with staff expressing satisfaction regarding the support they received. However, the demanding nature of working in Early Years, particularly within the current economic and social climate, is proving increasingly challenging and is impacting the wellbeing of our team.
Coinciding with this assessment, we engaged the services of Bright HR to enhance our human resources management. This partnership prompted us to re-evaluate many of our policies and procedures related to staff well-being, and we recognised that it was an opportune moment to implement necessary changes with professional guidance.
As part of the Bright HR package, our team has access to an app called Wisdom, designed to assist individuals in managing their own wellbeing by providing useful links and information. Additionally, the app facilitates access to virtual counselling sessions.
We have introduced a Wellbeing Policy for our employees, complemented by a monthly newsletter that offers guidance, support, and team activities—such as ‘Woo Week’, ‘National Apple Day’, and ‘Talk Like a Pirate Day’. These events, while low-cost, have proven to foster engagement and laughter among the team.
Our Bright HR software is instrumental in managing staff absences. We adhere to our procedures by conducting return-to-work discussions and evaluating how we can mitigate the factors leading to absence. Persistent, avoidable absences are addressed through disciplinary measures, with dismissal being the final, and as yet unused, resort. Although we prefer to avoid formal action, frequent absences can negatively impact the entire team and the quality of our setting.
We ensure compliance with HR laws and regulations as recommended by our HR firm, striving to be fair to all employees while offering support to help them improve their overall wellbeing. When feasible, we guide staff towards available resources for additional help.
Our wellbeing strategy is rooted in our commitment to the wellbeing of the children in our care. We recognise that children are influenced by their environment, particularly the adults surrounding them, which underscores the importance of our staff embodying the principles they teach.
We embed children's wellbeing into our nursery curriculum and daily routines, ensuring our team can effectively model positive behaviours. There is an abundance of local and national resources available to us, including Active Calderdale, Staying Well Calderdale, and the Starting Well Strategy. Numerous local events, such as ‘Baby Week’, provide opportunities for us to share activities and direct families to relevant agencies.
On a national level, we disseminate a wealth of information from CBeebies and NHS guidance. Our Executive Nursery Managers has recently completed the PANCo Award (Physical Activity and Nutrition Coordinator) at Level 4. Additionally, our Community Interest Company offers wellbeing walks, menopause support groups, SEND family support groups, and can guide individuals seeking further assistance.
Celebrating successes within our setting is paramount. Children receive WOW posts through our nursery software, which are shared with their families and the nursery team. Our employees can recognise one another through the Bright HR app, with a monthly winner highlighted in our newsletter. This recognition serves as a wonderful way to support our team and enhance morale.
November 2024