The Wellbeing Weather Check, developed by forward thinking inc, is a diagnostic tool designed to help organisations understand the levels of wellbeing within their organisations through measurement of three key indices:

Organisations which support the development and maintenance of positive mental health for employees will improve their psychological capital – a compound benefit for both individuals and the organisations they are aligned with.

There are 4 primary attributes that contribute to psychological capital at an individual level and 4 conditions for success. These are related to the environment an organisation creates which supports the development of the 4 attributes.

Organisations wishing to invest in driving up psychological capital can align their investments and related action plans against each component of the 4 + 4 model.

It is possible to both measure and track the strength of psychological capital across the organisation and evidence the conditions for success in qualitative and quantitative analyses.

Social capital is the ‘glue’ which holds a community together, the value embodied in a strong and well-functioning community. In a work context organisations with strong social capital are attractive places to be with high levels of alignment and collaboration.

The SCI tracks change impacts on organisational social capital. The methodology, developed with the experts behind the UK Government ‘Community’ survey, allows firms to monitor long-term social capital development within their organisation and across sites.

Data is collected from employees via a baseline / pre and post change survey. The survey produces quantitative data for the four variables as well as an overall score can be broken down and analysed by employee segment.

The survey informs a comprehensive understanding of the dynamics of bonding (within team) and bridging (between teams) social capital. This allows clients understand inter-team effectiveness and the overall strength ofthe organisational community.

Employee productivity is a subject much in the news but has proved challenging to measure for governments and businesses alike. The Employee Productivity Index (EPI) provides detailed psychometric data on the seven emotional and functional drivers of productivity.

The methodology, developed with input from the Department of Psychology at University College London and the Department of Statistics at Reading University, identifies and analyses changes in the seven drivers of productive behaviour.

A range of stimuli impact productive behaviour, both function and emotional / behavioural environment can be managed to support productivity.

Data is collected via an electronic survey pre and post change to produce a productivity index.

Workplan:

The three-pronged single survey provides quantitative insight into an organisation’s psychological capital, social capital and employee productivity.

  • Develop draft internal survey communications and brief leadership on objectives and plan
  • Execute electronic survey to agreed employee population
  • Survey responses are analysed independently by Shawmind
  • Single page dashboard developed to illustrate organisation’s score in the three key indicies

The Big Discussion forum provides rich qualitative insight into the ‘story behind the story’ of the survey data.

  • Develop a detailed discussion guide utilising survey insights
  • Develop comms including recruitment emails
  • Recruit 50-60 participants, ensuring an appropriate weighting across divisions and roles using an agreed quota matrix
  • Develop and distribute briefing pack
  • Launch two-week online, anytime, anywhere, curated conversations moderated independently by Shawmind
  • Prepare depth insight report including qualitative and quantitative findings from survey and Big Discussion forum
  • Develop a set of recommendations to include interventions developed in tandem with Shawmind’s clinical team to drive up score in each of the three key indices
  • Review insight report and fine-tune with project sponsor
  • Present to key stakeholders

Deliverables:

  • A comprehensive report signed off by a mental health professional
  • A suite of recommended interventions

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