Robertson Cooper has a tried and tested approach for raising the level of well-being in client organisations.
Objectives
We start with you and your organisation by establishing firm objectives for the project, as well as metrics so that improvement can be measured. Once they are agreed, we help you to communicate the objectives internally to maximise buy-in from staff.
The Diagnostic Phase
Most projects start with a diagnostic phase using our market-leading well-being assessment, ASSET, which identifies the barriers and enablers to well-being and therefore productivity in different parts of the organisation. It also measures levels of motivation and engagement in the workforce, as well as reported levels of productivity and commitment to the organisation. If you have already conducted a diagnostic phase with another tool (e.g. the HSE indicator or your Employee Opinion Survey) we can feed these results into our well-being improvement process.
Collate and Analyse Results
The results of the survey are collated using the online ASSET software and you can then explore your organisational results to find out where the ‘hot spots’ of pressure within the organisation lie, and also where areas of good practice exist. Often we are asked to produce a written report at this stage.
Senior Management Involvement
We normally follow the survey with a senior management solutions workshop – this is where the top team engages with the findings from the survey and start to think about the strategic implications. After that, we involve the wider organisation by running staff focus groups – again, the aim here is to generate solutions to the issues identified in the survey.
Action Planning and Interventions
Once the solutions have been worked up, we support the client in putting together an action plan to meet the well-being objectives identified at the beginning of the project. Robertson Cooper’s consultants are then available to support the implementation of the action plan and to measure the results of interventions.