Standard 8 Leadership

Quick links: Level 1 | Level 2 | Level 3

Level 1

Topic Criteria Guidance
1.8.1
Raising awareness
Decide on health and
Well-being priorities
These priorities must address the needs
of your staff as well as those of the organisation. They might include raising
awareness and improving health and
well-being for staff as well as developing policies and addressing the way in which staff are managed.
1.8.1
Raising awareness
Ensure that you have effective ways of providing and displaying information and communicating with all staff

You could use a range of media such as posters, handbooks, newsletters, leaflets, intranet and email information as well as
team meeting minutes and focus groups.

You might consider training managers on effective communication.

1.8.2
Improving good health
Ensure equality guidance
and legislation is in place
and followed by all
This should be included in an Equal
Opportunities Policy and relevant
information can be displayed.
1.8.3
Leading good health
Ensure senior managers are positively committed to health and well-being This may include reporting feedback in board level reports, having senior managers as role models, ensuring appropriate allocation of resources and working with the Health and
Well-being champion will help you to demonstrate this.

Level 2

 Topic Criteria
Guidance
2.8.1
Leading good health
Develop a policy that promotes effective communication. This may involve developing and maintaining an ‘open door’ policy.

Ensure clear lines of communication with staff which can be used to promote good health and well-being. It should include face to face, written and electronic media and allow staff to make comments and suggestions.
2.8.1
Leading good health
Ensure effective policies are in place that promotes a positive working environment. This may include an attendance management and return to work policy or staff induction programme. Having these policies should enhance and promote
working practices which are conducive to good health. The policies and practices that you have should discourage practices such as a long hours or a blame culture.
2.8.1
Leading good health
Reward and recognise good work Your organisation should demonstrate it has a culture in which it is easy to say thank you. It is important to celebrate success, this could be health and/or business related.
2.8.1
Leading good health
Ensure line managers
demonstrate good people management skills.
It is vital that anyone with people management responsibilities is able to manage people effectively. They need to be able to demonstrate effective interpersonal skills and areas such as dealing with conflict at work.

Good people managers should hold regular one to one meetings with staff, attend development sessions, involve staff in consultation and decision making.
2.8.2
Raising awareness
Ensure managers are aware of health and well-being issues which could or do impact on their teams This could be through reporting sickness and absence figures for the organisation occupational health reports.

It is important that confidentiality of individuals is observed.
2.8.3
Improving health
Ensure appropriate action is taken to deal with any
health and well-being
Managers need to be aware of what they can do to support staff health and wellbeing at work. This includes knowing what equipment may be needed to keep staff safe and well and making sure that it is available. They also need to be able to signpost staff to additional support such as occupational health, HR, GP or community support as and when it is appropriate.

Level 3

 Topic Criteria
Guidance
3.8.1
Raising awareness, improving and maintaining good health
Ensure line managers work collaboratively with staff
Managers should look for ways to promote ownership, decision making and engagement.  This could be done through regular team meetings, staff focus groups and suggestion schemes.  These are examples of what will help to promote shared decision making and collaboration.
3.8.1
Raising awareness, improving and maintaining good health
Measure the impact of health and well-being activities on people and performance Senior managers should understand the return on investment from health and well-being activities and reinvest in its continued development.  This would include factors such as savings from reduced sickness rates, improved productivity and customer service, improved survey results and increased health and well-being of staff.
3.8.2
Improving health
Ensure line managers demonstrate excellent interpersonal skills This can be achieved by reviewing and completing the 'HSE Line Manager Competency Indicator' Tool.  Ensure that any development points from this are addressed.

Provide management training in handling conflict, having difficult conversations and developing people skills will help to demonstrate this.
3.8.2
Improving health
Offer staff learning and development opportunities In order to help people to maximise their potential it is important that they are given opportunities at work.  These could be formal and/or informal.  Learning and development opportunities and activities should be linked to performance development reviews or followed up with managers as appropriate.  You could link in to 'Learning at Work Day'.
3.8.2
Improving health
Ensure managers are equipped to manage flexible and innovative ways of working so that work-life balance is part of the organisations culture Offering alternative working practices where reasonably practical will support health and well-being at work in numerous ways.  How you approach this will depend on individual circumstances.
3.8.2
Improving health
Ensure that change is well managed Consider the impact of change on staff, their health, well-being and emotions as well as the organisation.  Keep people well informed and provide additional support when you are going through changes.  Change could include restructuring, mergers, retirements, changed work patterns or new job roles.