Brew Monday: Why Small Conversations Can Make a Big Difference at Work
You may have heard January’s third Monday referred to as Blue Monday — often labelled as the most difficult day of the year.
At Resilient People, we prefer a different approach.
Brew Monday shifts the focus away from labels and towards something far more helpful: human connection.
It’s a reminder that checking in with someone, putting the kettle on, and taking time to listen can make a real difference — not just on one Monday in January, but at any point in the year.
Why Brew Monday matters
There’s no such thing as a single day when people feel low — and challenges with mental health don’t follow a calendar. But Brew Monday offers a useful prompt to pause and notice the people around us.
In busy workplaces, especially those under pressure, it can be easy to miss the quieter signs that someone might be struggling. A simple conversation can help someone feel:
noticed
valued
less alone
You don’t need to be an expert or have the right answers. Often, being willing to ask and listen is enough.
It doesn’t have to be a big conversation
One of the biggest barriers to supportive conversations is the belief that they need to be serious, formal, or perfectly worded.
In reality, they often start small:
“How are you doing — really?”
“You don’t seem yourself, want a quick chat?”
“Fancy a brew?”
Brew Monday encourages exactly this kind of low-pressure check-in. It’s not about fixing problems — it’s about creating space for someone to talk, if they want to.
Supporting conversations at work
Many people worry about saying the wrong thing or opening something they can’t handle. That’s understandable — especially for managers, supervisors, and colleagues who care about getting it right.
Good supportive conversations tend to have a few things in common:
they feel natural, not scripted
the focus stays on listening, not advising
the person feels heard and taken seriously
there’s clarity about what support might be available next
Small skills, used consistently, can build confidence and psychological safety across teams.
Free Brew Monday poster resource
To help organisations mark Brew Monday in a practical, accessible way, we’ve created a free Brew Monday poster.
The poster:
encourages simple, supportive conversations
offers guidance on listening well
suggests areas you might gently explore
reminds people that support is available
It’s designed to work across different settings — from offices to operational, site-based, and frontline environments — and can be displayed on noticeboards or shared digitally with teams.
Brew Monday isn’t just about looking out for others. It’s also a reminder to check in with yourself.
If you’re finding things difficult, reaching out to someone you trust or accessing professional support is a positive step. Looking after your own wellbeing matters too.
And while Brew Monday is a helpful prompt, these conversations don’t need to be limited to one day. There’s always time for a cuppa and a catch-up.
Awareness days and wellbeing campaigns appear in workplace calendars every year — from Mental Health Awareness Week to Stress Awareness Month and World Suicide Prevention Day. But too often, they pass by unnoticed or become a one-off activity that doesn’t quite land.
Used well, however, these moments can act as useful prompts for meaningful conversations, practical learning, and a more proactive approach to mental health at work.
That’s why we’ve created a 2026 Workplace Wellbeing Calendar — a simple, practical resource designed to help organisations plan ahead and use key mental health awareness dates in a way that genuinely supports their people.
Why awareness dates still matter
Mental health awareness days are not about ticking boxes or running token activities. At their best, they provide a shared opportunity to:
Start conversations that might otherwise feel difficult
Normalise discussions around mental health and wellbeing
Encourage early support and signposting
Reinforce that wellbeing is everyone’s responsibility
For organisations operating in busy, high-pressure or safety-critical environments, these reminders can be especially valuable — offering a pause point in the year to refocus on people, not just performance.
From awareness to action
A common challenge we hear from clients is:
“We want to support wellbeing — we just don’t know where to start.”
A calendar of awareness dates gives structure, but impact comes from what you do around them. Even small, well-timed actions can make a difference, such as:
Sharing a short wellbeing message or prompt
Encouraging managers to check in with their teams
Signposting support services and internal resources
Hosting a toolbox talk or team discussion
Linking themes to existing safety or wellbeing initiatives
The key is consistency — building wellbeing into the rhythm of work, rather than treating it as a one-off event.
Making wellbeing visible all year round
Creating healthier workplaces isn’t about grand gestures. It’s about regular, visible commitment — showing people that their wellbeing matters, not just during awareness weeks, but throughout the year.
A simple calendar won’t solve everything, but it can help keep wellbeing on the agenda and support a more open, psychologically safe culture where people feel able to speak up and seek support when they need it.
Download the free 2026 Workplace Wellbeing Calendar
We’ve made the 2026 Wellbeing Calendar available as a free resource for organisations to use and share.
If you’d like support turning awareness into action — through training, wellbeing champion programmes, or practical manager skills — we’re always happy to help.
When the days get darker and the pressure rises, it’s no surprise that winter can feel like a slog — especially in fast-paced, high-risk environments like construction, rail and logistics.
For many employees, winter brings more than just cold hands. It can affect energy levels, concentration, sleep, mood, and even motivation. And for those already under pressure at work or home, the season can add an extra layer of stress.
So how can workplaces support a healthier mindset through the winter months?
We recently shared a Winter Mindset poster with our wellbeing champion community — and we’re now making it more widely available. Below, we’ve expanded on the practical tips featured in the poster, so you can use them in your own teams or internal campaigns.
Why winter can hit harder at work
Let’s be honest — it’s not just the temperature. Shorter daylight hours, reduced time outdoors, the year-end workload, and rising financial pressures can all affect how people feel and function at work.
And in male-dominated industries, this can be made harder by an “all or nothing” culture — where struggling in silence is still common, and the language around mental health may be limited.
Creating a psychologically safe space — where small check-ins and human conversations are the norm — can make all the difference.
Six ways to support a healthier mindset this winter
Reframe how we think about winter
Winter doesn’t just have to be something we “get through.” It can also bring things we often miss during busier times — rest, reflection, routine.
Encourage teams to get outdoors in daylight hours
Promote realistic routines and proper breaks
Help people pace themselves instead of pushing through
A small shift in mindset can have a big impact on energy, outlook and resilience.
Kindness goes both ways
Small, genuine acts of kindness can lift morale — whether that’s checking in with a colleague, making someone a brew, or offering encouragement at the end of a tough shift.
Self-compassion matters too. Remind teams it’s okay to say “I’m not 100% today” and to treat themselves with the same patience they’d offer a mate.
Savour the small wins
In the winter rush, it’s easy to miss the good moments. But pausing to notice something positive — a job well done, a laugh on site, a quiet moment — can help people reconnect to what matters.
Encourage teams to share small wins or gratitude
Try a “highlight of the day” board or tool talk icebreaker
These things might sound simple, but they’re powerful mood-lifters.
Keep people connected
When stress increases, people often withdraw. And that isolation can increase risk — not just mentally, but physically too, especially in high-hazard environments.
Make time for informal conversations
Promote buddy systems and team lunches
Role-model openness from the top down
Connection boosts trust, safety and performance.
Help people focus on what matters
Many people feel pressure to “do it all” at this time of year — gifts, events, overtime. That can lead to burnout before Christmas even begins.
Why not encourage a values-based approach to the season?
Ask: “What do you want this season to mean for you?”
Focus on time, not just money
Prioritise meaningful connection over perfection
Download the Winter Mindset poster
We originally created this resource for our wellbeing champion network, but it’s now available for all clients and partners.
It’s ideal for noticeboards, toolbox talks, or winter wellbeing campaigns.
Supporting your teams doesn’t have to mean grand gestures. It’s often the small, consistent things that build trust, boost morale and keep people feeling connected.
And when people feel looked after, they’re more likely to look after each other — and the job at hand.
Want to chat about how to support your teams through winter — or what a wellbeing strategy could look like in 2026?
We’re always happy to share ideas, resources, or a quick conversation to point you in the right direction.
Barrie
You’re a caring, forward-thinking person who sees the importance of investing in good employee mental health. But you don’t want to waste that investment on the wrong thing for your people.
The range of options is already somewhat daunting, and workplace mental health provision is an ever-growing market. Let’s look at the 5 most common problems with MHFA training and how partnering with an established expert helps you avoid them.
Why is mental health first aid (MHFA) training so vital in the workplace?
Our mental health is just one part of our overall health – and we all know how important it is to have a healthy workforce. Tackling mental health issues in the workplace is more difficult because it’s a relatively new topic of open discussion.
Generally, there’s a lack of knowledge about mental ill health and some stigma still attached to people dealing with mental health issues.
Taking care of mental health in your organisation can have a significant positive impact. Only paying lip service to tackling mental health issues in the workplace has huge costs to your individual employees, your workplace culture, and your bottom line.
63% of employees feel at least one of the three main symptoms of burnout
24% of respondents are diagnosed with a mental health condition
Workplace culture
Presenteeism costs UK employers £24bn every year (Staff turnover costs £20bn)
Overall business
Cost of poor mental health to UK employers is £51bn per year
Absence due to sickness costs £7bn
Startling figures. And that’s just one report’s findings.
How much do you lose to absenteeism, sickness, presenteeism, and recruitment costs?
What is mental health first aid training?
Like any medical emergency, you need to know that your workplace is kitted out to deal with mental health first aid situations. Mental Health First Aid Training is an internationally recognised, accredited course. The idea is the same as a designated ‘first aider’ for physical health situations – each workplace has an appropriate number of MHFA-trained employees.
During the 2 days, attendees are given the tools to recognise and support mental health issues among their colleagues, including:
Deeper understanding of mental ill health and what stressors impact well-being
How mental health issues manifest themselves in the workplace, and how symptoms and triggers are different for each individual
Develop useful skills that underpin their confidence to support someone with mental ill health – like active, non-judgmental listening
Knowledge to signpost the most relevant support
Mental health first aiders become touchpoints for mental health information and immediate support during a workplace crisis across your organisation.
It’s essential that you check your provider is following the licensed MHFA England programme.
It’s absolutely critical that you get the right training for your people, in your context. And understand that mental health first aid is only one part of creating psychologically safe workplace environments.
These are 5 common problems that you face when implementing MHFA training in your organisation.
Problem 1: One-size-fits-all training
By definition, MHFA England training courses follow a set curriculum. They’re limited by time – and only so much can be covered in 2 days. They are a solid overview of mental health issues in the workplace.
But each workplace has distinct dynamics and challenges – like managing stress, organisational change, and building resilience. These factors can vary significantly across industries; for example, doctors, construction workers, and traders all face very different stressors.
Due to the nature of the MHFA programme, it’s not always possible to address complex mental health issues and specific situations. Without a full, customised package of mental health training, this standardised course risks providing only a surface-level understanding of mental health, potentially leading to misconceptions or an inability to address nuanced workplace issues effectively.
How to avoid it
You need to ensure that you don’t stop at MHFA training. See it as a brilliant starting point for a fuller programme of mental health education for your staff.
Good MHFA trainers will be able to discuss your specific workplace needs and suggest further provision that suits your organisation. You should ensure that they have the expertise to address a range of mental health conditions and be able to signpost high-quality, ongoing for your staff (just like we do at Resilient People).
Problem 2: Seeing MHFA training as a ‘tick-box’ exercise
You know the various legislation you need to comply with, underpinned by: “It shall be the duty of every employer to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all his employees.” (Health and Safety at Work Act 1974.) And you’ve got the shelf/desktop full of HSE folders to prove it!
But if you treat MHFA as another formality, another tick box to complete, it’ll be entirely obvious to your staff. Only considering mental health as a legal necessity is not the same as genuinely investing in something you recognise as important.
MHFA training is a conversation starter that establishes a baseline of mental health first aid knowledge. Yes, this raises awareness and provides a basic level of peer support. But you’re not going to see the attitude shifts, reduced stigma, or create an inclusive workplace culture change you want without enabling deeper understanding.
What’s most important is that your employees feel that you see their mental health as an ongoing priority, not just another bit of statutory compliance.
Problem 3: No follow-up training
Skill-fade is real! MHFA training is a starting point for your attendees. They’re great for raising awareness and generating confidence to discuss difficult issues. But skills learned in a single course can fade over time, reducing the long-term effectiveness of training.
These brief sessions lack the continuity needed for employees to develop a deeper understanding of mental health, or to feel fully equipped to support colleagues with ongoing challenges.
How to avoid it
Develop a plan for comprehensive, ongoing training that allows for reflection, discussion, and reinforcement to keep knowledge and skills fresh. Yes, this is harder than it sounds! This is why we offer follow-up personalised training and support as standard.
Problem 4: No additional support for mental health first aiders
It’s one thing to learn about mental health issues, in theory, on a course. It’s another thing to deal with those situations with real people. The whole idea is that people can approach your mental health first aiders to get help when they’re in a time of distress, even crisis. They listen non-judgmentally and see their pain as an initial source of comfort.
This can be as distressing as witnessing a physical accident or injury, leaving them feeling stressed, anxious and overloaded by the emotional outpouring. If they feel unsupported, there’s every possibility they feel a negative impact on their own mental health. And that’s the last thing anybody wants.
How to avoid it
Pre-emptive, joined-up thinking is crucial here – which a good mental health training provider will advise on. You’re asking employees to take on an extremely responsible role by being a mental health first aider. They need to know that they’re part of a system that includes guardrails for their actions and support to process what they experience.
This means having policies and procedures in place that support their role. For example, confidentiality is an important expectation of any employee sharing their thoughts and feelings.
But mental health first aiders need to know that there’s also an expectation that this will be broken if someone reveals suicidal ideation or plans. You should have a process in place that details exactly what they should do if this situation arises.
Aside from such extreme situations, your first aiders need to know where they can regularly access mental health resources and share their experiences through networks of support or debriefs with HR.
Problem 5: Not integrating MHFA training within the company culture
Training a couple of your employees to be mental health first aiders is not going to make a great deal of difference to your organisation if:
Management doesn’t participate in any ‘mental health’ training or discussion – maybe they don’t want to reveal a perceived weakness by association? It’s for everyone else, not them
Anyone expressing any feelings is met with ‘banter’ as the response
People don’t discuss anything related to burnout, workplace stress or trauma, for fear of management taking it as criticism – or that they can’t do their job
These are just a few examples of company culture that doesn’t nurture good mental health. If your work environment or policies don’t align with MHFA training, it’s going to be nearly impossible to implement in practice.
How to avoid it
Make your MHFA training, and entire mental health strategy, fully inclusive. From management to contractors, everybody needs to be involved in holistic training in order to make sure everybody reaps the benefits.
Training that’s perfectly matched to your company culture is the way to get complete buy-in to good mental health support. Not just a couple of people sent on an MHFA training course to tick the ‘mental health box.’ But professionally directed, ongoing training that builds a healthy workforce – and bottom line!
Get comprehensive MHFA training and ongoing support for your team
There’s a huge range of MHFA training within an expanding workplace mental health market and it can be challenging to find the right fit for your team. By partnering with an established expert, like Resilient People, you can avoid the main issues with MHFA training.
Your full mental health training strategy will be tailored, relevant and impactful in your organisation – helping you develop a healthier, more resilient workplace culture that’s better for your people, and better for your business.
Give us a call today to discuss kicking off your mental health strategy with MHFA training.
This is a new and exciting development opportunity from MHFA England where current MHFAiders will be able to access further support, information and training to enhance the mental health support they provide to their colleagues.
What do you need to do?
For current Mental Health First Aiders with an active MHFAider certificate (dated within the last 3 years), you don’t need to take any action. You will receive information from MHFA England via an email throughout July – September, which will provide instructions on how to join the Association of Mental Health First Aiders for free.
For anyone who would like to become a Mental Health First Aider and therefore join the Association of Mental Health First Aiders, you will need to attend a Mental Health First Aid course. Once you have attended the course, you will automatically be invited to join the Association via an email, which provides instructions on how to join for free.
If you were trained as a MHFAider around 3 years ago and your accreditation is due to expire, you can renew your accreditation and join the Association of Mental Health First Aiders by attending a MHFA Refresher course.
When a Mental Health First Aid certificate expires, so does the MHFAider’s membership. To renew their membership of the Association of Mental Health First Aiders, MHFAiders will need to attend an MHFA Refresher course which will provide them with a new MHFA certificate and extend their membership, for free, for a further 3 years.
Still have questions or need help booking on the right course? Let’s chat – just message us here
Although TRiM has been around for several years, its benefits are only now being fully recognised in many workplaces. So, if you’re still considering whether TRiM is a good fit for your organisation, our frequently asked questions should help.
What is TRiM and how does it work?
TRiM stands for Trauma Risk Management. It’s a structured process designed to help organisations support their employees after traumatic incidents, ensuring early identification and support for those at risk of psychological trauma. TRiM has its roots in the Military before expanding into the emergency services, and now it is being used by organisations in a diverse range of industries. Ours include the construction, transport and logistics, and services management sectors.
What are peer support programs and how do they help?
Peer support programs are founded on the belief that individuals with similar work experiences can connect more effectively with those who have faced traumatic events. These peers are often better at encouraging others to open up and discuss their feelings, providing a supportive environment for recovery.
Who should attend a TRiM course?
TRiM courses are ideal for managers, supervisors, HR professionals, and anyone involved in health and safety or employee well-being. It’s also suitable for frontline workers who want to be part of a peer support network and have a genuine interest in supporting others. Generally, the more diverse mix of people you train in TRiM the better. Ideally you want a team of practitioners that accurately reflects the workforce to improve accessibility for all workers.
Is the TRiM course suitable for everybody?
The TRiM course is not a therapeutic space and is unsuitable for individuals with ongoing psychological issues. It is also not designed for those looking to develop counselling or therapy skills. Similar to Mental Health First Aid, TRiM trains you to provide effective support and may involve directing individuals to professional help. It does not equip you to be a professional counsellor or therapist.
What are the prerequisites for attending a TRiM course?
There are no specific prerequisites, but a basic understanding of workplace health and safety or employee support systems is beneficial. Some attendees have done other courses like Mental Health First Aid (MHFA) or other mental health courses but it is not essential. It is more important that you have a real desire to support others and a genuine interest in areas of mental health. We would also ask you to consider your role, does it lend itself to taking time out to respond to a traumatic event when required?
What will I learn on a TRiM course?
You’ll learn how to identify individuals at risk of trauma, provide immediate support, and refer them to professional help if needed. The course covers practical techniques for managing trauma and incident sites. You will explore the psychology of trauma, post incident stress education and documentation and recording; not to mention maintaining good health through self-care.
How long is the TRiM course?
The duration of a TRiM courses is two days, with a further day for those taking the TRiM manager certificate.
What is the format of the TRiM course?
The course usually includes a mix of inputs, discussions, role-playing exercises, and case studies to provide a comprehensive understanding of trauma management and get immediate feedback to start building confidence straight away.
What TRiM experience do your trainers have?
Real-world experience is crucial for TRiM training, and our trainers have plenty. With backgrounds in the military and policing, they have been involved in and overseen TRiM responses to numerous major critical incidents. This extensive experience adds an extra depth to the course, enriching your learning experience.
How will TRiM benefit my organisation?
Implementing TRiM can lead to a more supportive work environment, reduce the long-term impact of traumatic incidents, improve employee well-being, and enhance overall organisational resilience and performance.
What support is available after the course?
We offer ongoing TRiM practitioner support, including access to an online resource hub and a TRiM toolkit, practitioner support sessions, TRiM refresher training, and ad-hoc TRiM co-ordinator support for major incidents.
Where do the TRiM courses take place?
At the moment, all our open courses are delivered online, as this tends to be more convenient for delegates and avoids the costs of travel and possible hotels. Where the course is delivered in-house then we can deliver on site if preferred.
How can I book a spot in an upcoming TRiM course?
You can book a spot on one of our open courses by contacting us directly for more information on available dates and locations.
Men’s mental health is an important topic that often doesn’t get enough attention, especially in the workplace. Men’s Health Week is a great opportunity to highlight the unique challenges men face, particularly in industries dominated by men, like construction, manufacturing, and other manual jobs. These environments often uphold outdated masculinity standards, which can really erode men’s mental health and the stigma about asking for help can be a real barrier to receiving the right support. This blog explores the impact of workplace culture on men’s mental health, some of the challenges they face, and strategies for creating a supportive work environment.
Statistics show that men are less likely than women to seek mental health treatment, even though they experience similar issues. Men make up only 36% of all NHS referrals for psychological therapy, indicating a significant gap in accessing care. According to the Men’s Health Forum, 46% of men would feel embarrassed or ashamed to tell their employer they need time off for mental health reasons, and 52% would be anxious about doing so.
Several factors contribute to the mental health issues men face in male-dominated industries, in particular, social expectations and cultural standards. The societal pressure on men to uphold outdated ideas of masculinity, such as self-reliance and stoicism, often prevents them from seeking support, and avoiding vulnerability around mental health can also lead to isolation and untreated issues, which only get worse.
Employers can address these concerns however, by being mindful of their employees’ psychological needs and putting strategies in place that support mental health, which really can have significant benefits for the workplace as a whole. When employers provide mental health care, their employees’ overall happiness, productivity, and well-being improve. In fact, research shows that companies with strong mental health initiatives have lower absenteeism and higher employee retention rates.
On the other hand, if mental health concerns remain unaddressed, it can have major repercussions for both individuals and organisations, reducing performance and increasing the risk of accidents and general mistakes, all of which also increase business costs.
Organisations can incorporate various strategies however, to nurture their employees’ mental health and help change the culture and expectations around men’s mental health:
Encourage Open Conversations: Promoting open communication about mental health helps reduce stigma and fosters a welcoming atmosphere. There is powerful opportunity here for those in leadership to step up and make a difference, possibly sharing their own experiences or at least talking about mental health as a topic and encouraging others to do the same. Frequent workshops on mental health awareness, maybe with different themes, can also be helpful.
Peer Support Networks: Creating peer support networks like Mental Health First Aiders and TRiM practitioners among staff can promote a sense of belonging by allowing them to help and share experiences with each other.
Self-Care Techniques: Promoting self-care techniques among staff, such as mindfulness, regular exercise, and a balanced diet, can help them maintain their mental health. Before starting any wellbeing initiatives it can be really useful to do a survey and learn what things your teams are more receptive to. Over the years, we’ve been quite surprised by some of the wellbeing initiatives that have proved the most popular in male-dominated, manual worker environments including through-the-clothes massage and Reiki.
Addressing men’s mental health at work benefits both the individuals and the organisation as a whole. Employers can significantly enhance the mental health of their male staff by creating a welcoming atmosphere that promotes open discussions, offering specialised training, and providing peer support. Implementing these principles can lead to a more engaged, productive, and dedicated workforce. Additionally, by breaking the stigma attached to mental health problems and encouraging self-care, we can ensure that men feel empowered to get the support they need, resulting in a more balanced and healthy work environment.
And remember, think small steps. Making lots of little changes over time will have a greater impact on workplace culture rather than trying to make one gigantic shift, which can leave people wary and less willing to engage.
Greiner, Birgit A et al. “The effectiveness of organisational-level workplace mental health interventions on mental health and wellbeing in construction workers: A systematic review and recommended research agenda.” PLOS ONE 17 (2022): n. pag.
Hulls PM, Richmond RC, Martin RM, et alWorkplace interventions that aim to improve employee health and well-being in male-dominated industries: a systematic reviewOccupational and Environmental Medicine 2022;79:77-87.
Bondar J, Babich Morrow C, Gueorguieva R, Brown M, Hawrilenko M, Krystal JH, Corlett PR, Chekroud AM. Clinical and Financial Outcomes Associated With a Workplace Mental Health Program Before and During the COVID-19 Pandemic. JAMA Netw Open. 2022 Jun 1;5(6):e2216349. doi: 10.1001/jamanetworkopen.2022.16349. PMID: 35679044; PMCID: PMC9185188.
Corpuz JCG. Workplace Mental Health in Schools. Workplace Health Saf. 2023 Apr;71(4):160-161. doi: 10.1177/21650799221147171. Epub 2023 Jan 25. PMID: 36695164.
Waddell, Alex et al. “How effective are interventions in optimizing workplace mental health and well-being? A scoping review of reviews and evidence map.” Scandinavian Journal of Work, Environment & Health 49 (2023): 235 – 248.
Harnessing Movement: Elevating Mental Health in the Workplace
Within the bustling world of modern work culture, mental health awareness has evolved from a mere buzzword to a meaningful focal point. As the UK observes Mental Health Awareness Week, the spotlight is shifting towards an often overlooked but effective strategy: movement. In a realm where sedentary jobs often reign supreme, integrating movement into the workplace emerges not only as a physical necessity but as a powerful tool in nurturing mental wellbeing.
Why do physical activity and movement have such a strong influence on our mental equilibrium? Science offers a captivating description. Physical activity releases endorphins, which are miraculous neurotransmitters eminent for their euphoric properties. These endorphins, also known as the body’s natural mood elevators, flood our system during exercise, giving us a sense of satisfaction and decreasing stress and anxiety levels.
Research supports the importance of physical activity in mental health. Regular exercise has been demonstrated to lower stress levels and increase our bodies’ ability to withstand stress through physiological and biochemical processes. Moreover, literature has also suggested the importance of physical activity in the workplace. Physical activity at the workplace leads to decreased anxiety, improved psychosocial wellbeing and sleep. Another study indicated that physical activity at the workplace is linked with decreased anxiety, depression, and stress and better general wellbeing in the employees. Thus, including movement in our workday habits can therefore be beneficial.
Although individual efforts to incorporate movement into daily work routines, such as taking the stairs, walking or cycling to work, and enjoying lunch outdoors, are essential, it is critical to acknowledge the significance of administrative-level initiatives in fostering long-lasting change in employees’ workplace lifestyles.
However, how can the workplace transform into a haven for movement and a mental health retreat? Learning and Development practitioners, HR, and Health and Safety professionals are responsible for leading this revolutionary path. Companies can foster a culture that supports mobility by incorporating it into everyday tasks. One way to add energy and vitality to the workday is to organise short stretching sessions during breaks, implement standing workstations, or even encourage walking meetings.
Furthermore, the emergence of remote work opens up new possibilities for integrating mobility into the workplace. Virtual fitness competitions, wellness webinars with exercises that can be done at a desk, or gamified applications that reward movement can all help close the physical distance between employees and bring the energy of physical activity into the digital sphere.
However, physical activity and movement’s importance goes beyond simple physical exertion; it represents a fundamental paradigm change in favour of holistic wellbeing. By cultivating a work environment that values mobility, companies demonstrate their dedication to supporting their workers’ mental and physical wellbeing.
As the theme for Mental Health Awarness Week this year in movement, it represents the perfect opportunity to consider how increasing activity levels in your working day can positively impact on mental health for yourself and for others.
Sources:
“Happy feet”: evaluating the benefits of a 100-day 10,000 step challenge on mental health and wellbeing. Hallam, Bilsborough & Courten, BMC Psychiatry volume 18 (2018)
Moving minds: Mental health and wellbeing benefits of a 50-day workplace physical activity program. Hallam, Peeters, Gupta & Bilsborough 2022
Exercise and Mental Health, Maturitas, Mikkelsen, et al. 2017
Association between physical exercise and mental health in 1.2 million individuals in the USA between 2011 and 2015: a cross sectional study. The Lancet Psychiatry. SR Chekroud et.al. 2018
Did you know that it’s National Stress Awareness Month throughout April 2024?
The campaign aims to enhance understanding of the causes and solutions related to stress and mental health while also working to diminish the stigma associated with these issues.
At Resilient People, we’re dedicated to the idea that prioritising mental health is key to a thriving business — it’s a strategy for nurturing growth, innovation, and a culture of support.
We know raising awareness can be time consuming and so, in support of NSAM 2024, we’re offering a free poster download for your workplace. You can display or use the poster’s key messages to build awareness around stress and poor mental health.
We hope the poster is useful, and if you have questions about our in-house and open courses please do get in touch.
It’s National Volunteer Day!
At Resilient People, our dedication to enhancing mental wellbeing extends beyond the confines of the office; it’s embedded within our community outreach.
Our team regularly completes community volunteering hours with local organisations as well as raising funds for charities close to our hearts through completing activities such as the Yorkshire Three Peaks, Coffee Mornings and even marathons.
Getting your teams volunteering with worthy causes is a great way to enhance a sense of purpose and meaning; both of which are big protective factors for mental health.
