Taking a Personalised Approach to Supporting Wellbeing
About the organisation
Leeds Autism Services is a charity that has supported autistic people across Leeds for more than 30 years. Recognising that colleagues working in care can experience emotionally demanding situations, the organisation believes supporting employees is essential to empowering them to provide the best possible support to the people they work alongside.
The Challenge
Leeds Autism Services recognised that colleagues have different experiences, responsibilities and support needs, meaning a one-size-fits-all approach to wellbeing would not be effective. The organisation wanted to ensure colleagues could access personalised support that reflected their individual circumstances and could be reviewed and adapted as those needs changed over time.
Approach in action
Leeds Autism Services has developed a personalised approach to supporting wellbeing, recognising that what works for one colleague may not work for another. Every employee has a Wellness Action Plan, which is owned by the individual and provides an opportunity to identify what supports their wellbeing, recognise early signs that they may be struggling and agree practical ways they can be supported at work. These plans are reviewed regularly to ensure they continue to reflect people's changing needs.
HR works collaboratively with managers to ensure reasonable adjustments remain meaningful, Wellness Action Plans are reviewed regularly and support continues to reflect each person's changing needs. Weekly check-ins, informal wellbeing meetings and Mental Health First Aiders provide additional opportunities for colleagues to discuss how they are feeling and access support in the way that works best for them.
Where appropriate, staff are also supported to access external services, including counselling and Access to Work.
Impact and learning
Leeds Autism Services has found that responding to individual needs helps create a more supportive and inclusive workplace. By regularly reviewing Wellness Action Plans, making meaningful reasonable adjustments and maintaining ongoing conversations, support continues to evolve alongside each colleague's changing needs.
The organisation believes this personalised approach not only helps colleagues feel valued, understood and supported throughout their employment, but also empowers them to provide the best possible support to the people they work alongside.
Key takeaway for other employers
Responding to people's needs means recognising that support should not be one-size-fits-all. Regular conversations, personalised wellbeing plans, meaningful reasonable adjustments and ongoing reviews can help ensure support continues to reflect each individual's circumstances as they change over time.