Supporting Employee Health During Organisational Change
Organisational change creates health risks. Learn how to support employee wellbeing during restructuring, mergers, and transformation while maintaining productivity.
Health impacts of organisational change
Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.
Proactive support planning
Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.
Communication and uncertainty
Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.
Manager preparation and support
Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.
Enhanced access during transitions
Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.
Monitoring warning signs
Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.
Post-change recovery support
Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.
Learning from change periods
Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.
Key Takeaway: Change period health support: proactive communication, enhanced counselling access, manager training, regular check-ins, and post-change monitoring for 6 months.
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