Team Training Welfare and inclusivity

Comment from Tracy Bickerdike, Star Pubs Head of Training:

• How have staff training requirements evolved in recent years?

  People’s attention spans have shortened.  They want and need training that is shorter, more engaging, and easily accessible.  We’ve been researching solutions and testing options in our managed pub estate such as gamification and You Tube.

  We pay full membership of the BII for our pubs.  All BII members’ staff can now get access to the BII’s new Workforce platform for career building guidance, mentoring, podcasts, and mental health support.

• What are the key components of building a positive, supportive and fun working environment?

  Respect, reward and encouragement are key building blocks for creating a positive and supportive environment.  It doesn’t have to be monetary, saying ‘thank you’ at the end of each work session and ‘well done’ goes a long way.  As well as offering to support staff, the company culture should be to help one another.

  Pubs are all about people having a fun time.  Much like creating the right atmosphere for customers, a working environment should have fun elements for staff.   It could be banter or not taking yourself too seriously.  Find out what motivates staff outside of work as staff meetings are a great place to set the tone.

   

• How can operators look after employee mental health?
  • Lead by example. If you’re feeling stressed / depressed be open about it. Show support for calendar events like Mental Health Awareness Week.
  • Have a clear open-door policy on mental health so staff know so that they know to expect empathy, who they can turn to and how to access support.
  • Make sure there is a notice in the service area of the pub signposting the free anonymous support provided by the Licensed Trade Charity (LTC).
  • If the organisation is larger, appoint a mental health champion, but make sure they have regular training, so their knowledge is kept up to date.
  • Make use of resources provided by organisations like MIND to access tools on mental health awareness and support.
  • Set aside time at staff meetings for people to talk about life outside of work. It often flags up the challenges people are experiencing. Get advice from the LTC on handling employees’ mental health issues.
• How can employers ensure all staff feel included in the workplace culture and community?

  Put up signs highlighting that yours is an inclusive workplace. Be aware of unconscious bias.  People can sometimes discriminate unintentionally and make misguided assumptions.  Make sure the language that’s used is gender and age neutral.  Check with staff what they want to be called.

   Call out bad behaviour when you see it and make it clear that any discriminatory behaviour will not be tolerated.

• What advice would you offer operators and managers looking to get the best from their staff (continuing professional development (CPD), staff health and wellbeing initiatives, etc.)?

As prevention is better than a cure, encourage staff to be aware of their own health and wellbeing and use apps to help minimise anxiety.  Users of the Calm app took 21% less time off work.  There are other free alternatives too.

Hold regular reviews and recognise and reward staff.  Make sure staff who want career progression have a clear path to follow. 

Involve staff in the process of stress management.  Get them to highlight stressful situations at work and agree how to minimise these.