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Rolls-Royce has been one of the notably proactive corporations during the Covid-19 pandemic. From producing ventilators, to supporting home schooling with STEM projects, the engineering firm has been providing support across society — and its staff’s mental health has been no exception.
In any normal week, the company’s Senior Business Partner for Mental Health, Stephanie Fitzgerald, works to deliver Rolls-Royce’s Global Mental Health strategy, working with a vibrant and diverse workforce in a safety critical environment. But, as is the case for all of us, while she continues to maintain business as usual, the current situation just is not usual — and provides a whole new set of challenges.
Stephanie recently spoke with Sarah Restall, Director at the InsideOut Charter, to provide insights into how Rolls-Royce is supporting employees during lockdown and her top five initiatives being implemented, below.
Of course, the situation and resources available at Rolls-Royce are unique to the company and different to others’. But whether working in a global powerhouse or a small team, there are fundamental #lessonsfromlockdown which any company can take from this.
Rolls-Royce’s top 5 initiatives for supporting staff through Covid-19
1) Set up a specific COVID-19 microsite: Quick to react, the company launched a staff website in January, containing a host of constantly updated information, updates, advice and guidance. Not only has this has proven to be hugely successful as a guide for maintaining mental health and wellbeing, but it removes the need for employees to filter through the often unreliable information the internet has to offer.
“This has received amazing feedback,” said Stephanie. “My HSE and Occupational Health colleagues have been phenomenal, continuing to work night and day to make sure every possible resource and help is available to all employees”.
Lesson from lockdown #1: Make quality information easily accessible.
2) Access to senior leadership team, including CEO and Exec Leaders: “Our leadership team have been incredible at making themselves available”, says Stephanie, “being upfront and centre, to answer questions and concerns”. The weekly company-wide ‘Yam Jams’, on Yammer, allow staff to ask questions and raise concerns. They join team calls and provide regular updates and video messages from the CEO, recorded at home and across the business, where appropriate and safe to do so.
Lesson from lockdown #2: Engage leaders — inspiration and feeling secure comes from the top.
3) Set up remote team calls, WhatsApp groups, Webexes and digital communication tools: Rolls-Royce was already a supporter of flexible working. Now, they’re utilising every connection available to ensure nobody feels isolated or alone during this time. From informal ‘hi how are you?’ catch ups where all levels of seniority have been upfront about the challenges, to sharing uplifting or funny moments (“dog barking at the postman during a recorded Webex, anyone!?”), the company uses all the digital tools available to provide support and connection.
Lesson from lockdown #3: Use tech to help people connect and feel they’re a part of something.
4) Launched specific health and wellbeing pages: As well as the COVID19 microsite, the company has provided COVID19 Health and Wellbeing resources, offering specific tools and advice for those struggling with their HWB at this time; including videos, breathing and grounding exercises, nutrition and hydration information, as well as tools and resources aimed at managing uncertainty, low mood and other mental health fluctuations which are understandable and natural at this time. “We say it’s OK not to be OK at Rolls-Royce and we mean it. We support and stand by our colleagues, no matter what”.
Lesson from lockdown #4: Make it clear to staff that their wellbeing is your priority.
5) Utilising champions: Rolls-Royce’s LiveWell committees and Mental Health Champions have been utilised to share content and reach out to those who may not have easy access to the intranet, such as those in production facilities or currently on furlough. “We have an amazing tribe of positivity at Rolls-Royce”, said Sarah. “People have achieved some incredible feats during this time, including running marathons in their back gardens and fundraising for the NHS. It makes you proud to work with such amazing people”.
Lesson from lockdown #5: Find the people in your company who are passionate about this — engage them, listen to them and empower them.
Stephanie will be speaking live with Sarah at the Wellness Wednesdays Lunch Club on May 6th, held by Inside Out Leaderboard — the roster of senior executives smashing the stigma attached to mental heath problems within their organisations.
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