Acorn Strategy Way to Employee Well-Being and Workplace Culture

October 16, 2024 thehrobserver-hrobserver-acornstrategy

Prioritising employee well-being is more critical than ever, says communication firm Acorn Strategy. They tell The HR Observer that their comprehensive approach to well-being has become a core part of their culture. Through their Elements program, the company said it fosters a supportive environment that empowers employees to thrive both personally and professionally. This program addresses multiple dimensions of well-being, from mental and physical health to social and financial support.

Through a set of questions Acorn Strategy shares their strategies to support employee well-being, maintain engagement, and prevent burnout, while exploring how their flexible and proactive approach contributes to a positive workplace culture. We’ll also learn about the initiatives they’ve implemented to ensure that mental health remains a priority year-round, not just on awareness days, and how they continuously foster a strong sense of community and belonging within their team.

What are you doing to help employees well-being?

At Acorn Strategy, we prioritise employee well-being through our ELEMENTS program, an initiative that encompasses five pillars of well-being: mental, physical, emotional, financial, and social health. ELEMENTS is designed to empower every individual to thrive both personally and professionally, creating a culture where well-being is a fundamental cornerstone.

To ensure that everyone is supported, we’ve established the following:

  • Preventative Measures: proactively identify workplace stressors through regular employee feedback and by monitoring pressure points to prevent burnout.
  • Flexible Support System: provide a multi-layered support system enabling employees to seek support informally from peers or access professional mental health services
  • Community Building: Foster a supportive, team-based environment by encouraging peer-to-peer support and creating opportunities for open dialogue on mental health.
  • Wellbeing Awareness: Actively promote our ELEMENTS program to expand awareness and ensure that employees understand the various tools available to them
  • With ELEMENTS, we are committed to making well-being a lifestyle, providing sustainable support that meets the diverse needs of our workforce.
Picture courtesy of Acorn Strategy.

What makes Acorn a good place to work for?

We believe in a structured, multi-dimensional mental health programme tailored to meet our workforce’s needs. Alongside our proactive approach to mental health, we offer flexibility with a ‘work from anywhere’ policy and hybrid working, allowing employees to balance office days with working from home. This flexibility ensures our team can work in ways that best suit their personal and professional lives.

Additionally, we foster a strong ‘family’ culture, where everyone gets along and supports one another. By integrating peer support, improving communication across all levels of management, and providing access to professional assistance, we empower our employees to manage stress and anxiety more effectively. This comprehensive, evidence-based approach creates an environment where people feel valued, supported, and able to thrive both personally and professionally.

What is your strategy if an employee cannot do their work as they are burned out?

We make it a priority to recognise our employee’s needs and identify stressors that can contribute to burnout. This is where our Mental Health Workplace Champions play a key role. They offer peer support, check-ins between colleagues, and strengthen communication at all levels of the organisation. This helps reduce feelings of isolation, create a safe space for open dialogue, and lower barriers to seeking help.

Regarding burnout, we have an ‘open door policy’ that encourages team members to speak with their line manager or leadership when feeling overwhelmed. Together, we assess their workload, prioritise tasks, and explore what can be delegated or delayed, ensuring they can work effectively without severe stress. Additionally, we are open to structuring flexible working arrangements on a longer-term basis, such as through part-time schedules or extended periods of unpaid leave, to support employees who may need extended recovery time.

What is Check in Day about?

Check In Day is just the awareness day we run at Acorn Strategy, a day that encourages everyone to connect with their colleagues. Its purpose is to raise awareness and reduce the stigma surrounding discussions about mental health. By fostering open conversations, we aim to create a supportive environment where individuals feel comfortable sharing their experiences and seeking help whether that be informally by connecting with a colleague, or professionally through our Employee Assistant Program. 

Picture courtesy of Acorn Strategy.

Do you think one day a year is enough?

We believe that mental health care is a collective and ongoing commitment. While we wholeheartedly support a dedicated day for raising awareness and encouraging open conversations about mental health, we also prioritise frameworks that promote a proactive approach to mental well-being throughout the entire year.

To support this effort, our workplace champions play a vital role. This group of Acorners have just completed training aimed at recognising when someone may not be okay and offer support by listening, following up, or guiding individuals towards family, friends, or professional help. It’s essential for everyone to know how to access the Employee Assistance Program (EAP) to direct colleagues to the right resources when needed.

In addition to our training, our Workplace Champions implement ongoing strategies to strengthen relationships and foster a sense of belonging within our team through various initiatives such as our Friday coffee catch-ups, monthly one-on-one outreach and quarterly activities or team get togethers. Our most recent initiative, “Curate Your Content,” involves recommending a positive social media profile or podcast each week that aligns with our ELEMENTS pillars. This helps employees engage with uplifting and informative content that supports their well-being.

What are some of the activities that you incorporate in the work flow to make sure employees are both engaged and developing without comprising their mental health?

We cultivate a culture of feedback and recognition, ensuring that employees feel valued for their contributions. Regularly acknowledging achievements boosts morale and encourages ongoing engagement.

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Editor

The HR Observer

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