‘As a business we knew we wanted to focus on helping our managers move forward with their leadership of teams in our ever changing market landscape. We wanted our teams to understand the difference between stress, resilience and wellbeing providing facts based evidence to support. Our use of AURA has given us exactly that, tools to aid great conversations as well as information to help develop our leadership. We continue to come back to the work months after the programme was delivered.’
– Laura Parsons, HR Business Partner, APAC
Background and objectives
One of BBC Studio’s aims is to be a progressive employer and as such had already announced a strong commitment to supporting the wellbeing of all with some baseline initiatives in place. They recognised that building resilience was critical to adapt quickly to the rapidly changing market and be ready to respond to future challenges.
BBC Studios wanted to introduce an initiative that would reach employees across all 7 countries in APAC with a focus on developing managers, recognising the critical role they play in shaping an employee’s experience. Any solution had to be innovative, scaleable and be sensitive to the diverse issues across the different markets.
Their key objectives were to;
- Build employees’ awareness of and commitment to managing their own resilience
- Surface and discuss issues related to stress and mental wellbeing
- Empower teams to implement localised initiatives based on their needs
- Enable management to make strategic decisions around wellbeing initiatives to support the region
Brief summary of programme
- Proper employee and manager briefings, tailoring the communications to the business context.
- Established support systems and ’emergency channel’ upfront.
- Use of AURA assessment to measure resilience levels and conduct a rigorous analysis of signs of stress. Individual, team and regional-wide reporting provided a fact-based platform for action.
- Managers attended a 1 day workshop to embed the AURA language and equip them with practical skills and tools for coaching and action planning with their local teams.
- All employees gained access to online resilience resources and toolkit to build upon their AURA reports and support formulation of personal action plans.
- Teams developed action plans to address their local needs and priorities.
- Employees were invited to received regular nudge communications through AURA’s weekly personal resilience email ( ‘3 tips – 2 tools – 1 challenge’ ) to support ongoing growth
- Workshop with senior management to review regional-wide analytics including heatmaps, priorities for attention and comparisons by country/ role level/ team. Output was a strategic, focused action plan to address the key priorities surfacing.
- Management communicated key insights and commitments back to group and there were ongoing nudges to embed learnings and maintain momentum
- Employees were invited to receive AURA’s weekly personal resilience email ( ‘3 tips – 2 tools – 1 challenge’ ) to support ongoing growth and motivation
- Action plans were reviewed and refined over time to track progress and enable ongoing improvements.
Key outcomes/ impact
- Employees reported feeling more empowered to take practical steps to build their resilience
- Managers were more equipped to recognise signs of stress in others and take early action
- Better and more open conversations around challenges using a common language and practical tools
- Senior management had a fact based platform to inform decisions around wellbeing interventions and support ongoing discussions around improvements
- Employees had a greater understanding of the difference between stress, resilience and wellbeing
- A baseline to track progress