Policy and management practices to improve the health and wellbeing of employees

SAVE ITEM

03 / 10 / 2013 11.01am

To inform the development of the guidance, NICE is commissioning a number of reviews of the evidence focusing on organisational culture and context, and its role in promoting the wellbeing of employees through proactive and supportive leadership style and management practices and the related barriers and facilitators.

NICE would like to receive details of evidence specifically addressing the questions below:

  • What is the role of the organisational culture and context in supporting line managers, and in turn their employees? What is the role of organisational policy and processes?
  • How can line managers promote the health and wellbeing of employees? Which interventions or policies are most effective and cost effective?
  • Are there actions or activities by line managers that discourage or hinder the health and wellbeing of employees? How can line managers support and motivate employees?
  • How can line managers be best equipped to identify any employee health and wellbeing issues? How can line managers identify and support distressed employees?
  • How can high-level management promote a positive line management style that is open and fair, that rewards and promotes positive behaviours and that promotes good working conditions and employee health and wellbeing?
  • How can line managers be best supported and provided with good line management themselves?
  • What are the barriers and facilitators to implementing interventions or policies to promote the role of line managers in improving employee health and wellbeing?
  • Which types of support and training for line managers are effective and cost effective?
  • What is the role and value of occupational health services in supporting line managers? Are these services effective and cost effective?
  • What is the business or economic case for strengthening the role of line managers in promoting the health and wellbeing of employees?

NICE is particularly interested in evidence that may help to better promote equality of opportunity relating to age, disability, gender, gender identity, ethnicity, religion and belief sexual orientation or socio-economic status.

The call for evidence ends on 14 October 2013. Further information and how to respond to the call for evidence can be found on the NICE website. Please directly respond to the call for evidence by sending your information to workplacelinemanagement@nice.org.uk.

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