1. Pitfalls in implementing workplace wellbeing policies and practices: lessons from a research case study Dr Tina Kowalski and Professor Wendy Loretto University of Edinburgh Business School

2. Kowalski and Loretto GLADS seminar, Edinburgh, 14 th - 15 th May, 2014 2 Focus on implementation ‘ High quality HR practices count for little if they are poorly implemented’ (Woodrow and Guest, 2014)

3. Kowalski and Loretto GLADS seminar, Edinburgh, 14 th - 15 th May, 20143 Implementation includes:  Decisions over which practices to adopt  Decisions about timing, quality, extent of use and consistency across the organisation  Who is implementing and evaluating initiatives  Importance of line managers and employees themselves (Nielsen, 2013)

4. Kowalski and LorettoGLADS seminar, Edinburgh, 14 th - 15 th May, 20144 The research project Case study of a large public sector organisation in the UK Phase 1: online survey (n=156) Phase 2: semi-structured interviews (n=31) Phase 3: two week diary study (n=11) Phase 4: semi – structured interviews (n=11)

5. Kowalski and LorettoGLADS seminar, Edinburgh, 14 th - 15 th May, 20145 Pitfalls of implementation 1. Lack of visibility  ‘Hard’ versus ‘soft’ practices 2. Gaps between policy and practice  Lack of follow-up and of an active role for employees  Lack of joined up thinking

6. Kowalski and LorettoGLADS seminar, Edinburgh, 14 th - 15 th May, 20146 Pitfalls of implementation (contd) 3. Poor design of interventions  ‘Sticking plasters’ versus long-term interventions  Avoiding the elephant in the room 4. Issues with delivery  Unequal access, e.g. for shift workers  Managers not trained or supported

7. Kowalski and LorettoGLADS seminar, Edinburgh, 14 th - 15 th May, 20147 Lessons and implications 1.Poor implementation can reduce well-being and can be worse than doing nothing at all 2.Initiatives should be tailored to needs of organisations and employee groups 3.Those involved in implementation should also be involved in design and delivery of initiatives 4.Proactive employees share responsibility for their own well-being 5.Need to improve training and support for managers.

8. Kowalski and LorettoGLADS seminar, Edinburgh, 14 th - 15 th May, 20148 Thank you for listening! tina.kowalski@ed.ac.uk wendy.loretto@ed.ac.uk http://www.business-school.ed.ac.uk/research/clusters/organisation- studies/seminar-series