Transform Your Office Culture: A Roadmap to Starting a Wellbeing Program
Considering standing up a wellbeing program in your office but don’t know where to start?
Contributing Author: Kirsten Pabst, Former Missoula (MT) County Attorney & NDAA Wellbeing Committee Member
Many District Attorneys’ Offices around the country are rolling out internal wellbeing [WB] programs to address the evolving needs of the modern workforce. A question I often hear is, “I know we need some wellbeing, but where do I even start?” The best news is that you can start small. A WB program should be tailored to the needs of the organization, and every office is different. Here are some key steps to rolling out your own, custom program. Additionally, know that help is always available through NDAA’s Wellbeing Committee.
1. Assessment. Start by taking an inventory of your organization’s needs and strengths. Options include hiring a consultant, using an vetted questionnaire or survey like this one from the National Wellness Institute, or interviewing people at every level of the organization. Chances are, if you are reading this you already know that your organization needs to pivot. The assessment will offer clarity on your office’s unique pressure points and needs. For example, is office moral struggling because of lack of support? Mentoring? Substance use? Or are you struggling with caseloads? Is secondary trauma your biggest hurdle?
During this phase it is also important to identify your team’s strengths, so your plan can build on what is already working. Maybe you have a good peer network, or supportive leadership, but are dealing with vacancies.
2. Get buy-in. For a successful program, it is essential to have active participation — from employees, leaders and — best-case scenario — funders. Organizers should communicate a commitment to investing in the long-term health and happiness of the staff, early and often, and seek input from those interested and especially those who are resistant. Emphasize the data-driven research supporting the benefits and cost effectiveness of wellbeing in the workplace, showing that wellness programs have a significant impact on medical costs, absenteeism, and employee longevity.
3. Establish a committee. Many organizations have started by gathering two or three interested employees, establishing an ad hoc WB committee, and putting them to work on developing recommendations. Considering hiring a coordinator to work with your committee if that is feasible, though it is not necessary. If your organization has an HR department, check there for suggestions on consultants and funding. Additionally, have your committee reach out to nearby prosecutors’ offices and law enforcement agencies that have wellness initiatives in place and consider pooling resources and collaborating with others. Take advantage of NDAA’s WB resources.
4. Modify your mission statement, by building in wellbeing. Incorporate language prioritizing wellbeing, resilience, and sustainability. Consider drafting a policy outlining your approach to wellbeing. Other strategies include incorporating resiliency skills into the organization’s written professional competencies. Once employee wellbeing becomes a structural part of your organization’s framework, you are better equipped to access money to maintain that framework.
5. Identify a facilitator. This seems daunting, but with a little local research, you should be able to identify someone with a background in secondary trauma, mindfulness, or stress management, even if “wellbeing” is not part of their resume. New trainers are being trained every day. Get recommendations from other prosecutors and law enforcement agencies in your area.
6. Build a custom wellbeing plan. You, your committee, your coordinator, your facilitator, or even an interested employee can draft a wellbeing plan. Peer support, whether in the form of a peer support program or skills-based training, should be part of the plan. Another part might include a commitment to increase staff, decrease caseloads, bump up salaries, or improve workplace safety. Here are some successful WB initiatives to consider:
- Secondary trauma program
- Resilience training
- Leadership training
- Peer support program or skills training
- Workplace safety training
- Mindfulness curriculum
- Incentives for health, nutrition, fitness, etc.
- Caseload & vacation bank monitoring
- A rotating temporary “recovery” position
- An anonymous space to relay constructive criticisms and identify and remove toxic personnel or leadership.
7. Draft a budget for your plan and start seeking funding for its various components. Look to your funders, using your policies and the rule of competence to support your arguments, but don’t overlook other potential sources for funding including grants, EAPs, medical benefits, employee associations, or private donations. Also, consider pooling wellbeing money with other criminal justice agencies and collaborate on initiatives.
8. Monitor, evaluate and adapt if necessary. The Institute for Wellbeing in Law suggests strategies that include education and skills-building; wellness challenges and events; environmental support for health behaviors; access to resources; and re-engineering policies and practices. Do what is useful for your people and don’t be afraid to change what is not working.
The most important thing to remember is that help and support are only an email or phone call away. Whether you are just beginning to contemplate rolling out a new program or have a comprehensive initiative in place but would like to iron out a couple of wrinkles, the NDAA Wellbeing Committee is here to help. Please reach out to any of us.
Kirsten Pabst is the former elected prosecutor in Missoula County, Montana. She previously chaired NDAA’s Wellbeing Committee and is the author of Thriving Through Chaos — Survival Gear for Criminal Justice Professionals. She can be reached at kirstenpabst@gmail.com.