We were awarded this prestigious national award for our “Developing managers to manage sustainable employee engagement, health and wellbeing” project. This gathered evidence from a range of sources to understand how organisations can best foster positive manager behaviour. It looked at what organisations need to do to: a) provide effective management development programmes, b) support managers to transfer their learning into their day-to-day management approach and c) create an organisational context that supports this way of managing people, with the aim of achieving high levels of employee engagement, health and wellbeing.
This award recognised the work that we do in championing and conducting evidence-based practice. The specific project that was recognised by the judges was commissioned to inform and underpin Transport for London’s Health Improvement Plan (HIP) from 2014-15 onwards. The aims of the work were to help TfL: choose the ‘best’ health improvement activities; and implement activities in ways that maximise effectiveness. We brought together evidence from external research, practitioner expertise, the local context and perspectives of those affected by the interventions in order to create a set of recommendations for TfL about where to focus their HIP activities, what to implement, and a process for implementing HIP activities in the future. We also provided a checklist to help practitioners within TfL identify whether an intervention would work in their setting.
We received this award for our book "Preventing stress in organisations: How to develop positive managers". Co-authored by Emma Donaldson-Feilder, Jo Yarker and Rachel Lewis and published by Wiley-Blackwell, the book is based on our “Management competencies for preventing and reducing stress at work” research programme. It provides an accessible, evidence-based exploration of how managers can prevent and reduce stress for those they manage. In his review in “People Management” when the book was published, Kevin Friery said “In my dictatorship every manager would be given this book prior to interview and their appointment should be contingent on their ability to demonstrate the ways in which they would implement the learning from it – it’s that good.”
This award was in recognition of the first phases of our “Management competencies for preventing and reducing stress at work” work for the Health and Safety Executive. At that time, the approach of identifying line managers as the key route to managing workplace stress was still in its early days: our practitioner tools and guidance, based on rigorous research findings, were seen as a major contribution to the field.