Wellbeing in the Workplace
Employee engagement is the involvement and enthusiasm employees have for their work and workplace.
Our mission is to build better teams by elevating people over process.
Niall is a qualified Psychologist, with Master’s in Performance Psychology and a Master’s in Business Coaching.  Over the past decade, Niall has been responsible for developing and driving High-Performance programmes for both corporate and sporting organisations around the world,  including the number one sales team in Canada and 27 individual Olympic Champions.

Each episode Niall will be joined by some incredible leaders, visionaries and generally awesome humans. Together they will discuss discuss their ideas and expereinces on how we can make work better for everyone.  
The key takeaways

Lead by example

Senior management empowered employees to make time every-day to engage with the programme.

By giving employees the autonomy to assign time to the PepTalk programme saw engagement with the app remain high after WWC finished. PepTalk has now become part of the Pallas Foods workday.

Better people, better employees

Employees responded massively to having the autonomy to dedicate themselves to engaging with the PepTalk hub.

Pallas employees undertook 4,055 courses in the PepAcademy with a 97% completion rate. This represents an average of 14 courses taken per Pallas Foods participant.

Break down work silos

One of the main reasons Pallas Foods uses the PepTalk is to provide an opportunity for employees from all departments to communicate.

The PepTalk programme became an easy and effective way of starting conversations between people who may not have had a work-related reason to interact.

"There is a great sense of connection from engaging with the PepTalk program. Senior leaders in the business are encouraging everyone to get involved and be part of the community rather than just being employees in a company. ”
— Justin Twiddy // Managing Director – Grenke
On-going support for gradual behavioural change
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Use challenges to motivate you to do better. For your team.
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Pricing solutions
Small teams
$price
per month
Ideal for less than 300 employees
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Medium teams
$price
per month
Ideal for less than 300 employees
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Large corporations
$price
per month
Ideal for less than 300 employees
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Built to be
Scalable
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Scalable
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Scalable
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What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

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How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system. Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

We’re experts at putting our people first

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In just 30 minutes we'll show you how to...

Build better teams

Our mission is to make work better by enabling the world's teams to perform at their best.

Embed behavioural change

By helping employees get mentally, physically and emotionally ready to do great work.

Empower Managers

Empower managers to lead with empathy, purpose and authenticity.

Boost engagement

By giving data and insights to provide a real measure  of your team effectiveness and culture.

Before & after results
100%
increase
Of survey respondents felt the WWC improved their personal life & CONNECTION to colleagues
50%
increase
Of survey respondents felt the WWC improved their personal life.
12%
decrease
Of survey respondents felt the WWC improved their personal life. Of survey respondents felt the WWC improved their personal life.
13%
increase
Of survey respondents felt the WWC improved their personal life. Of survey respondents felt.

Still have questions?

What big wins would you want a wellbeing strategy to achieve or improve for your organisation?
From our experience, the most successful wellbeing programs are not stand-alone activities. Rather, they integrate into wider organisational values, culture, and behaviours required to sustain growth at all levels. Our single greatest piece of advice would be to focus on the question: "What do you want your wellbeing program to affect or accomplish?" The most effective wellbeing strategies and programs are built with clear commitments by all parties as to the role they will play. For Leaders (including Senior Leadership and the C-Suite) it's critical to identify expectations around participation. Actions speak louder than words.
 Who are the stakeholders that will cement a program into the DNA of the organisation?
One of the most cited reasons that wellbeing strategies is the lack of genuine commitment by leaders at the top and across the organisation. There is a big launch, lots of talk but then leaders don’t get further involved and participation wanes after the first ‘event’. The hard truth here for us as leaders is people watch for our commitment, rather than listen for it. It’s mission-critical to identify early on the key stakeholders that will be part of a successful and holistic wellbeing strategy.
In the hybrid workplace how much higher would performance be if teams had better relationships across the organisation?
Teams are the currency of every successful organisation. Your strategy should have teams at the centre. By using the collective power of teams you can improve both the wellbeing of the team as a group and the wellbeing of the individuals on the team. The uplift for the organisation is that there are solid links between wellbeing and performance, so it’s win:win.

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