Creating and recalibrating is the work in progress

Creativity in employees has always been prized. Today, maybe even more so.

Research shows that a workplace that encourages creativity has more engaged, satisfied employees and less absenteeism. Greater freedom to explore different approaches can improve collaboration and team-building, increase curiosity and innovation, and ultimately lead to better problem-solving. It can also boost a workplace’s future prospects of attracting and retaining talent, which is vital in times of skills shortages.

UNE Organisational Development Consultant Trish Donald has 30 years’ experience as a graphic designer, illustrator and author of children’s books. She has teamed up with UNESAFE Health and Wellbeing Coordinator Chelsea Smith to develop a new wellness program for UNE staff that’s all about fostering creativity.

We want staff to see wellbeing as part of who they are and part of their work ... that is just as valid as being in a training session.

“Creative opportunities have the ability to empower people while they are having fun,” Trish says. “Employee programs of this kind not only support overall health and wellbeing; they reduce anxiety and stress, boost happiness and even aid immunity.

“By building our social resilience, we can improve our connections with others and strengthen workplace culture. This is something that all staff, in any workplace, can contribute to.”

At home but still chained to the desk?

Chelsea says while hybrid work arrangements have afforded employees new flexibility, they have a downside. “People working from home are less prone to escaping their work; they are not always taking time out for themselves,” she says.

So how do you encourage busy staff who may not even be on-site to dedicate an hour or so to their health and wellbeing?

“Any employer-provided staff wellbeing program benefits from the endorsement of senior managers,” Trish says.

“Having senior executives take part themselves validates it for others,” Chelsea says. “The program needs to be authentic, otherwise it can be seen as tokenistic. It needs to be a regular commitment from the employer; something proactive that communicates that they really care about staff.

“However, any staff wellbeing initiative comes down to the individual taking ownership of their health – them seeing that this kind of investment benefits their personal and professional lives. We have a responsibility to ourselves but also to one another.”

Getting recreation on the record

UNE’s new wellbeing initiative – a monthly creative activity – kicked off recently with a session painting old records. The aim is to make each gathering fun and informative, but Trish also expects it may help people to process recent trauma in a gentle way.

“We want staff to see wellbeing as part of who they are and part of their work, not an add-on, that is just as valid as being in a training session,” she says.

“Professional development is a requirement of every workplace; the opportunities are there, we just need to take them. Locking it in your calendar validates the activity, makes it non-negotiable and helps people to set boundaries around their work.”