Psychologist Services

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Employee Wellbeing

Employee Wellbeing

21st century working is dynamic and continuously evolving. Globalized markets have increased competition, whilst advances in technology have enabled contact 24/7 with the office and international clients.

Sometimes employees’ resilience and motivation can become stretched to the limit and mental health is compromised. Recent statistics reveal a growing problem:

  • 38% of UK employers witnessed an increase in staff reporting mental health problems in the past year
  • Organisational costs associated with mental-health related absenteeism, presenteeism (working sick) and turnover are an estimated £25.9 billion per annum
  • Stress litigation is increasing

Stress is the most widespread workplace hazard today. Stress damages physical and mental health and is a leading, escalating cause of absence. It impairs concentration, attention, memory, decision-making and self-confidence, which leads to mistakes and reduced work performance. Work stress also weakens the occupational bond between employer and employee, resulting in reduced motivation, job satisfaction, relationship difficulties and withdrawal of good will. Stress is highly contagious, spreads rapidly throughout teams and even spills-over onto partners at home.

Promoting and supporting employee wellbeing makes excellent business sense. Not only does it reduce absenteeism, it increases employees’ job satisfaction, commitment and their willingness to “go the extra mile”, resulting in enhanced productivity and performance.
Actively promoting wellbeing
Ruth can advise on practical, comprehensive approaches to promote employee wellbeing, recommending proven strategies to create positive work environments and limit toxic stress.

Supporting employees through difficulties
Whether an employee is experiencing stress/anxiety, depression or has been bereaved, Ruth can support the individual and advise HR professionals and line managers on how best to support them. Examples include:

Ruth specialises in helping organizations manage mental-health related absences and returns to work. Following extensive research with line managers across numerous organisations, she has designed a practical training programme to boosts their confidence to handle mental health issues at work successfully and ethically.

Ruth also has a number of years’ experience in helping organizations support staff exposed to traumatic or emotionally distressing workplace events (such as armed robbery or accidents).

If you would like to improve employee wellbeing, or you have a troubled individual needing further support, please contact Ruth.


Employee Wellbeing
  • Managing pressure at work
  • Improving an individual’s interpersonal impact and work relationships
  • Improving leadership skills
  • Helping employees achieve a good work-life balance
  • Managing productive, successful meetings

Coaching is a cost-effective form of development and delivers a good return on investment. This is because all activity is tailored to the individual’s needs and goals. The individual sets their goals and the sessions are designed to achieve these. As a result, the coachee is typically highly motivated and engaged in the process, leading to positive outcomes.

Ruth has extensive experience of coaching employees with a wide range of needs and goals. These include:

Ruth’s background in mental health assessment and treatment enables her to build strong rapport and trust quickly, and recognise any underlying issues to particular behaviour (e.g. undiagnosed depression). Her coaching sessions typically address self-knowledge/awareness and skill development, practice and maintenance.

Ruth develops highly personalised coaching contracts and structured coaching plans with clear performance objectives. On concluding the coaching, she provides a detailed report, in collaboration with the coachee. This details the coaching process and outcomes, and concludes with recommendations for ongoing development/support.

Team coaching for enhanced performance

Studies show coaching can also help improve team functioning. For example, it can help:

If you have a team whose functioning you’d like to boost, or an individual employee you’d like to support, please contact Ruth for a discussion about how coaching could help.

Training analysis, design, delivery and evaluation

Confident, skilled employees perform their jobs more effectively.

Confident, skilled employees perform their jobs more effectively.

Well-trained employees have greater motivation, job satisfaction and better wellbeing.

Employees benefiting from good training see their organization as supportive, and tend to repay the organisation’s support by “going the extra mile” in their work.

Engaged, motivated employees take fewer sickness days per year and tend to stay with their employers for longer, because the relationship is mutually rewarding.

The main objective of any training is to improve performance. However studies reveal that millions of pounds are wasted every year on training that fails to deliver improved performance.

Ruth worked for almost ten years as a Development and Training Consultant within a large financial services organization, where she conducted training needs analysis, design, delivery of national training programmes and evaluated programme outcomes. She was also responsible for training new trainers.

Ruth uses her knowledge of psychology and twenty years’ experience in training and education to help you design and deliver a focused training programme which clearly meets identified organizational goals. This, in addition to involving learners in the process, enhances its likelihood of success.

Ruth is meticulous in her approach to analyzing training needs: she identifies the specific knowledge and skills required to meet organizational goals, and clear criteria to be able to evaluate the training’s success in reaching these goals.

Ruth uses this analysis to inform a strong design for the programme, with concrete learning objectives focused on behavioural changes.
Training can be delivered in a number of ways, for example through open learning and/or workshops, depending on the situation. Ruth has extensive training in facilitation skills, group working and accelerated learning techniques. She initially trained as an open learning designer, specializing in multi-media, self-paced materials. She also holds a certificate in teaching adult learners.

Below are some examples of programmes she has designed and delivered:

Influencing &

your people


Managing performance (feedback skills)


Basic Counselling

sickness absence

Assertiveness &
interpersonal effectiveness

Building a
great team

Handling difficult

Leading productive


If you have some organizational development needs you would like to discuss, or an existing programme you would like to improve, please contact Ruth for a discussion.

Leadership and management development

Leadership and management development

The success of any organisation depends on its leaders and managers. Do they work to the organization’s aims and help their teams deliver tangible results? Do they adapt to changing demands and do they instill confidence, engender trust and motivate their teams?
Leadership and management development help equip your managers with the skills, knowledge and behaviours to be successful in your organization, and deliver planned business outcomes. This may be through formalized development programmes, and/or individual or group coaching.




Leadership development frequently involves addressing personal skills, such as:

Management development may be more task-related, for example:

If you are considering developing your managers to enhance their confidence, skills and effectiveness at delivering on business goals, then contact Ruth for a discussion.

Employee engagement and motivation

Employee engagement and motivation

Employee engagement examines the extent to which employees invest their full selves at work. This incorporates how much personal energy they give to their job, their emotional attachment to their organization and their level of job satisfaction.

Employee motivation concerns how happy employees feel about their managers, internal communications, their pay and benefits, training and organizational support.

Organisations committed to supporting engaged, motivated employees create a win/win situation:

Organisational benefits

Employee benefits

Engaged, motivated employees are hugely beneficial to organizations.

Engaged, motivated employees have greater job satisfaction and better wellbeing.

Research consistently shows that engaged, motivated employees deliver superior performance, because they are willing to go the extra mile.

Engaged, motivated employees take fewer sickness days per year and tend to stay with their employers for longer, because the relationship is mutually rewarding.

In the current economic climate, many organizations have been forced to reduce staff and cut or freeze pay. Maintaining staff motivation, engagement and performance can be a major challenge. However the risks associated with disengaged, demotivated staff are significant:

Ruth can advise on a range of proven psychological approaches to help enhance your employees’ engagement and motivation. These include:

Organisational Research

Organisational Research

Through assessment and research, psychologists can identify root causes of organisational issues such as poor performance, disengagement and low morale.

Research can also reveal ways to enhance commitment and performance.

Ruth specialises in using qualitative research techniques, such as interviews and focus groups, to understand employee motivations, beliefs and perspectives. She then translates these findings into practical strategies to help organisations improve productivity and wellbeing.

Examples of issues Ruth has investigated and advised on include:

If you have an organisational concern regarding your people, or how they are implementing your processes or systems, practical research could reveal the optimal solution. Please contact Ruth for a discussion.