Improving the well‐being of staff through mindfulness at the Tees, Esk, and Wear Valleys NHS Foundation Trust

Abstract

Work‐related stress can affect employees’ health, as well as the quality of the work that they perform. Mindfulness is a way to diminish stress and improve well‐being, which in turn can reduce absenteeism and improve on‐the‐job performance. Recognizing the potential value of mindfulness training, the Tees, Esk, and Wear Valleys NHS Foundation Trust, a part of the United Kingdom's National Health Service responsible for mental health and learning disability services in northeast England, introduced a mindfulness program for its employees and service users. Subsequent evaluations have found that the initiative has had an overwhelmingly positive impact on measures such as general health, perceived stress, and well‐being. These results indicate the value of implementing a similar program in any organization where staff members have demanding workloads and are required to deal with people who may be distressed or disturbed.

The relationship between spiritual leadership and human engineering among university employees: The mediating role of mindfulness

“…After its initial popularity in psychology, the concept has been introduced in the management literature and has received increasing interest by management scholars (Dane, 2011; Hülsheger et al., 2012; Ray et al., 2011; Vogus & Sutcliffe, 2012). Mindfulness is “a term used to describe an open, nonjudgmental, awareness of moment‐to‐moment experiences that results from focusing on events, feelings, sensations, and experiences as they occur” (Hodgson et al., 2018, p. 29). It “facilitates stress resilience and positive adjustment” (Weinstein & Ryan, 2011, p. 5) because, as Weinstein et al.…”

“…(2015) states that mindfulness is fundamentally related to many aspects of workplace performance. Research indicates that attitudes toward mindfulness may positively affect work (Dane, 2011; Glomb et al., 2011), increase job satisfaction and performance, improve interpersonal relationships, and reduce burnout and withdrawal from work (Hodgson et al., 2018; Mesmer‐Magnus et al., 2017). Yang et al.…”