Wellbeing Supervision

Written By Emma Scott

Wellbeing supervision is incredibly versatile and transferable. I’ve seen how it depicts a healthy workplace culture where individuals are able to develop connections with themselves and build community with one another. It teaches the awareness of the emotional capacity we each have at different points in our lives and can support resilience in difficult circumstances.

Blue background with the words culture connection and capacity written in grey

You may have some questions; What is wellbeing supervision you may be wondering? How can it benefit my organisation and employees? Who is it for? When should it take place?

The following blog offers some generic principles to the above questions but I’d love to talk to you independently to see how it may, or may not benefit you and those you support.

Why invest?

79% of employees are experiencing moderate-to-high stress levels at work (1) with 25% of UK workers feeling unable to cope with work place stress. (2) (Accessed 27th May 2025)

It’s been suggested that there is a 30% reduction in mental health absences when managers have had mental health training and where an organisation offers a mental health policy including access to counsellors or wellness programmes, 52% feel more engaged and productive. (3)

Wellbeing supervision can be part of your overall mental health policy providing the wellbeing expertise your employees can take with them into any context. Regular wellbeing supervision builds a good foundation for reflective practice which can lead to early intervention and/or no need for an intervention at all.

What can I expect?

Wellbeing Supervision is the opportunity for employees to reflect on their practice and the impact their work has on their own wellbeing. This can help to enable a more professional, effective and ethical response to their work. 

For an individual: I may ask the individual to send me a small agenda ahead of time and any key themes they would like to reflect on. 

For a group from the same organisation: The session will begin with an independent wellbeing check in. I may ask the individuals to submit a short form ahead of time, perhaps bringing a scenario that has occurred, we choose which scenario the group would like to discuss and then I facilitate a conversation around this using a particular set of questions (confidentiality is always maintained).

Who is it for?

Supervision is easily and adequately transferable into a range of settings. 

Having built and developed teams over a long period of time it has become apparent to me that having a good framework of supervision really does enable individuals to reach their full potential and deliver their best possible work. With the wellbeing expertise I bring, this can benefit your employees as individuals as well as team members and thereby continue to make an important contribution to the aims and objectives of the organisation.

How regularly is it needed?

This really depends on how it fits into the wider mental health policy. I would say as regularly as once every 6 weeks and as spread out as twice a year dependent on the work your employees are engaged with.

Emma Scott
Next

Accelerate Action - International Women’s