Harry Bliss’ Post

I’ve met some incredible people at Reward & Employee Benefits Association (REBA) previously - and I’m buzzing for this years event. In my keynote at 10.40am, I promise this won’t be your standard talk, with the same themes that have been discussed for the last 5 years in wellbeing. I’m going to share the latest research, some thought-provoking (and maybe controversial) standpoints so we can all progress workplace health together. Come and join me and some incredible leaders to discuss: 🙅♂️ Why we're using the wrong data (and what data we should be using) 📉 Why engagement is consistently a challenge (and how to solve this) ✋ Why we're measuring the wrong things (and what we should measure) 💬 Why employees don't feel like wellbeing programmes 'speak to them' (and how we can fix this) 💡 Where we've gone wrong in selecting wellbeing services (and how we can get this right) And don't forget to drop in and say hi to us at stand #32 👋 #employeewellbeing #workplacehealth #wellbeingstrategies

This is why companies exist. To serve their customers and their communities. Dedicated ‘Nanzones’ (you read that right) have been created for the Euros to bring elderly people together, who don’t have anyone to watch the football with. With 1.4 million elderly people recognised as lonely, this is an incredible initiative to bring people together. Asda - take a bow 👏 #togetherness #socialconnection

Imagine Apple, Spotify, Netflix or Amazon built a wellbeing offering. Would they: 🚫Just focus on one area of wellbeing (e.g. mental health) ✅ or would they bring all areas of wellbeing into one place? 🚫make it look like it’s been developed in the 1990’s ✅ or have a consumer grade user experience that looks and feels incredible? 🚫Develop the same pathway for everyone ✅ or hyper-personalise everything to their stage of life, location, demographic, gender? 🚫Offer it to just employees ✅or to their friends and family members too? And we haven’t even mentioned the proactive and anonymised wellbeing data it provides HR and senior leadership teams with. Join me as I’ll take you through to run through the award-winning wellbeing platform that is being used across the 🌏 Pick a session: 📅 Wednesday 12 June 🕚 11am, 20-minute demo 💬 10 minute Q&A 📍 Online Or 📅 Tuesday 18 June 🕝 2:30pm, 20-minute demo 💬 10 minute Q&A 📍 Online See you there 👋 P.S. you’ll be able to learn more about Champion Kids that’s coming soon. https://lnkd.in/gj3K97up

'You'll never be a global company if you don't move to London'. To the 'advisor' that said this to me in Year 1 of Champion Health - we've made a graphic for you. 122 countries and supporting +2,000,000 lives - I can confirm the north is a good place to run your business from.

This 👇👌

April 2018 - April 2024. Champion Health has come some way in 6 years. Happy birthday to our very own creation Ricky Bailey 🎈🥳 We’ve done something good here.

Condensing 6 years into 12 minutes was a tough gig - but feel very privileged to be able to share more around my story with Champion Health. If you’re wanting to learn more about entrepreneurship, workplace health or just fancy a sleep story at bedtime, give it a listen and share your feedback 🙏 Link to the podcast is below 👇 #entrepreneurship #wellbeing #workplacehealth https://lnkd.in/eaaUsCAC

This Thursday marks 6 years since starting Champion Health 🥳🎈 It’s easily been the most challenging yet rewarding thing I’ve done in my life. On a regular basis, you’re exposed to the highest highs and the lowest lows. Whilst typing this out, memories have flooded back around some of those darker times (especially when we found out my dad had a terminal diagnosis and you’re balancing family and work). There are moments where you think you’re crazy for doing this, then moments you couldn’t think of ever doing anything else. For anyone on this journey too (no matter how early or late), I have a mad level of respect for you 💛 I’ve tried my best to condense the biggest learnings I’ve taken over the past 6 years below 👇

20 green flags for a manager, let's go 👇 1/ Their focus is on output / impact not how warm a seat is 2/ They reward good behaviours and don’t tolerate toxic ones  3/ They can stick someone else's size 8's on and see the world in their shoes 4/ Pay reviews are conducted annually (as a minimum) and focus on internal growth before hiring externally 5/ The management style is adapted depending on the individual  6/ Roles and responsibilities across the team are clearly defined  7/ They create a sense of calm, not chaos 8/ They listen more than they speak  9/ They have a sense of humour (maybe the most underrated one in the list) 10/ A clear direction is defined for everyone to work towards  11/ If someone isn't performing, they see what they're going through before talking about their performance 12/ They delegate effectively but also show that they can do the gritty work too 13/ They Allow people to make mistakes and offer learnings to them 14/ Feedback is provided in the moment and is constructive, not personal 15/ Feedback that's given is in private, not in public 16/ Praise and recognise people no matter how small the achievement is 17/ They can spot when pressure and workload is rising within the team and recognise plans to reduce this (or at least demonstrate to the team they're aware) 18/ They listen to understand, not to respond 19/ They have a life outside of work 20/ They recognise that everyone may not want to become a manager or leader, and that's okay. Is there anything you'd add? #leadership #management #culture