Well-Being in the Legal Profession

Implementing your well-being strategy is not a one and done activity. As with all important strategies, you will need to continually evaluate your efforts and adjust as needed to ensure it remains effective and aligns with your goals and needs. This is particularly important if the size of your organization or nature of your work changes. Consider designating someone on the leadership team to be responsible for advancing this work. 

Evaluating well-being success in the workplace can prove tricky as there are other factors that effect well-being, but the Mental Health Commission of Canada suggests the following to track success:

• Monitor how many employees are absent and watch for patterns in each department or team. This can help identify managers or tasks that may be causing stress.
• Regularly ask staff, on an anonymous basis, about their experiences, job satisfaction and overall well-being. 
• Compare costs related to absenteeism before and after introducing your well-being strategy. Lower insurance premiums, fewer disability claims and improved performance are signs of success.
• Revisit policies, workloads and support systems at least once a year. Ask staff for input on what is and isn’t working.