Linda Baston Pitt focuses on staff wellbeing in Early Years settings, covering the psychological, social, and physical dimensions of wellbeing and practical strategies for leaders. Key findings drawn from a survey of over 300 students revealed that approximately 80% of respondents prioritised working for an organisation that values staff wellbeing, followed by opportunities for personal learning and development, and recognition for contributions.
Key takeaways
- Implement the PERMA wellbeing framework:
Audit the setting against the five pillars — Positive Emotion, Engagement, Relationships, Meaning, and Achievement — plus Health, using the PERMA wellbeing toolkit provided. This is supported by research showing that wellbeing is cultivated by the presence of these active ingredients working in combination. - Introduce daily micro-breaks and mindful moments:
Embed two-minute breathing breaks and energiser exercises into the daily routine for staff, anchored to existing habits such as brushing teeth or opening a computer. Evidence suggests that "small, frequent breaks are the secret to productivity" and help reduce stress, improve concentration, and increase job satisfaction. - Conduct strengths-based staff inductions and ongoing development:
Use a free strengths assessment (available at the Institute of Character website) at induction and build a staff strengths board highlighting each person's top three strengths. Research indicates that "using your strengths is the smallest thing we can do to make the biggest difference." - Establish regular 10-minute stand-up check-ins:
Introduce brief daily team check-ins led by team leaders, asking three questions: what did you do yesterday, what are you doing today, and what support do you need. This builds psychological safety and encourages staff to ask for help, which is critical given that "90% of help given in the workplace is in response to people asking." - Apply the Fogg Behavior Model to support health behaviour change:
Use motivation, ability, and prompts to make healthy behaviours easier for staff, such as ensuring the staff room is decluttered, stocked with healthy snacks, and that break times are protected. The model recommends starting "small, start simple and keep it consistent" to build sustainable habits. - Explore flexible working arrangements to support work-life balance:
Review staff schedules to offer options such as compressed hours or staff-managed break times, giving individuals greater autonomy over their working day. This directly addresses the ABC of human needs — autonomy, belonging, and competence — which are foundational to wellbeing.
