News & Insights

Event Highlights: “Building Mentally Healthy and Safe Hybrid Teams” with Graeme Cowan

We recently hosted a fantastic event with Graeme Cowan, Team Resilience Expert and Founding Board Director of R U OK? on how to build mentally healthy and safe hybrid teams. As well as sharing his own inspiring journey with us – he also provided some astonishing statistics and actionable insights on how we can better support our teams.

Our 10 Takeaways:

  1. Psychological safety is the number 1 predictor of high performing teams
  2. 66% of Managers and 62% of employees feel burnt out
  3. How to change a culture: there must be an urgent call to action for change AND ‘C-Suite’ support
  4. Know your starting point – Audit everything you have and do – Get the data: measure absenteeism, work cover costs, presenteeism etc.
  5. 70% is what Managers contribute to the engagement and well-being of their team
  6. Basic mental health training of Managers led to a positive return on investment of 998%
  7. Build a supportive and safe team culture by asking: Am I ok? Are we ok? R U OK?
  8. Teams who decide as a collective where they want to work will have much higher levels of engagement
  9. ‘Care First Culture’ should be the ultimate goal
  10. Keep learning, keep engaging, keep the conversation going


Psychological Safety Drives Innovation: In addition to predicting high-performing teams, psychological safety can also foster innovation within organisations. When team members feel safe to share their ideas and take risks, it can lead to creative problem-solving and product development.

Addressing Burnout Boosts Productivity: Combatting burnout isn’t just about employee well-being; it’s also about productivity. When employees and managers are less burnt out, they’re more likely to be productive, make better decisions, and contribute positively to the organisation.

Change Requires Top-Down Support and Grassroots Action: The combination of a clear call to action for change and support from the C-Suite is powerful. However, it’s also important to empower employees at all levels to contribute to cultural change. Grassroots efforts can compliment top-down initiatives.

Data-driven Decision-making: The importance of auditing and measuring absenteeism, work cover costs, and other factors cannot be overstated. Data provides insights into the effectiveness of well-being initiatives and helps in making informed decisions to improve employee engagement and mental health.

Managerial role in employee well-being: Managers play a pivotal role in creating a positive work environment. Investing in their development and well-being can lead to a ripple effect, positively impacting their teams and overall organisational culture.

ROI of mental health training: The significant ROI from basic mental health training for managers demonstrates that investing in employee mental health isn’t just a cost but an opportunity for substantial returns through increased productivity, reduced turnover, and improved team morale.

Communication and supportive culture: Promoting open dialogue with questions like “Am I ok? Are we ok? R U OK?” can help create a supportive and empathetic culture. It encourages employees to check in with each other, fostering a sense of belonging and camaraderie.

Employee autonomy in work choices: Allowing teams to collectively decide where they want to work can boost their engagement. It reflects a level of trust and autonomy that can lead to greater job satisfaction and commitment.

Prioritising a ‘Care First Culture’: A “Care First Culture” should be the ultimate goal, emphasising empathy, understanding, and support for employees. Such a culture not only improves well-being but also attracts and retains top talent.

Continuous learning and conversation: Keeping the conversation about well-being ongoing is essential. As circumstances and challenges evolve, organisations need to adapt their well-being strategies and ensure that employees have access to resources for continuous learning and growth.


Final Word

These insights highlight the importance of well-being strategies that consider both individual and organisational needs. By fostering a culture of care, empathy and supportive, organisations can create environments where employees thrive and contribute to the company’s success.

As a specialist finance, accounting and ESG recruitment and learning organisation; we can help your company with talent planning. We can find temporary and permanent roles from Assistant Accountant to CFO level and also recruit Sustainability / ESG Manager roles to Chief Sustainability Officer roles across all industry sectors. Whether you are working, in-between roles or know anyone with finance and accounting or ESG recruitment needs, we would be delighted to assist. Please feel free to get in touch.

Moir Group runs many events across the year. Sign up for our upcoming events here.

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Moir Group acknowledges Traditional Owners of Country throughout Australia and recognises the continuing connection to lands, waters and communities. We pay our respect to Aboriginal and Torres Strait Islander cultures; and to Elders past and present and encourage applications from Aboriginal and Torres Strait Islander people and people of all cultures, abilities, sex, and genders.