Wellbeing of FIFO Employees On A Remote Site

Client Objectives

This mining organisation sought to measure the wellbeing of their employees on a remote site that has recently been re-staffed by FIFO employees.

Key goals:

• Receive feedback and a review of this company’s employees’ perceptions on areas that could be maintained or improved on-site in order to support wellbeing.
• As part of the feedback, develop and facilitate a presentation to employees on the findings of the Centre for Transformative Work Design (CTWD) on the impact of FIFO work arrangements on the mental health and wellbeing of FIFO workers to assist in raising awareness of FIFO wellbeing.

Situation

Due to increased staffing, along with the release of findings into the mental health and wellbeing of FIFO employees, feedback on the current research was seen as beneficial, but also an analysis of its current employees’ perceptions on areas that this company could improve or maintain employee wellbeing would enable timely, targeted and effective recommendations for action.

Challenge

The challenge is to provide a means which each employee had a chance at discussing where they think the organisation or site can make improvements in order to enhance wellbeing. The first step was to set the scene and allow staff to feel at ease discussing their suggestions for change.

It was also important to ensure that presentations, surveys, and focus groups fitted in with their shift schedule. Although the surveys and focus groups were voluntary, it was important to achieve a high response rate so as to ensure valid data and recommendations can be achieved.

Solution

People Solutions assessed FIFO wellbeing through three different stages:

Communicate FIFO Mental Health and Wellbeing Findings: Whilst on-site People Solutions facilitated and communicated a presentation on the findings within the CTWD report. By communicating the findings of the report, it allowed for employees to begin thinking about their own wellbeing experience and areas of maintenance or improvement for their current work environment. By having this as a part of the process, People Solutions were then able to lead into the focus groups and advise employees of what this looks like and what People Solutions’ role was in the process, as well as to ensure anonymity in responses.

Experiencing the work environment: People Solutions travelled to site with a swing and experienced the site and facilities from the ‘FIFO workers’ perspective. This allowed People Solutions to gather further information to understand qualitative data that is provided by the FIFO employees and to deduce effective and pragmatic recommendations.

Focus Groups & Surveys: Small focus groups with a cross-section of employees were used to collect information from employees as to their experience as a FIFO worker and the elements in the work environment that attribute to or influence this. The sessions begun with a simple questionnaire as a means of gathering objective data that is not influenced by fellow employee’s subjective impressions and feedback.

Result

Participants were positive about the experience and appreciated the opportunity to share their feelings, thoughts, and ideas in relation to improving wellbeing on site.

Based on the findings, People Solutions developed and presented a report based on both qualitative and quantitative information derived from the survey and focus groups. This information was provided to Human Resource Management as well as Senior Leadership by means of further recommendations and targeted solutions on how to improve well-being on site.

The information was taken from this report, and senior leadership presented this to employees and address the areas they sought to improve, how, and to what time frame, so as to foster greater trust amongst employees.