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In-House Health

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In-House Health

We work with digital tech organisations using a data-first approach to establish and eliminate the root cause of issues such as burnout.

Our M.E.T.A Programme provides insightful data and actionable strategies so you can retain talent and improve growth.

03/09/2025

Wow, I've been shortlisted as Founder/Entrepreneur of the Year in Computings Women in Tech Excellence Awards 🔥

These awards recognise, celebrate and showcase trail blazing women from across the technology space and provide inspiration for younger women curious about building a career in our industry.

The awards promote talented women at all stages of their career.

The Women in Tech Excellence Awards are a fantastic opportunity to celebrate the efforts and achievements of the women who still make up a minority of the tech workforce.

We know that the tech workforce has become a little more diverse in recent years, but the gender ratio is proving stubbornly difficult to disrupt.

I was privileged to win Innovator of the Year at the 2023 Awards and this shows me how far I've come from NHS Nurse to Tech Founder.

Down to the final 8, out of thousands of entries, no matter who wins on the night, we're all winners 🏆

30/08/2025

"Who are you to start a business?"

The voice in my head was loud and persistent.

Not imposter syndrome, but something more powerful.

It was the voice of growth.

That uncomfortable question forced me to find my answer.

Who was I?

A nurse who'd seen systemic failures firsthand.

Someone who'd spoken up when others stayed silent.

A person who refused to accept "that's just how it is" as an answer.

But here's what I've learned about that internal voice we often try to silence:

Discomfort is data.

When something feels uncomfortable, it's usually because we're stretching beyond our current capacity.

That's not a warning sign, it's a growth signal.

The voice that questions you is actually preparing you.

Every time I heard "Who are you to..." I had to articulate why I was exactly the right person for this work.

Uncertainty means you're doing something new.

If I felt completely confident about starting In-House Health Limited, it would have meant I was playing too small.

That questioning voice made me:

Clarify my mission (why does this work matter?)

Strengthen my credentials (what makes me qualified?)

Deepen my resolve (am I committed enough to push through?)

Build my evidence base (can I prove my impact?)

Instead of calling it "imposter syndrome," I call it "growth alignment."

When you're building something meaningful, you should feel slightly out of your depth.

It means you're not just repeating what you already know. You're creating something new.

To anyone hearing that inner voice right now: Don't silence it. Listen to it. Let it challenge you to become the person your vision needs you to be.

To fellow entrepreneurs: That uncomfortable feeling isn't proof you don't belong. It's proof you're pushing boundaries.

To women stepping into leadership: Your discomfort is your compass. It's pointing toward your next level of impact.

That voice still shows up sometimes. Now I thank it.

Because every time it asks "Who are you?" I have a stronger answer.

Today's answer, I'm someone who transforms workplace health and focuses on the prevention of long-term health conditions because I couldn't accept the alternative.

What's your voice saying?

28/08/2025

Is your workplace contributing to the £21.6 billion mental health crisis?

My August newsletter broke down three major trends that every business leader needs to understand:

❓ Why does mental health account for half of all UK workplace illness?

❓ What's causing the manager burnout crisis threatening business continuity?

❓ How did "revenge quitting" become employees' way of fighting back?

These aren't random workplace problems, they're connected symptoms of systematic failures in how we approach workplace health.

The good news?

Every concerning statistic also represents a massive opportunity for organisations brave enough to move beyond wellbeing washing.

Missed August’s Well Then...?

Key takeaway:

The organisations that crack the code on prevention-led workplace health will have enormous competitive advantages while everyone else deals with retention crises and productivity losses.

Read it now before September’s edition is released next week and if you enjoy it subscribe so as not to miss future publishes!

Hop over to LinkedIn to read or drop me a dm to subscribe.

https://lnkd.in/esTENkwj

26/08/2025

What do HSE mental health statistics, manager burnout, and revenge quitting have in common?

They're all symptoms of the same problem.

Organisations treating workplace health and wellbeing as an HR nice-to-have instead of a business strategy.

The connecting thread:

🔗 Mental health dominates illness statistics = Poor workplace design
🔗 Managers burning out = Unsustainable role expectations
🔗 Revenge quitting = Failed employee experience

But here's what the organisations succeeding in 2025 understand:

These aren't separate problems requiring separate solutions.
They're interconnected symptoms of systematic workplace health failures.

The solution?

The M.E.T.A methodology:

M - MEASURE what's actually causing stress and burnout

E - EVALUATE root causes across all organisational levels

T - TRANSFORM with targeted, evidence-based interventions

A - ANALYSE results and adapt continuously

While everyone else is playing whack-a-mole with retention problems, productivity losses, and mental health crises, these organisations are building sustainable competitive advantages through genuinely healthy workplaces.

The data is clear.

The solutions exist.

The question is, will your organisation be part of the problem or part of the solution?

22/08/2025

How do you create a workplace culture where people want to stay, not get revenge?

Revenge quitting is a symptom of systematic workplace failures.

But it's 100% preventable.

Organisations that don't see revenge quitting have these things in common:

📈 They actually measure what causes workplace stress

🌱 They address root causes, not just symptoms

💡 They treat employee feedback as business intelligence

👨‍🎨 They design sustainable work practices

The difference between retention and revenge quitting often comes down to one thing.

Do you fix problems or manage around them?

Fixing problems requires:

📈 Data-driven understanding of stress causes

👥 Leadership commitment to change

💷 Investment in prevention, not just reaction

📉 Measuring outcomes, not just activities

Managing around problems gets you:

🚩 Generic wellness programmes

🚩 High turnover disguised as "natural attrition"

🚩 Constant recruitment costs

🚩 A reputation as a workplace people escape from

21/08/2025

"Emma-Louise, when did you last take a proper break?"

My GP's question hit hard. I was in her room, exhausted, stressed, and ironically seeking help for the very symptoms I spent my days helping others prevent.

I'd become a health expert who'd forgotten to look after her own health. The wake-up call was brutal but necessary.

While building In-House Health and working as a Clinical Nurse Advisor, I'd fallen into the classic trap of caring for everyone except myself.

I was designing workplace wellbeing strategies while surviving on takeaways and a few hours of sleep.

I was preaching work-life balance while answering emails at midnight.

I was advocating for mental health support while ignoring my own stress signals.

The irony wasn't lost on me...or my body.

Here's what I learned about practicing what you preach:

You can't pour from an empty cup (yes, it's a cliché because it's true).

Self-care isn't selfish, it's strategic.

Vulnerability builds trust.

Boundaries aren't barriers, they're foundations.

Now, my self-care is non-negotiable:

✅️ Morning routine before I check emails
✅️ Proper lunch breaks (yes, away from my desk)
✅️ Regular health check-ups (like the one that started this journey)
✅️ Saying no to opportunities that drain more than they energise

To fellow business owners:
Your health is your most important business asset. Protect it accordingly.

To healthcare professionals:
We're excellent at caring for others, but terrible at caring for ourselves. It's time to change that narrative.
To anyone building something meaningful:

Sustainable success requires a sustainable you.

That GP appointment was six months ago. Today, I'm healthier, happier, and building a better business because I finally took my own advice.

The best workplace health consultant?

One who actually practices workplace health.

What's one thing you could do today to better care for the person building your dreams?

📸 Me taking time for golf ⛳️

20/08/2025

What's "revenge quitting" and why should employers be worried? 🤔

It's when employees quit abruptly to express dissatisfaction, not just for better opportunities, but to send a message, "Your workplace culture is broken."

Signs it might happen in your workplace:

❌ Employees stop giving feedback

❌ High performers seem disengaged

❌ People leaving without detailed handovers

❌ Exit interviews reveal frustration, not just "new opportunities"

The truth?

People don't revenge quit from workplaces that actually support them.

They revenge quit from places that talk about health and wellbeing but deliver more toxicity.

18/08/2025

Why are employees "revenge quitting" and what does it tell us about workplace culture?

"Revenge quitting" is the trend of employees abruptly leaving to express dissatisfaction, often without maintaining professional relationships.

This isn't about ungrateful workers. It's about people who've reached breaking point with organisations that:

🛑 Promise health and wellbeing support but deliver wellbeing washing

🛑 Ignore feedback about workload and resources

🛑 Expect loyalty while showing none in return

The typical journey:

1. Employee raises concerns
Gets meditation app

2. Employee requests resources
Told "we're all under pressure"

3. Employee asks for boundaries
Told "We're like family here"

4. Employee stops asking
Starts planning exit

5. Employee quits without notice
Organisation acts shocked

Here's what revenge quitting really signals.

Your best performers have figured out they have more power than you want to admit.

In a tight talent market, walking away sends a clear message about your workplace conditions.

The organisations panicking about this trend are the ones treating symptoms instead of causes.

Want to prevent revenge quitting?

Start preventing the conditions that make people want revenge, let me know if you want some help with that 😉

15/08/2025

How do you prevent manager burnout before it destroys your business?

The stats are shocking!

Nearly half of middle managers say they'll quit within a year due to stress. But here's what the successful organisations are doing differently:

✅ Reducing meeting overload (max 50% of manager time in meetings)

✅ Providing manager-specific health and wellbeing support

✅ Training leaders in sustainable management practices

✅ Measuring manager wellbeing, not just demanding it

The organisations thriving in 2025 aren't the ones with the most meetings or highest pressure.

They're the ones that made leadership sustainable.

Because here's the math...

Managers who feel supported can reduce their team's burnout risk by 50%.

But... they can't give what they don't have.

14/08/2025

"Nurses aren't business people."

The comment came from a potential investor, dismissing my healthcare background as irrelevant to entrepreneurship.

I wanted to laugh. Or cry. Maybe both.

Because here's what that investor didn't understand.

Nursing didn't teach me to avoid business, it taught me to master every skill business demands.

Critical thinking under pressure?
Try making life impacting decisions with incomplete information, while managing multiple patients.

Resource management?
I've delivered excellent care with skeleton staffing and budget constraints that would terrify most CEOs (I've even delivered CPR on a motorway in a tunnel in Amsterdam).

Customer service?
Every patient interaction is about building trust, managing expectations, and delivering outcomes that matter.

Quality assurance?
My work gets audited by the CQC. There's no hiding behind "we tried our best"

Team leadership?
I've coordinated multidisciplinary teams during medical emergencies where every second counts.

Data analysis?
Patient outcomes are measured, tracked, and scrutinised. Everything I do has metrics attached.

The investor was looking for an MBA.

I offered something better: real-world experience where failure isn't just lost revenue, it's potentially lost lives.

Since founding In-House Health, my nursing background has been my superpower.

To investors and business leaders...

Don't underestimate healthcare professionals. We've been managing complex systems, difficult stakeholders, and measurable outcomes long before we learned business jargon.

To fellow healthcare professionals considering entrepreneurship...

Your clinical training isn't a barrier to business success, it's your competitive edge.

We know how to deliver results under pressure because we've been doing it all our careers.

You ARE business people.

You've been running complex operations, managing resources, and delivering customer satisfaction in one of the most demanding environments imaginable.

That investor? They missed out. Their loss.

"Just" a nurse? No.

I'm a nurse who became a business owner.

And that makes all the difference.

13/08/2025

Poll:
Are managers in your workplace burning out? 🤷‍♀️

Quick stat:
1/3 of managers feel burned out 😰

Question:
Who's supporting the supporters? 🤔

Reality check:
75% of meetings = no time for actual work 😬

Poll:
Would you want to be a manager right now? 🙄

Result reveal:
Most people say NO 👎🤯

11/08/2025

What happens when the people managing workplace wellbeing are burning out themselves?

We're facing a manager crisis:

📈 1/3 of managers report feeling burned out

📈 1/4 are considering quitting within 6 months

📈 75% are spending 3/4 of their day in meetings

📈 75% of Gen Z are refusing management roles

Here's the uncomfortable truth.

We've made management unsustainable.

We tell managers they're responsible for:

✔️ Team mental health and wellbeing

✔️ Productivity and performance

✔️ Culture and engagement

✔️ Retention and development

Then we give them:

🙄 Back-to-back meetings all day

🙄 Impossible targets with shrinking resources

🙄 No training on mental health support or workplace health

🙄 Zero support for their own health and wellbeing

The result?

A generation watching managers burn out and saying "no thanks" to leadership roles.

This isn't just a people problem, it's a business continuity crisis.

Organisations that redesign management to be sustainable will have a massive competitive advantage.

Those that don't will struggle to find anyone willing to lead.

Which category is your organisation in?

Address

Manchester

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+441615100999

Website

http://www.inhousehealth.co.uk/

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