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

In-House Health, HOST, Salford (2026)

12/01/2026

How do you know if your workplace wellbeing strategy for 2026 is actually going to work?

I get this question ALL THE TIME, and most organisations are measuring the completely wrong things 😬

What organisations typically measure:

📊 Number of wellbeing sessions run

📊 Employee attendance on programmes

📊 Number of Mental Health First Aiders trained

📊 Engagement survey scores

📊 EAP utilisation rates

The problem...

These are ACTIVITY metrics, not OUTCOME metrics.

They tell you what you DID, not whether it WORKED.

What you should actually measure:

📊 Stress-related absence trends, is it going down?

📊 Turnover rates, are people leaving due to burnout or toxicity?

📊 Presenteeism levels, are people productive when at work?

📊 Time to return to work, are recovery times improving after absence?

📊 Early intervention rates, are problems caught before crisis?

📊 Manager confidence, can leaders handle wellbeing conversations?

📊 Root cause data, are the actual stressors being addressed?

Our M.E.T.A methodology in action:

🙌MEASURE
Wellbeing risk audit identifies top ares of operational risk

🙌 EVALUATE
Analysis reveals workload and poor management as key issues

🙌 TRANSFORM
Implement targeted interventions (not generic wellness)

🙌 ANALYSE
Track whether those specific issues are improving

Real example:

Organisation measured:
Ran 24 wellbeing sessions! ❌️
132 employees attended! ❌️

But:
Stress absence up 12%
Turnover up 18%
Engagement scores down

They weren't measuring what mattered.

After implementing M.E.T.A:

Identified excessive workload as root cause

Conducted capacity analysis

Redistributed work + hired 3 additional staff

Trained managers on workload and health and wellbeing conversations

Results after 12 months:
Stress absence down 27% ✅️
Turnover down 19% ✅️
Engagement up 31% ✅️
ROI £180k annual savings ✅️

The uncomfortable truth...

Most organisations avoid measuring outcomes because it reveals whether their wellbeing strategy is actually working.

If you need help to measure outcomes and increase your profitability in 2026, drop me a DM!

08/01/2026

The problem with "workplace wellbeing" isn't the concept...

It's the disconnect!

I've lost count of how many times I've walked into an organisation where someone's already sold them a wellbeing programme.

Meditation apps
Resilience training
Fruit in the staff room

And the workforce?

Still burnt out 🫠
Still leaving in droves🫣
Still struggling 😪

Here's what's missing...

Most workplace wellbeing solutions are built on assumptions rather than assessment.

They're generic programmes dropped into complex organisations without understanding what's actually driving stress, absence, and turnover.

As a Nurse of 23 years, I know what happens when you ask exhausted staff to be more "resilient" instead of fixing the systems that are breaking them.

I've seen the damage done by wellbeing washing, where organisations tick boxes while their people suffer.

Real workplace HEALTH isn't about apps and workshops.

It's about measurement 📉

Data 📊

Understanding the root causes in YOUR organisation before prescribing solutions 💡🚨

It's about evidence-based interventions that address what's actually happening, not what sounds good in a brochure 👩‍⚕️

That's why I built In-House Health differently.

We measure first

We use clinical and organisational insights

We track outcomes that matter

So, if your current workplace health and wellbeing approach can't show you measurable results tied to your workforce metrics, you're paying for theatre.

And your people deserve better than that!

05/01/2026

First day back?
Well I've been heads-down reshaping something important.

While many are easing back into work today, I've spent the festive period (yes, between the turkey and quality time with Dan and the girls) doing what I do best... translating clinical expertise into practical solutions for the social care sector.

I've been working on reshaping my M.E.T.A solutions specifically for nursing and care homes, because the generic "wellbeing programmes" that flood this sector simply aren't cutting it.

These organisations face unique workforce challenges.

High turnover, recruitment difficulties, and staff who are physically and emotionally depleted.

And here's the thing, the CQC knows this matters.

Their assessment framework explicitly looks at how providers attract, retain, and support their workforce.

This is where evidence meets regulation.

My revised M.E.T.A approach directly ties into CQC's key lines of enquiry, helping organisations demonstrate (not just claim) how they're supporting their people.

Because when your workforce is genuinely supported, it shows up in care outcomes.

It's not fluffy wellness.

It's measurable, evidenced, and defensible under inspection.

After 23 years nursing and working in frontline clinical practice, I understand what healthcare workers actually need.

And it's not fruit bowls and yoga sessions!

It's real, systematic support that addresses the root causes of burnout and turnover.

2026 is about getting serious about workforce health in social care.

If you're leading a nursing or care home and you're tired of ticking boxes without seeing real change in people, care, and profitability outcomes, let's talk.

04/01/2026

The Sunday Diet... Why I'm Starting Today, Not Tomorrow!

Can we talk about the Monday diet 😂

You know the one.

Starts with the best intentions on Monday morning, limps through Tuesday, and by Wednesday you're face-first in a packet of biscuits wondering what happened 🤷‍♀️

I've done it

Multiple times

The pattern is so predictable, it's almost comical.

So this year, I'm trying something radical, I'm starting on a Sunday 🤣

After years of dealing with health issues that have genuinely knocked me sideways, particularly the last few months, I've reached that point where you realise waiting for the "perfect moment" is just another form of procrastination.

The perfect moment is now!

Or in this case, Sunday 4th January.

I'm focusing on reducing inflammation through nutrition, not as a quick fix, but as a genuine, evidence-based intervention.

And here's the thing... I've been mentally preparing for this for two months.

Because sustainable change isn't about willpower on a random Monday morning.

It's about actually getting your head in the game first.

Why Sundays work better:

You're not recovering from weekend choices

You have time to prep properly

There's less "I'll start fresh Monday" escape route

It signals you're serious

Sunday is YOUR time...

I'm generally allergic to New Year's resolutions.

They're usually a shopping list of unachievable goals that set people up to fail by February.

But a single, well-considered change you've been preparing for? That's different.

As someone who spends their working life helping organisations create sustainable wellbeing strategies, I should probably take my own advice.

Measure, prepare, then act.

So here I am.

Starting the Sunday diet.

Because apparently, my Tuesdays can't handle another failed Monday.

Anyone else binning the Monday myth this year? Or trying something else for success?

📷 Me enroute to deliver my first clinical session of the New Year ☃️

01/01/2026

2025 was bloody tough 🫠

Of course there were positive moments, and I'm grateful to have people in my life who truly get me and show up when it matters 🫶

But I won't pretend otherwise, I'm relieved to close the door on this year.

However, I'm ready for what's ahead in 2026, even knowing it'll bring its own challenges alongside the positives.

So, there's no highlight reel from me this New Year.

No carefully curated wins or polished words of wisdom.

Instead, I want to acknowledge something real...

If you've been struggling with you business, your health, your circumstances, grinding it out, holding things together when it felt impossible.

I see you 👀

The hard work, the determination, the days when you wondered if you could keep going.

Social media shows us everyone's peaks, rarely their valleys.

But behind every "success story" are the messy bits people rarely posts about.

The setbacks, the doubts, the sheer bloody mindedness it takes to keep moving forward.

So if 2025 tested you, if you and your business faced challenges you didn't share online, if you're entering 2026 uncertain but determined.

You're not alone 🫂

Here's to facing 2026 with...

Honesty over Perfection

Grit over Gloss

And

Real Progress over Curated Wins

Emma-Louise x

25/12/2025

Remember what you see online is never 100% on what's going on behind the scenes...

Whatever you're feeling today or over the festive period, make time for yourself and if you're struggling please talk to someone you know or reach out to a support group or health professionals.

Merry Christmas, Emma x 🎄🫶

22/12/2025

"Every woman, or at least almost every woman, has, at one time or another of her life, charge of the personal health of somebody, whether child or invalid, in other words, every woman is a nurse."

Florence Nightingale, Notes on Nursing What It Is, and What It Is Not

Florence wrote this in 1859

Here we are, 165 years later, and every female founder, woman in business, and person with caring responsibilities I know is still living this truth.

We're nursing our businesses through uncertain markets

We're nursing our teams through change

We're nursing our families through illness, homework crises, and everything in between

We're nursing our elderly parents, our partners, our communities

And somewhere in all of that, we're supposed to be nursing ourselves 🤷‍♀️

Except we don't, do we?

I know I don't prioritise myself

I know the guilt that comes with taking time when there's always something or someone that needs you more

I know the mental load of being the one who remembers, organises, anticipates, and holds it all together

And I know you probably feel the same too!

So this is your permission slip for the next week...

👩‍⚕️ You don't have to be "on" for everyone

👩‍⚕️ You don't have to solve every problem

👩‍⚕️ You don't have to earn your rest

👩‍⚕️ You don't have to feel guilty for putting yourself first, even if it's just for an hour

We're all trying our best

That's enough

You are enough

To every woman juggling impossible loads this Christmas, whether you're building something, caring for someone, or both, please be kind to yourself.

The world needs you whole, not depleted.

Merry Christmas 🎄

11/12/2025

What a whirlwind 48 hours 🎉

Tuesday kicked off with a morning in clinic, then straight to the Turing Innovation Catalyst Manchester Festive Connector event, followed by the annual Tech Climbers event at Cloud23 in the evening, where In-House Health Limited was named on the 2025 'One To Watch' list.

Wednesday was equally packed.

Clinic, then the The LCap Group Empowering Women in Business Christmas Lunch supporting Prevent Breast Cancer (more to come on that later), and wrapped up at the LEVEL Workspace Christmas party.

But let me focus on the Tech Climbers recognition for a moment.

As someone who left the NHS after 23 years due to burnout and is bootstrapping In-House Health, this recognition matters.

Not for ego, but for positioning.

Being on this list helps me bridge two worlds that desperately need connecting.

Clinical healthcare expertise and workplace health innovation.

It signals to the tech ecosystem that evidence based, clinically-led solutions belong at the table when we're talking about transforming workplace health in the sectors that need it most.

Brilliant to see fellow health tech founders thriving too! James Chapman and the Decently team (Melo), listed for the 2nd year running, and Victoria Bertenshaw with Koku Health also recognised as 'one to watch'!

The region's health tech ecosystem is genuinely growing, and it's energising to be part of it alongside people building solutions that actually make a difference 🔥

Massive thanks to Anna Heyes and the Tech Climbers team for the recognition, and to everyone I connected with across all these events, from fellow founders to the brilliant people driving change in healthcare and women's business networks.

Here's to ending 2025 on a high (we're nearly there!) and carrying this momentum into 2026 🚀

HealthcareInnovation Manchester

09/12/2025

When you need to conserve energy and your social battery... but the universe has other plans 🙄

End up going to bed much later than needed

Finally doze off, then get the worse leg cramp (in 3 places), like a poltergeist is squeezing me and won't let go👻

Hop around the bed like I'm possessed

Get comfortable and warm again in bed only for my glucose levels to plummet (type 1 diabetes)

Repeat both scenarios until it's time to get up

Get ready in a daze and leave later than needed

But not that late, that you see your unregular bus and have to run like a cross between Joe 90, Jumanji and a rucking soldier that's already completed a 40 mile expedition

Just about caught my breath for two extra clinical sessions and five events in the next 3 days 😅

Wish me luck and send me some sugar...literally!

04/12/2025

Why does treating workplace stress symptoms instead of causes cost you more?

Every organisation facing high stress levels has two choices:

Option A: Treat the symptoms

Offer mindfulness apps
Run resilience training
Provide EAP access
Train Mental Health First Aiders
Hope things improve

Option B: Fix the root causes

Measure what's actually causing stress
Address excessive workloads Improve management practices
Provide adequate resources
Transform toxic culture

Guess which one most organisations choose?

And guess which one actually works?

Here's the cost for the symptom management approach:

Mental Health First Aider training, £300 per person

Mindfulness app subscription, £10/employee/year

EAP service: £5-15/employee/year

Sounds affordable, right?

BUT...

Stress-related absence, still climbing

Turnover due to burnout, still high

Productivity loss from presenteeism, still massive

Actual cost, share of £85 billion national problem

Here's the VALUE in a root cause approach:

Wellbeing risk audit, measures actual stress causes

Evidence-based interventions, targets specific issues

Manager training, address poor leadership

Workload analysis, fixes capacity problems

Cultural transformation, systemic change

Annual investment: £25/employee/month (£300/year)

BUT this time...

Stress-related absence, down 20-40%

Retention, up significantly

Productivity, measurably improved

ROI, positive within 12-18 months

The uncomfortable truth...

Treating symptoms is cheaper upfront but costs more long-term because THE PROBLEMS NEVER GET FIXED

Common root causes we find:

Workload: 50% cite as main stressor

Inadequate resources: 34%

Lack of recognition: 31%

Poor management: 28%

Job insecurity: 27%

You can't mindfulness-app your way out of those problems.

The question your organisation needs to answer...

Are you willing to invest in prevention, or would you rather keep paying for crisis management?

Because you're paying either way.

It's just a question of whether you're getting results.

02/12/2025

Male su***de rates in the workplace... The statistics we need to talk about.

Another Movember has come and gone, but the conversation most workplaces avoid around Men's Health should continue.

In the UK:

👨 Men account for 75% of su***des

👨 Su***de is the biggest killer of men under 50

👷‍♂️ Construction workers have 3.7x higher su***de risk

👨‍⚕️ Male healthcare workers are experiencing 40% increase in su***de rates post-pandemic

Why this is a workplace issue:

🚩 47% of men cite work-related stress as impacting mental health

🚩 Male workers are less likely to disclose mental health struggles

🚩 Presenteeism higher in men (showing up unwell but unproductive)

🚩 Traditional "masculine" workplace cultures discourage help-seeking

What doesn't work:

❌️ Annual mental health awareness emails

❌️ Generic EAP that no one uses

❌️ Assuming men will self-identify and ask for help

❌️ Mental Health First Aiders without addressing systemic issues

❌️ "Be more resilient" messaging that blames individuals

What does work:

✅️ Training managers to spot signs...

Changes in behavior, withdrawal, increased absence, performance drops

✅️ Normalising conversations...

Regular check-ins about workload, pressure, home life

✅️ Making support accessible...

During work hours, no stigma, practical solutions

✅️ Addressing root causes...

Excessive hours, job insecurity, toxic management, unrealistic demands

✅️ Peer support networks...

Men supporting men who've been through similar challenges

✅️ Proactive outreach...

Don't wait for crisis, build relationships before problems escalate

AWARENESS WITHOUT ACTION IS JUST PERFORMANCE

To employers...
Your duty of care extends to recognising that different demographics need different approaches.

To men reading this...
You're not weak for struggling. You're human. Talk to someone. Please.

If you or someone you know is struggling please contact:

📲 Samaritans 116 123

📲 CALM (Campaign Against Living Miserably)0800 58 58 58

👥 Andy's Man Club. Find your local group

Let's make workplace health and wellbeing work for everyone, including the 75% of su***de victims we're currently failing.

25/11/2025

Enroute to London for the Employment Related Services Association (ERSA) Awards!

Supporting my best friend (from Glasgow) who is shortlisted as a finalist in the Outstanding Participant category, nominated by Enable Works 👏

Nice to see lots of Greater Manchester organisations in the shortlists, too!

Two red heads named Emma, let loose in London, what could possibly go wrong 😄👭

📸 Me on the train, because if there's no selfie the journey obviously didn't happen.

P.S My train ticket didn't cost me £400 😱

Employabilty KeepBritainWorking WorkplaceHealth

In-House Health

12/01/2026

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