How to create cost-effective agency partnerships
By Sally Pritchett
CEO
Whether you’re planning a global campaign or tackling a one-off project, managing budgets effectively is key to maximizing value. With the right approach, you can avoid unnecessary costs while still achieving impactful results.
Building an effective partnership with your agency starts with clear communication, well-defined expectations, and mutual trust. But even with the best intentions, budgets can creep up in unexpected ways. Understanding these challenges and knowing how to address them will empower you to get the most out of your agency relationships.
When projects go wrong: five common ways costs can creep up
Even the most well-planned projects can run into trouble if certain issues aren’t addressed early. Here are some of the most common ways budgets can spiral out of control and how to spot them:
- Unplanned changes: Stakeholders providing feedback late or in an uncoordinated way can lead to inefficiencies. Try to consolidate feedback before sharing it with your agency.
- Last-minute tweaks: Even small changes late in the process can ripple across multiple deliverables, inflating costs. Ensure content is accurate before design work begins.
- Unclear briefs: A shifting or vague brief can create confusion and lead to additional rounds of revisions. Align on scope and objectives upfront to avoid misunderstandings.
- Scope creep: Requests for “just one more thing” often snowball into costly additions. Include a contingency budget to handle unexpected tweaks without derailing timelines.
- Tight timelines: It’s easy to run out of time and not realise that last minute decisions can impact budgets, but limited time often leads to higher costs from out of hours working or more expensive delivery options.
Our top tips for making the most of your agency budget
Once you’ve identified the potential pitfalls, the next step is setting yourself up for success. These practical tips will help you make the most of your agency partnership while keeping costs under control:
- Communicate clearly: Have verbal briefings as well as written ones, to ensure alignment and minimise misunderstandings. A strong start sets the foundation for success.
- Define roles early: Be clear about what tasks your team will handle internally and where you need your agency’s expertise. This ensures resources are used effectively.
- Plan timelines carefully: Allow sufficient time to avoid the higher costs associated with rush jobs.
- Set aside a contingency budget: Plan for unforeseen challenges to maintain flexibility and keep the project on track.
- Be clear on who your stakeholders are: Identify what level of input each stakeholder will have and when their feedback will be required.
- Streamline feedback: Ensure your feedback is aligned and consolidated from all stakeholders, where possible, to avoid additional rounds of amends which could be out of scope.
By focusing on clear communication, thoughtful planning, and proactive collaboration, you can build a cost-effective partnership with your agency that delivers impactful results. And if you’re looking for an experienced agency partner with over 25 years of expertise working with complex global organisations – we’re here to help.
See More:
How to Work with Agencies (And Get Amazing Results)
Are you new to the marketing and communications industry? Agencies can be the secret to levelling up your career fast, but understanding the art of collaborating with them is essential. In this video, we give you the tools to build strong agency partnerships.
Guide: How to create authentic, accessible and inclusive communications
By Sally Pritchett
CEO
Discover how to create communications that connect with audiences through authentic, accessible, and inclusive messaging in this essential guide.
Inclusive, accessible, and authentic communication has the power to connect, inspire, and drive meaningful change. This manual, How to Create Authentic, Accessible, and Inclusive Communications, is an essential resource for anyone striving to create messaging that resonates with diverse audiences and delivers real impact.
Packed with insights, guidance, and actionable tips, this guide will help you ensure your work is inclusive, accessible, and authentically representative. Whether you’re looking to deepen your understanding, refine your communication approach, or start embedding inclusion into your processes, this manual provides the tools and inspiration you need.
In this manual you’ll discover:
- Why inclusivity in communications matters and how it drives connection and impact.
- What inclusive communications should look and feel like with practical examples.
- How to foster diversity and authentic representation while avoiding tokenism.
- Practical tips for accessibility making sure your communications reach everyone.
- Advice on using AI ethically to support inclusivity and authenticity.
- How to build an inclusive mindset and embrace continuous improvement
Download the guide now and start creating communications that inspire change, connect with audiences, and make a lasting difference.
Choose the right version for you
We’ve created several versions of the manual, each with different accessibility features. Please choose the option that works best for you. If you need assistance navigating these options, don’t hesitate to get in touch with us hello@somethingbig.co.uk.
PDF version
A PDF that can be read out by a screen reader
Dark mode PDF
A PDF in dark mode, that can be read out by a screen reader
Audio PDF
A PDF with the option to be read aloud by an AI voiceover
Video audio
A video of the manual, read by an AI voiceover
Green Monday 2025: Catch up on the sessions
By Sally Pritchett
CEO
Green Monday was a big success!
We said goodbye to Blue Monday – the so-called “most depressing day of the year” – and had a day dedicated to positivity and sustainability.
Together, we NetWalked, tackled the biggest challenges to business change, discussed how to bring stakeholders along the sustainability journey, and explored the power of impactful reporting. And a big thank you to our speakers for their thought-provoking contributions, and to everyone who walked, listened, shared, and connected.
Catch up on Green Monday
Breaking down the 3 big obstacles in business change
Discover how communications can help overcome the common challenges to change and sustain momentum through the ups and downs.
Bringing your stakeholders on the sustainability journey
Learn how to engage employees, customers, investors, and communities with authentic ESG communications.
Creating clear and credible corporate reports
Explore how impactful reporting can build trust, inspire action, and showcase meaningful progress.
Your sustainability story deserves to be told
See how we can help you create beautifully designed reports that inform and inspire your stakeholders while driving meaningful progress.
Creating cultures of neuroinclusion
By Sally Pritchett
CEO
Diversity of thought and minds can bring fresh perspectives and innovative ideas. According to Deloitte, “organisations that make an extra effort to recruit, retain, and nurture neurodivergent workers can gain a competitive edge from increased diversity in skills, ways of thinking, and approaches to problem-solving”. With an estimated 15-20% of adults being neurodivergent, businesses that fail to support neurodiverse individuals risk falling behind. It’s essential for businesses to support the neurodivergent community by making necessary accommodations for everyone, regardless of diagnosis.
We were delighted to have Becs Tridgell from Autism Unlimited join us for our most recent ‘Tune In’, session, where we tuned into the voices of the neurodivergent community, looking to learn practical steps and strategies to foster a neuroinclusive workplace culture that values and supports every employee.
Watch the video below for a full recap, and check out the session highlights and key insights below:
The benefits of a neuroinclusive workforce
Neurodivergent employees bring unique strengths that can transform workplaces. Skills like hyper-focus, creative thinking, innovative problem-solving, empathy, and detailed analysis are just a few examples of the value neurodivergent individuals can offer when supported effectively.
However, these strengths can only thrive when workplaces address the challenges neurodivergent employees face. By fostering a culture of neuroinclusion, organisations unlock not only individual potential but also greater collaboration, loyalty, and long-term success.
Common challenges faced by neurodivergent employees
Many neurodivergent employees encounter significant barriers in the workplace. Traditional recruitment processes, such as interviews that emphasise eye contact or sociability, often overlook the strengths of neurodivergent candidates.
Masking – where individuals consciously or unconsciously hide their neurodivergent traits to appear more “typical” – is another challenge. While masking can help individuals fit into workplaces that may not be inclusive, it often leads to exhaustion, burnout, and reduced engagement.
Sensory sensitivities, like difficulties with noise, lighting, or smells, can also make everyday tasks unnecessarily difficult. For example, an open-plan office might create challenges for someone with auditory sensitivities, reducing their ability to focus or perform at their best.
The power of effective communication
Communication is a cornerstone of neuroinclusion. By prioritising clarity, consistency, and compassion, organisations can create an environment where neurodivergent employees feel understood, supported, and empowered.
Clarity
Clear communication ensures that everyone, regardless of neurotype, can engage fully. This includes:
- Sending agendas in advance of meetings
- Chunking information into smaller, manageable parts
- Using visual aids to support verbal explanations
- Providing assistive technologies
Consistency
Consistency builds trust and reliability. Neurodivergent employees often thrive in environments where expectations and processes are supported and made clear. Examples include:
- Assigning a buddy to new employees for ongoing support
- Standardising accommodations, like offering quiet spaces or noise-cancelling headphones
- Implementing policies to create sensory-friendly environments, such as discouraging strong smells in open-plan offices
Compassion
Compassionate communication acknowledges individual needs and ensures everyone feels valued. Tailored adjustments might include:
- Allowing regular breaks for employees who need to manage energy levels
- Providing specific ergonomic tools, like supportive chairs or coloured overlays
- Offering flexibility in how tasks are completed, enabling employees to work in ways that suit their strengths
Practical steps to build a neuroinclusive workplace
Neuroinclusion requires thoughtful, tailored adjustments that enable everyone to thrive, not just the neurodivergent.
Some practical steps include:
- Rethinking job design: Tailor roles to individual strengths rather than expecting everyone to fit into rigid job descriptions.
- Creating dedicated quiet spaces: Offer areas where employees can decompress or work in silence.
- Normalising accommodations: Provide tools like noise-cancelling headphones, visual aids, or flexible schedules to support productivity.
- Improving recruitment processes: Redesign interviews to focus on practical skills rather than sociability or traditional cues like eye contact.
- Fostering a supportive culture: Encourage open dialogue about neurodiversity to reduce stigma and build trust, ensuring employees feel safe to share their needs.
While supporting neurodivergent employees is both a legal and moral obligation – it’s a strategic advantage too. Through education, adjustments, and open dialogue, we can create workplaces where every mind is valued, and every employee can thrive.
If you need support on your journey to building a more neuroinclusive working environment, we’re here to help. Whether it’s developing culture change programmes, creating communication campaigns that drive inclusion, or ensuring your communications are accessible to all, we can provide the expertise you need. Talk to us today to start making a meaningful difference in your workplace.
Webinar: Empowering workforces to be neuroinclusive
The five ingredients for creative bravery
By Sally Pritchett
CEO
Making creative work stand out takes more than just fresh ideas. It requires confidence, collaboration, and a clear sense of purpose. To produce creatively brave communications there are often many obstacles in the way.
Here’s how to bring creative bravery into your work and overcome the challenges that can hold it back:
How to build creative bravery
Lay a strong foundation
Start with clear objectives. Have open conversations about goals, challenges, and expectations to set the stage for creative ideas that deliver impact. Add thorough research into your audience and market to ensure the work is both bold and informed.
Stretch within the boundaries
Push your creative thinking beyond the obvious while staying true to the brand and the brief. Look for “stretch zones” – areas where you can innovate without compromising the integrity of the message.
Make collaboration a priority
The best creative work thrives on trust and collaboration. Regular check-ins, shared feedback, and a clear, open process ensure alignment and build confidence in the creative journey.
Be authentic and inclusive
Authentic, inclusive storytelling ensures everyone feels seen and valued. By understanding diverse perspectives and experiences, you can create campaigns that reflect your audience and connect on a personal level.
Overcoming common challenges to creative bravery
However, even with the best intentions, obstacles often hold back bold ideas.
Here’s how to tackle the most common ones:
- Not seeing the value: Quality trumps quantity. Show the impact of fewer, more focused creative assets to gain buy-in.
- Budget constraints: Allocate budget strategically to maximize results rather than spreading resources too thinly.
- Fear of being called out: Work with experts within diversity, accessibility and inclusion, and test ideas with real audiences to build confidence.
- Unclear objectives: Collaboratively define goals and briefs to keep everyone on the same page.
- Fear of failure: Mitigate this by grounding creative decisions in solid research and fostering a culture of trust.
The five ingredients for stand-out creative
While there’s no one-size-fits-all approach to creativity, successful campaigns often include these key elements:
- A balance between bravery and risk.
- A strong foundation in insights and research.
- Identifying “stretch zones” for innovation.
- A collaborative culture built on trust.
- An understanding of inclusive communication
When all these ingredients come together, you create work that resonates – bold, thoughtful, and deeply connected to your audience.
Let’s create work that connects
Creative bravery isn’t about taking reckless risks; it’s about having the confidence to push boundaries with care, curiosity, and purpose. Ready to explore what’s possible? Let’s talk about how we can help you create communications that stand out and connect where it matters most.
2025 Workforce Trends Every Communicator Needs to Know
By Sally Pritchett
CEO
We’ve reviewed insights from leading organisations, including Great Place to Work, Top Employer, Make Work Better, Gallup, Mercer, and more. We’ve identified the six key trends shaping workplace culture, and how communicators can play a pivotal role in supporting these trends.
1. Changing workforce demographics
As the workforce spans more generations than ever, the growing generational gap could lead to intergenerational tensions.
How communicators can help:
Earlier in the year we explored the communications challenges that can cause friction between different generations. Check out our practical guides on unravelling ageism, improving collaboration between generations, shifts in language, channels and communications format and hear from experts on how the multigenerational workforce can be united.
2. Creating Neuroinclusive workplaces
With greater awareness of neurodiversity, organisations are recognising the value of different ways of thinking. To unlock this potential, workplaces need to become more neuroinclusive.
How communicators can help:
Explore how to create neuroinclusive work environments or sign up to this event on the 10 January with Autism Unlimited, to learn practical steps and strategies to foster a neuroinclusive workplace culture.
3. Adapting to evolving technology
While technology promises greater efficiency, it also risks overwhelming employees if not managed carefully. Adding new communication channels without retiring outdated ones can lead to digital overload.
How communicators can help:
Discover how to identify and address communication overload in your organisation. Read this article for practical fixes and insights into improving digital body language for more meaningful, productive interactions.
4. Focusing on sustainability and ESG
The climate crisis demands urgent action, and organisations need to actively engage employees in their sustainability and ESG efforts. There’s no room for “climate fatigue.”
How communicators can help:
In this research, we discovered how different generations talk about climate and sustainability so that we engage employees and create a culture of sustainability.
To carry on the conversation in 2025, join our Green Monday sessions to hear from sustainability and comms leaders on how they are engaging their communities.
5. Strengthening belonging and inclusion
Everyone deserves to feel safe, included, and free to be themselves at work. Accessibility plays a vital role in creating an inclusive environment where everyone can fully engage and contribute.
While progress in DEIB (Diversity, Equity, Inclusion, and Belonging) has accelerated, there’s still much work to do – especially as rising workplace loneliness highlights the gaps in creating truly connected and supportive cultures. Accessible communication can help to ensure no one is left out, fostering a sense of belonging that goes beyond physical and digital barriers.
How communicators can help:
For communications to be impactful and inclusive, they must also be accessible. Give everyone the same access to your comms with our practical advice on levelling up accessibility in your communications
6. Prioritising health & Wellbeing
Declining employee wellbeing continues to raise alarm bells – from burnout and mental health challenges to rising cancer rates and reduced physical activity.
How communicators can help:
Take the first step in building a culture of wellbeing. Read our guide for practical strategies, or explore how to support employees living with cancer.
As we approach 2025, fostering a workplace culture that is healthy, safe, and inclusive has never been more critical. If you’re looking for expert support to develop internal communications strategies that engage and empower your workforce, we’re here to help.
B Corp insights: Delivering and scaling impact
By Sally Pritchett
CEO
B Local Surrey is a network run by local B Corps, fostering a community of purpose-driven businesses and individuals committed to building a better world. It brings together certified B Corps and those aspiring to join the movement through networking and information-sharing events, empowering businesses to grow their impact.
At the newly B Corp-certified Denbies Wine Estate, this vibrant community gathered for an inspiring conversation on scaling up and doing business better. A quick show of hands revealed a diverse audience – seasoned B Corps, newly certified businesses, and those curious about joining the movement.
The keynote speakers, Anuradha Chugh, former CEO of Pukka and B Lab UK Board Member, and Douglas Lamont, CEO of Tony’s Chocolonely and former CEO of Innocent, shared powerful stories of leading purpose-driven brands.
Putting purpose at the heart of business
Anuradha spoke passionately about building a culture that sustains purpose through growth, challenges, and change. She likened it to being a farmer – constantly tending, listening, and nurturing the culture of the business to ensure values are deeply rooted. Her reflections on how purpose, culture, and courage intersect were a reminder that real solutions often emerge from within, empowering teams to lead the way.
Douglas took us on a journey into Tony’s Chocolonely’s mission to eradicate exploitation in the cocoa industry. He reminded us that being mission-first isn’t just a business strategy; it’s a way to drive systemic change. Through innovation, like sharing their open supply chain, Tony’s Chocolonely exemplifies how a purpose-led model can be both impactful and profitable.
Showcasing local B Corps
Members from of our Surrey B Corp community also shared their inspiring stories. Tad Ostrowski from Artington Legal explored the balance between time, cost, and quality, emphasising how aligning your values with how you spend your time can maximize your impact.
Kate Gibson of Gibson Games reflected on her family business’s 100-year legacy of creating joy and connection, sharing that consistent, everyday actions toward positive change are often what drives the greatest impact.
Dan Webber from Chimney Fire Coffee shared how they build equitable supply chains through long-term farmer partnerships. By staying true to the business’s founding mission of fairness and sustainability, they’ve maintained their values while growing the business.
Finally, Matthew Wood from Millwood addressed wellbeing in the construction industry, a field known for its challenges. He discussed how even small efforts – like trying to do just 1% more – can lead to significant and transformative changes.
Key insights for driving and scaling impact
Here are some standout takeaways from the event speakers on scaling impact effectively:
- Drive culture: A mission-led culture attracts top talent and motivates teams to achieve extraordinary results. It creates a positive cycle: purpose draws in exceptional people, who drive success and amplify impact, which in turn attracts even more talent. Culture is the foundation of impact.
- Collaborate for solutions: Form coalitions and explore partnerships, even with competitors, to address shared challenges. Movements like B Local Surrey demonstrate the power of collective effort and knowledge sharing.
- Aim to inspire others: Look for solutions that are clear, simple, and easy to replicate that can scale beyond your business or the B Corp movement. By empowering others to adopt your approach, you amplify your impact.
- Have patience: Change rarely follows a straight path – it ebbs and flows like the tide. With persistence and purpose, even small steps build momentum over time.
- Bring joy to your mission: People respond to connection and positivity, not lectures. Communicating your purpose in an engaging, relatable way encourages action and builds understanding.
- Sign the Better Business Act: Commit to driving change at a systemic level by supporting initiatives like the Better Business Act, which aims to ensure all businesses prioritise people and the planet alongside profit.
These are undeniably challenging economic and globally turbulent times, testing the resolve and potential of purpose-driven businesses. But staying transparent and honest – both with your team, customers, suppliers and wider community – is vital. Sometimes, protecting your mission may mean making tough decisions, like scaling back projects that don’t fully align with your impact goals. What matters is staying true to your values, making a difference where you can, and being upfront about the challenges along the way.
What’s next?
For more opportunities to connect and collaborate, join the B Local Surrey LinkedIn group. Plans are already underway for the next B Corp Month event in March.
And for another dose of inspiration, save the date for Green Monday on 20 January 2025, where we’ll transform Blue Monday into a day of sustainability and optimism. Packed with networking sessions and thought-provoking panels, this event is designed to inspire action. Find out more.
Big Difference: £20K pro bono support for fairer, healthier, happier workforces
By Sally Pritchett
CEO
As part of our mission to create fairer, healthier, and happier workplaces, we are excited to launch our new programme, Big Difference. In 2025, we will support one UK charity or not-for-profit by providing £20,000 worth of pro bono strategic, creative, and communications expertise to a successful applicant.
For more details, please see our entry criteria below and don’t miss this great opportunity to tap into expert support.
Entries are open now and close on 31st January 2025.
Programme details and application guidelines
We are seeking a UK-based not-for-profit organisation or charity to receive pro bono creative communications support.
Campaign Objective:
All applicants must have a campaign with one or more of the following objectives:
- Workplace Fairness: Promote equitable practices and eliminate discrimination within workplaces.
- Workplace Health: Improve employee wellbeing and mental health.
- Workplace Happiness: Foster positive work environments and employee satisfaction.
Eligibility:
- UK-Based not-for-profit: Applicants must be a registered charity or non-profit organisation operating within the United Kingdom. Open to both regional and national organisations (operating region does not need to be limited to the Surrey / South East base of Something Big).
- Campaign Focus: The proposed campaign must align with the stated objectives of workplace fairness, health, or happiness.
Campaign Scope:
The budget the campaign will be £20,000 plus VAT, and will sit within the following scope:
- Creative Strategy: Development of a comprehensive campaign strategy, with the objective of making workplaces fairer, healthier and/or happier.
- Design and Copywriting: Creation of all necessary design assets and written materials.
- Campaign Management: Oversight and execution of the campaign.
Timeline:
- Entry Period: December 2024 – 31 January 2025
- Winner Announcement: 28 February 2025
- Campaign Launch: March – September 2025
Terms and Conditions:
- Intellectual Property: Campaign intellectual property will remain with Something Big.
- Out of scope: No external costs including paid media placement, printed materials or skills out of the scope of the Something Big team are included.
- Awards Submissions: Something Big reserves the right to enter the campaign into relevant awards.
- Pro Bono Value: The maximum value of the pro bono work will not exceed £20,000+VAT.
- No Entry Fee: There is no cost to submit an application.
- Selection Process: Applicants will first be shortlisted based on the selection criteria outlined below. Those who meet the criteria will then be voted on by Something Big employees. After the vote, a final small shortlist will be created, and the selected applicants will proceed to the interview stage to determine the winning applicant.
Selection Criteria:
- Campaign Impact: The potential for the campaign to make a meaningful difference in improving workplace culture.
- Alignment with Objectives: The extent to which the campaign aligns with the stated objectives of workplace fairness, health, or happiness.
How to Apply: Complete entry form.
If you have any questions, get in touch.
Green Monday: a day of sustainability-focused events
By Sally Pritchett
CEO
Discover the full line-up of Green Monday events, designed to inspire action, share insights, and drive sustainability progress.
Green Monday – the 20 January – is our antidote to the so-called ‘most depressing day of the year’. Blue Monday might focus on the post-holidays slump but we’re flipping the narrative – transforming it into a series of inspiring events dedicated to sustainability.
With workshops, panel discussions, and networking opportunities, Green Monday is your chance to connect with like-minded professionals, share ideas, and gain practical tools to drive meaningful change.
Explore the full schedule below and join us in making a positive impact – for your business, your communities, and our planet.
NetWalk
Time: 8am-10am GMT, Mon 20 Jan 2025
Tannery Studios, Tannery Lane Send, Woking Surrey, GU23 7EF
Kick off Green Monday with a refreshing NetWalking session in the scenic Surrey countryside, connecting with sustainability professionals to share insights on 2024 progress, challenges, and ambitions for 2025.
Led by our CEO, Sally Pritchett, and Ali Fisher from Plans With Purpose, we’ll explore how communication drives sustainable progress before returning to the Something Big office for a warm drink and continued conversation. Rain or shine, boots or wellies are a must!
Breaking down the 3 big obstacles in business change – and how communications can help
Time: 11am-12pm GMT, Mon 20 Jan 2025
Online, Teams
Sustainability Speed Dating
Time: 1pm-2pm GMT, Mon 20 Jan 2025
Online
Being the driving force for change can feel isolating. As a sustainability manager, you’re navigating resistance, balancing pressures, and pushing for innovation – often solo.
This Green Monday, connect with others who share your passion. Join us for an energising virtual networking session to exchange experiences, share strategies, and build valuable connections.
A big thank you to our hosts Standing on Giants.
Bringing your community on the sustainability journey
Time: 2.30pm-4pm GMT, Mon 20 Jan 2025
Online, Teams
Creating clear and credible corporate reports
Time: 4.30pm-5pm GMT, Mon 20 Jan 2025
Online, Teams
How can we support employees living with cancer?
By Sally Pritchett
CEO
One in two people will face a cancer diagnosis in their lifetime. This means cancer is likely to impact us all at some point – whether we receive a diagnosis or know someone facing cancer.
In the UK alone, 890,000 working-age people are living with cancer, and around 700,000 are balancing work while caring for a loved one with the disease. However, half of those living with cancer are afraid to tell their employers and over a third feel isolated at work during their cancer journey.
At such a difficult time, people should feel supported by their employers and colleagues – not afraid to share their diagnosis and left feeling like they aren’t receiving the support and flexibility they need.
Joined by Lindsay Bridges, Global Head of HR at DHL Supply Chain and Anna Dunn, Associate at Working With Cancer, our CEO, Sally Pritchett, started an honest and insightful conversation about how we can better support employees living with cancer.
What common challenges do those living with cancer face in the workplace?
One of the biggest challenges around cancer is the misunderstanding it creates, both for the person facing it and their employer. Until someone experiences diagnosis and treatment, it’s hard to know what recovery will be like. Cancer recovery isn’t linear – everyone responds in their own way and with different emotions. Understanding this can help create a more supportive and empathetic environment for those going through diagnosis, treatment and recovery.
What can employers do to better support employees facing cancer?
Understand that everyone’s situation is different
Cancer recovery isn’t the same for everyone. People with similar diagnoses can still experience very different emotions, treatments and challenges. This makes having a standard ‘one-size-fits-all’ policy difficult.
While it’s important to have a workplace policy, employers should also guide colleagues on who they can talk to and what processes are in place, and provide flexibility to meet each individual’s needs. Offering a clear, open line of communication can help reduce stress and create a supportive environment during an already challenging time.
Give your managers clear guidance
Equip line managers with the tools and information they need to confidently support team members facing a cancer diagnosis. Clarify what support your company provides, let them know their role in supporting the employee (versus the responsibilities of HR) and provide helpful resources. This not only ensures employees receive the support they need, but also helps them feel less like a burden, knowing managers are prepared to offer the right support.
Consider creating a guide for managers or running training sessions to help line managers within your company feel more confident handling these sensitive situations.
Support employees with their return to work
After cancer treatment ends, many people face a new set of emotions – loss of identity, a lack of confidence and fear of recurrence. While they may want to return to normality, navigating these feelings can be tough, and added pressure from employers can make it harder. Compassion and open communication are key during the return-to-work period.
When discussing an employee’s return to work, it’s important to ask how they’re feeling and what feels right for them. Let them lead the conversation so they can be honest about what feels right for them. Just like treatment, the post-treatment phase is not the same for all. A phased return to work period of at least 12 weeks can help employees ease themselves back into work and rebuild their routine without feeling overworked or overwhelmed.
How can employees better support their colleagues who are facing cancer?
Give people control
When someone is facing cancer, they may feel a loss of control. Asking how they’d like to discuss their diagnosis and treatment – or if they want to talk about it at all – can help them regain some control by setting their own boundaries. It’s important to respect their wishes and follow their lead on how open they want to be.
This conversation should continue after treatment too, so you can continue supporting them in the right way for them. Asking simple questions like “How’s your health?” allows someone to choose how much they want to share and whether they want to discuss their cancer moving forward.
Treat your colleagues as you normally would
Cancer doesn’t define a person, and many may not want to be seen only through that lens. Treat your colleagues as you normally would, while being mindful of their needs and how they’ve said they’d like to talk about their cancer.
A quick call or message to check in can mean a lot, but remember – there’s more to their life than cancer. Keep conversations balanced, acknowledging their interests and experiences beyond their diagnosis, so they continue to feel recognised for who they are beyond their diagnosis.
Think about what you say
It’s normal to feel unsure about what to say to someone facing cancer. A simple acknowledgement, like ‘I don’t know what to say, I’m sorry,’ can be enough. Avoid making assumptions about their journey or suggesting treatments, as everyone’s experience is unique.
Let the language that they use guide you – some people may feel empowered by using language like ‘battling’ or ‘fighting’ cancer, while others might prefer to say they are ‘living with cancer’. Respect their chosen language and be sure to support them in a way that feels right for them.
Advice for colleagues and employers who want to better support those living with cancer
There are lots of amazing resources available to help you better support someone living and working with cancer. Charities like Macmillan offer online communities and advice specifically for those supporting a loved one, friend or colleague through their cancer journey. Organisations like Working With Cancer can help employers and employees, employers to manage cancer and work.
For employers, offering training about cancer recovery can help teams better understand what someone may be experiencing. This awareness helps them offer more compassionate and informed support, creating a more understanding, supportive and empathetic work environment for everyone involved.
If you want to make your workplace fairer, healthier and happier by better supporting your employees living with cancer, we can help. Get in touch to find out how we can help you educate your workforce and create a culture of care and support.
Tune in: Supporting employees living with cancer