We Are Allies

Case Studies

Case Study: Employee Lifecycle

Vicky Hodges

Head of Health and Wellbeing, Independent Assessment Services

I’ve recently been appointed the role of Head of Health and Wellbeing in IAS and I’m currently making the transition over the next few weeks from my Engagement Lead role. I have been an Engagement Lead for the past couple of years working in the South East region. The Engagement Lead role has evolved since it started in 2018. I absolutely thrive on the challenges that it brings and the opportunities that have come from it. I have been fortunate to be involved in so many different aspects of the business and this exposure has really opened my eyes to potential progression opportunities within IAS and the wider Atos

“If the people around us empower us, we become stronger, braver and in turn we will naturally want to give back more.”

When the Head of Health and Wellbeing role was advertised i didn’t necessarily know that I was looking for a new role but I knew that I had more to offer the business and when I read the job description I instantly knew that it was something that I wanted to find out more about. I was fortunate enough to have a week off of work at the time and I set about digging my teeth into anything Health and Wellbeing. The walls of my office became a Health and Wellbeing mind map! I spent all my spare time researching and I knew then that this was something that embodied everything that I’d been working towards as an Engagement Lead. I was excited about it and I got a positive feeling about it, the more I delved deeper, the more I realised what the possibilities were!

I knew that this role was right for me but of course, we all have those self-doubt demons that play havoc with our self-confidence. It was at this time that I reached out to my manager. We have always had a very open working relationship and we trust each other. She didn’t just give me encouragement and support, she genuinely seemed thrilled that I was considering applying for the role. To have her there, cheering me on really meant that I felt I had the backing to go for it. I knew that no matter what the outcome, she would be there for me. I will never forget when she said, “it will be a massive loss for me and the team if you are successful, but you can’t miss out on an opportunity like this and whatever the outcome, I’m here and I’ll support you every step of the way”.

Whenever we decide to take a step out of the comfort zone and challenge ourselves or put ourselves forward for something there is always a risk. But knowing that someone believes in you and wants you to succeed is an incredible feeling and in my case, taking the risk was worth it. You never know what will happen when you make the leap but if you really go for it and if you have the full support of people around you, anything is possible.

Being a manager who is a cheerleader for your staff is one of the most selfless things that you can do. Whatever I’ve done in my current job, my manager has always backed me. Even if she doesn’t think it’s a workable idea, she is still positive with feedback and encouragement. The impact that this has had on me as an employee is huge. In return, I am proud to work in her team. I know that it’s a two-way street. If the people around us empower us, we become stronger, braver and in turn we will naturally want to give back more and more.

Following on from my positive experience throughout this process, I would strongly recommend anyone who feels that they are ready to move on to do the groundwork first. Do your research into the role and ignite the fire inside you! Once you feel ready to go for it, find your ‘cheerleaders’. The people who will be honest with you. The people who will be the voice of encouragement and positivity when the imposter syndrome kicks in. The people who want you to succeed and will give you support and guidance in the right direction no matter what the outcome. Go for it!

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