Roedd adborth cyflogwyr a gweithwyr o’r peilot cyntaf wedi nodi manteision cael Hwylusydd Lles ar set gynhyrchu. Dangosodd:fod cael mynediad i Hwylusydd Lles yn dangos ymrwymiad cadarnhaol y cyflogwr i gefnogi llesiant ei weithlubod y gweithlu yn fwy hyderus yn codi problemau llesiant sy’n weddol hawdd eu datrys gan fod yr Hwylusydd Lles yn anhysbys;y gallai lleisio pryderon ynghylch ymddygiad gwael helpu i wella problemaubod tynnu sylw at bryderon sensitif mewn sgriptiau wedi helpu i roi gwybod i’r cast, criw a’r rheolwyr am bwyntiau sbardun posibl ar gyfer unigolionbod y gallu i drafod heriau personol yn gyfrinachol megis materion teuluol, profedigaeth, iechyd meddwl gwael, problemau ariannol, dim digon o waith etc a chael eich cyfeirio at gymorth priodol yn werthfawrbod angen hyfforddiant o ran iechyd meddwl a llesiant, materion rheoli a chydraddoldeb ac amrywiaeth ar gyflogwyr a’r gweithlu;Bod cyflogwyr wedi ceisio cyngor ar hygyrchedd ee ynghylch anabledd, crefydd etc.
Feedback from the first pilot by employers and workers identified the benefits of having a trained WBF on a production. It showed that:having access to a Wellbeing Facilitator (WBF) was seen as demonstrating the employer’s positive commitment to supporting the wellbeing of its workforcethe workforce was more confident in raising often relatively easy to resolve welfare issues via the anonymity of the WBFvoicing concerns around poor behaviour could help de-escalate issues.highlighting sensitive issues in scripts helped alert cast, crew and management to potential trigger points for individualsbeing able to discuss in confidence personal challenges such as family issues, bereavement, poor mental health, financial problems, not getting enough work etc. & being sign-posted to appropriate support was seen as invaluabletraining around mental health & wellbeing, management and equality and diversity needed by employers and the workforceemployers sought guidance on accessibility e.g. around disability, religion etc.