11 top workplace stressors

According to a recent survey by CareerCast, deadlines are the top workplace stressor for employees. Read this blog post for more of the top workplace stressors.


With workplace stress leading to lower productivity and increased turnover, an important tool in an employer’s pocket is a working knowledge of what workplace stressors exist and how to help workers manage them. A new survey from CareerCast, a job search portal, finds these following 11 factors represent the most common stressors in any given profession.

The CareerCast Job Stress survey had 1,071 respondents who selected the most stressful part of their job from one of the 11 stress factors used to compile CareerCast’s most and least stressful jobs report.

11. Environmental conditions

2% of respondents say this is a leading contributor to workplace stress.

10. Travel

3% of respondents say this is a leading contributor to workplace stress.

9. Meeting the public

4% of respondents say this is a leading contributor to workplace stress.

8. Hazards encountered

5% of respondents say this is a leading contributor to workplace stress.

7. Life at risk

7% of respondents say this is a leading contributor to workplace stress.

6. Growth potential

7% of respondents say this is a leading contributor to workplace stress.

5. Working in the public eye

8% of respondents say this is a leading contributor to workplace stress.

4. Physical Demands

8% of respondents say this is a leading contributor to workplace stress.

3. Competitiveness

10% of respondents say this is a leading contributor to workplace stress.

2. Life of another at risk

17% of respondents say this is a leading contributor to workplace stress.

1. Deadlines

30% of respondents say this is a leading contributor to workplace stress.

For the full CareerCast report, click here.

SOURCE: Otto, N. (5 May 2017) "11 top workplace stressors" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/slideshow/11-top-workplace-stressors?tag=00000151-16d0-def7-a1db-97f03af00000


4 trends in employee wellness programs for 2019

Employee wellness programs will be impacted by intelligent personalization, social recognition, virtual wellness and smarter analytics, according to a white paper by MediKeeper. Read on to learn more.


Employee wellness programs will likely be transformed in the coming year by intelligent personalization, social recognition, virtual wellness and smarter analytics, according to MediKeeper’s white paper, “Four Emerging Employee Wellness Trends for 2019.”

“Embracing change and knowing what organizations need to keep driving wellness offerings forward in the next few years will help them lay the groundwork for building stronger employee wellness programs and increasing employee engagement,” says MediKeeper’s CEO David Ashworth. “With health care costs on the rise, companies that pay attention to these key trends will have the greatest success investing in their employees’ overall well-being.”

Intelligent Personalization

Intelligent personalization allows companies to make more informed decisions based on understanding risks and their causes and identifying what is driving present and future cost, according to the white paper.

“Every person is different, so it only makes sense that everyone’s wellness portal experience should also be different — this includes personalization, targeted messages and offerings.,” the authors write. “Adding business intelligence/data mining capabilities delivers the ability to take data captured within the portal, manipulate it, segment it and merge with other sets of data to perform complex associations all within each population groups’ administration portal will be the key to truly managing the population’s health.”

Social Recognition

In the coming year, workplace wellness programs will also implement a multitude of ways to include social recognition that fosters a team-oriented atmosphere intended to encourage people to perform to the best of their abilities, according to the white paper.

“Through social recognition, which can include posting, sharing, commenting and other virtual interactions, employees can help motivate each other to reach their goals,” the authors write. “These interactions foster both a competitive and team-oriented atmosphere that encourages people to perform to the best of their abilities.”

In addition to support from coworkers, managers can also promote their employees’ achievements by offering praise in an online public forum or even further boost morale by handing out incentive points that can be redeemed for tangible rewards.

Virtual Wellness Programming

In 2019, the importance of offering virtual wellness programming will grow as more employees work remotely or set flexible hours, according to the white paper.

“Since employees may work variable hours or work in several locations around the world, it simply doesn’t make sense to solely rely on lunchtime health seminars that may not be accessible to much of the workforce,” the authors write. “Instead of providing physical classes, consider hosting virtual programs that can be viewed at any time or any place. By making your wellness program available online, you’re able to reach a broader audience and make more of an impact within the entire working population.”

Smarter Analytics

Smarter analytics will also be at the forefront in 2019, according to the white paper.

“Now you can generate reports targeted specifically to the information that you are seeking, as well as layering various reports including biometrics, incentives, health risk assessments and challenges, to see what is working and what is not,” the authors write. “You can use these results to inform and better customize the intelligent personalization side of your wellness program. You’ll also be able to send messages from the reports, making them actionable instead of just informative.”

As employers continue to evaluate the effectiveness of their wellness programs, they should keep these four emerging trends in mind in order to ensure that their business is providing all the tools necessary to keep their employees both happy and healthy, according to the white paper.

“Remember that just because you’ve seen success in the past, you can’t just sit back and relax now,” the authors write. “Continual advances in wellness technology mean that you need to stay on top of the trends and adjust frequently in order to remain relevant in an increasingly competitive workplace environment.”

SOURCE: Kuehner-Hebert, K. (28 November 2018) "4 trends in employee wellness programs for 2019" (Web Blog Post). Retrieved from https://www.benefitspro.com/2018/11/28/4-trends-in-employee-wellness-programs-for-2019/


Peer Support Strengthens Mental Health Offerings

Are you considering providing workplace peer-support programs to your employees? Peer-support programs serve as an outreach for employees who are struggling with mental and emotional health problems. Read on to learn more.


In workplace peer-support programs, employees are encouraged to talk to their co-workers before personal issues cascade out of control.

In peer support, employees who have experienced mental and emotional health challenges and learned to manage them help co-workers who are facing similar issues. It isn't meant to replace professional therapy but instead serves as an outreach to those who are struggling. Peers let their co-workers know they're not alone in dealing with mental and emotional health problems and encourage them to take advantage of counseling through an employee assistance program (EAP). Peers also provide ongoing support as employees work to resolve addiction, depression and other issues.

That's good for employees and good for the company, said Mike Weiner, EAP director for global consultancy EY, where peer counseling has proved successful. "It means people are more comfortable getting the care they perhaps had been uncomfortable reaching out for previously."

Two years ago, when the company introduced the peer-support program, it hoped for "a boost in people calling the employee assistance program to get support, and that's exactly what has happened," Weiner said.

EY is not alone. Other companies are creating peer-support systems for their workers.

"We have increased our EAP utilization and have decreased our sick leave, both short and long-term, related to mental health cases," said Lyne Wilson, assistant vice president for talent management at Nav Canada, a not-for-profit corporation that runs Canada's civil air navigation system. "There are employees who are at work today who [otherwise] would have gone out on sick leave, and we were able to prevent that."

Another Source of Support

Stéphane Grenier had served in the Canadian army for 29 years and was dealing with post-traumatic stress disorder and depression when a colleague's offer to talk opened the floodgates of inspiration. Grenier is the founder of Ottawa, Ontario-based consultancy Mental Health Innovations (MHI) and a past member of the Mental Health Commission of Canada.

Peer support at the worksite can help with issues that are no less debilitating just because they're common. "When you are getting a divorce, you are struggling emotionally. That is a mental health challenge," Grenier said.

As helpful as peer support can be, however, it should be considered part of an overall mental health benefits package that includes clinical expertise, he pointed out.

In the past two decades, large employers in the United States and Canada have "availed themselves of good employee assistance programs," Grenier said. Peer support "fast-tracks employees into the hands of care providers when they need it to ensure they get the best support available."

The problem is, he added, "people do not recover in their clinicians' office." In addition to health care and counseling with a professional therapist, "the third leg is to actually support people through the recovery process."

Nav Canada, an MHI client, launched a peer-support program called Light the Way in 2012. EY began its program, originally called r u ok?, in 2016. Other organizations contemplating peer support might look to these employers and their programs for best practices.

A Wider Scope

About a year ago, EY expanded its peer-support program beyond addiction and clinically designated mental illness (such as depression and anxiety) to cover emotional challenges, and it rebranded the program as We Care, Weiner said.

"We saw the rebranding as an opportunity to broaden the scope, and so we talk about issues like sleep, relationships and challenges that come up in the workplace," Weiner said the effort led to a 45 percent increase in calls to the EAP.

"That's a good thing," he said. "It doesn't mean there are more issues; it means people are more comfortable getting care."

Employers can customize the peer-support approach to fit their culture. In Nav Canada's case, trained employees who have gone through similar challenges provide support either in person or through a variety of communication technologies, Wilson said. The Nav Canada intranet includes contact and biographical information on each of the company's peer supporters.

"The description of their experience is written in their own words―whether they went through a marriage breakdown, child custody issues or whatever they dealt with," Wilson noted. "They struggled through that period of time, but they made it through and things are better for them."

Someone going through something similar can text or e-mail a supporter or, if they are in the same building, "just talk over coffee, and the peer supporter may just listen or may refer them to the EAP or a clinical professional, depending on the situation," Wilson explained.

At EY, employees companywide are trained to recognize when a colleague might be dealing with an emotional or mental health issue, and they are encouraged to act, such as by telling the colleague how the EAP can help, Weiner said.

He recognized that some might regard such action as "intrusive" and emphasized that peer supporters are instructed to be respectful.

Nav Canada convenes its 50 peer-support volunteers, divided into seven regions nationwide, at its Cornwall, Ontario, training center for a couple days every year to teach effective ways to reach out to colleagues and what is and isn't appropriate.

Worth the Cost

Annual costs for a company of 2,000 to contract with MHI to launch a peer-support program amounts to "a middle manager's salary," Grenier said.

Calculating whether a peer-support program is worth the cost is not an easy dollars-and-cents equation, however.

"I know [return on investment] comes up," Weiner said. "What's most important to me is that people are using the services. If people are getting help through the employee assistance program, that means they are getting help proactively before there is a very serious issue."

"You don't know what you're preventing," Wilson said. "It is an investment in creating a healthy [and] an engaged workforce."

"Anyone can implement this kind of program," Weiner added. "This is all on a voluntary basis; employees do this because they want to. The size of the program may be smaller at a smaller company, but anyone can do it."

SOURCE: Goth, G. (29 November 2018) "Peer Support Strengthens Mental Health Offerings" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/peer-support-strengthens-mental-health-offerings.aspx/


How to make on-demand fitness work for wellness

Does your business offer on-demand, virtual fitness to their employees? This new technology is making it easier for people to engage in physical activity. Continue reading to learn more.


The way we work out is changing. Technology makes it possible to watch movies, order meals, even rent bikes on our own terms, and people increasingly expect their fitness options to be just as easy. Enter on-demand, virtual fitness.

The demand for virtual fitness is booming. In the United States alone, the virtual fitness market is expected to reach $2.6 billion by 2022. Whether people are too intimidated to go to the gym, have difficulty finding time in their schedules to attend a class, or have difficulty finding classes that fit their needs — virtual fitness makes it easy for them to engage over time.

As a result, more employers are realizing the value of investing in employee health and the benefits of keeping employees physically active. Lack of physical activity contributes to numerous health risks, which can lead to increased healthcare costs and lost productivity. Physical activity has also been found to have a positive impact on mental health and well-being. For example, it’s been estimated that employees who are in poor health are twice as likely as their healthier coworkers to be disengaged from work.

On-demand, virtual fitness is an option that can be more affordable than establishing an on-site gym, and with 35% of employees working remotely, on-demand fitness allows employers to offer the workouts to more employees.

As would-be fitness fanatics increasingly turn to apps to help tone their abs, what should employers know to ensure success? Here are a few strategies.

1. Make it personal. It’s a simple concept: People will be more likely to exercise if they find a workout that appeals to them. The best on-demand options offer classes for a wide range of interests — from cycling to yoga to kickboxing, to mom-and-baby fitness or simple stretching.

2. Make it flexible. People come in all shapes, sizes, and fitness levels. Make sure classes work even if your employees aren’t super fit. Even better, look for something that offers users a natural progression from wherever they start to higher levels of fitness.

3. Make it accessible. The whole point of virtual fitness is that people can take part anytime and anywhere. Look for programming that makes classes available online from a desktop or laptop computer and on both Android and iOS-based smartphones or tablets. This allows employers to make fitness available during lunchtime in the break room, while also giving employees access to short exercises they can do during a break at their desks or even on the road.

4. Make it trackable. Virtual fitness programming can be integrated into your benefits portal to allow for tracking of wellness incentive points. This encourages employees to track their progress and to create a virtual community that encourages the success of all its members.

Today’s workforce is tech-savvy, and that dynamic is only going to become more prevalent. Using mobile devices or apps to give employees what they need to balance life and work will continue to be a smart move for employers.

SOURCE: Von Bank, J. (30 November 2018)  "How to make on-demand fitness work for wellness" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/opinion/tips-to-make-on-demand-fitness-work-for-your-wellness-program?brief=00000152-146e-d1cc-a5fa-7cff8fee0000


How To Stay Sane During The Holidays

Do the holidays cause your stress levels to rise? The holiday season can be the most stressful time of the year for many people. Read on for tips on remaining balanced, healthy and happy during the holidays.


The holiday season can often be the most stressful time of the year. It's often when we gather with our family, sit through a performance review with our boss, and plan for the new year. One cannot help but feel a mix of joy and anxiety as they approach this time. If you're feeling the pressure of the next few weeks, you're not alone!

As fitness and wellness expert Carrie Dorr says, "When it comes to being healthy, few of us realize that mental well-being is key to holistic health and remaining balanced in busy times. Our social calendars can take a toll on our mental and physical health." As the founder of Life Smart, Carrie is a go-to online wellness guide dedicated to providing women with the tools they need to enhance their holistic health through fitness, nutrition, and mental care.

She shares her best tips for remaining balanced, healthy and happy during the holidays:

Fitness

Even a 5 or 10-minute workout can significantly improve your overall well-being both physically and mentally. As Carrie explains, "Exercise makes your body stronger and also stimulates the production of endorphins which combat stress."

If your schedule doesn't allow for workout classes or gym sessions, at the very least, make time to breathe and stretch—every day. "Breathing relaxes our nervous system and helps to lower both heart rate and blood pressure. Flexibility and range of motion are key to posture, dexterity, and vitality!" Carrie says. She recommends doing both together daily.

Last but not least, don't forget to put together a workout playlist. Music is a powerful motivator and can have an amazing impact on your exercise. From Carrie's experience, matching the song to the pace of your workout helps optimize it. Higher beats per minute (BPMs) for faster exercise like cardio and lower BPMs for slower exercise like strength training and yoga. Check out Carrie's playlist for this month here.

Nutrition

Snack well and often to keep your metabolism humming and to avoid binging. Keeping nutrient-dense snacks on-hand, such as nuts, is a good way to build the habit. Be sure to drink plenty of water throughout the day. Keep a bottle on your desk for a visual reminder.

"With cold and flu season, increased travel and exposure around more people over the holidays," Carrie says, "it’s important to eat foods that help boost your immune system so you can prepare for the cold and flu season ahead." Some examples include fruits and vegetables (they pack a serious antioxidant and fuel your body with the essential vitamins and minerals), bone broth (an amazing tonic that helps repair the gut lining and reduce inflammation) and meals seasoned with ginger, turmeric, onions or garlic (they are well-known fighters of infection, bugs and bacteria).

Another key aspect of your nutrition is your sugar intake. As refined sugar tends to alter your immune system for hours after consumption, it makes you more vulnerable to germs. Replace high-sugar treats such as soda, candy bars and cupcakes with slices of apples, pear or a cup of blueberries. If you're really craving one of those sweets, Carrie recommends trying out healthy cookie recipes here.

Mental health

Anticipating losing sleep? Do not let that happen! It's essential for your body to repair itself and while most of us love to do it, there are times when insomnia will creep in. To reduce the anxiety and pressure around sleep, Carrie finds it helpful to maintain an evening practice that sets the stage for a relaxing night. Write down five wins (big or small) of the day before bed in a journal. What's a better way to enhance your mood?

Surprisingly, another way to feel good about yourself is to put your time and energy in service to others. Do something kind for another person without expectations. "Kindness can shift you out of your own singular perspective, where it’s easy to be consumed by personal obligations and problems, into a place where you remember that we are all in this together!" Carrie Says. There are so many simple ways to do this on an ongoing basis and even more opportunities around the holidays. Among other things, you can adopt a family for gift-giving, help feed the homeless in your community or visit the elderly at a local senior center and sing with them.

Most importantly, during the holidays, be sure to have FUN! If you are feeling overwhelmed by the season, shift your focus to the memories that await you. Plan out some seasonal things to do: go see a local play, bake cookies, play holiday songs on the piano, or be goofy with friends in public and laugh. A little laughter goes a long way.

SOURCE: Joseph, S. (2 December 2018) "How To Stay Sane During The Holidays" (Web Blog Post). Retrieved from https://www.forbes.com/sites/shelcyvjoseph/2018/12/02/how-to-stay-sane-during-the-holidays/#596473932750


Viewpoint: Why Respect, Dignity and Kindness Are Foundational Workplace Principles

Corporate leadership shouldn't wait for disruptive incidents to occur before they focus on the state of their workplace environment. Read this blog post to learn more.


SHRM has partnered with Security Management magazine to bring you relevant articles on key HR topics and strategies. 

This is the #MeToo era. The great wave of public accusations involving inappropriate conduct such as sexual harassment between managers, employees and co-workers has washed over U.S. workplaces, unsettling everything in its wake.

But sexual harassment is not the only conduct that can help turn a working environment hostile. Given this, employers who take action now to help establish and solidify a welcoming and hostility-free work environment will be better positioned for the future. Such actions can come in many forms, ranging from zero-tolerance anti-harassment policies and violence prevention training to diversity task forces and team-building exercises.

While they vary, these actions all benefit from a proactive approach. Opposing views and opinions are inevitable among a diverse workforce, but leaders of organizations should not wait until disruptive incidents break out before focusing on the state of the workplace environment. Instead, they can start immediately.

Respect and Dignity

Human resources is a team sport. No one HR manager, no matter how talented or knowledgeable, can completely shoulder the burden of protecting his or her firm from employee issues and litigation. A cohesive HR team, on the other hand, is positioned to tackle anything thrown its way. But when one gear gets out of whack, the whole team is affected and compromised.

Take, for example, how an entire company can be impacted by one disruptive manager. Sam's team was led by a small group of managers who worked well together; they collaborated to achieve goals and boost one another to success. However, a new manager, Chris, was brought on.

Chris had a markedly different type of attitude and leadership style. Chris was demanding and sometimes even yelled at employees in public. He occasionally disparaged another manager's directions to team members and would even threaten a firing in an attempt to improve performance.

A few months after this leadership transition, some employees began to leave Sam's team by choice. But those are not the only changes triggered by the new manager. Some of Sam's team members absorbed the negative qualities Chris exhibited, including degrading public chastisements, gossiping and expressing increased agitation in the office. Chris' overwhelming negativity threw a wrench into a once strong team and threatened to break it down into an unproductive group of individuals.

Before Chris took over, Sam's team members respected one another and successfully accomplished goals. Chris' harsh leadership eroded the members' respect and kindness, causing productivity to decrease and spirits to drop.

How can HR help make sure this type of situation is addressed and avoided? When building a team, it is important to establish respect, dignity and kindness as foundational principles. This will very likely increase productivity and reduce the risk of violent workplace behaviors. When employees feel respected and treated with dignity, they are more likely to treat co-workers and customers the same way. This creates a positive culture within the organization.

To facilitate this, HR should go beyond simply asking employees to be civil and respect one another. They should also explain how to do so, and demonstrate what civility means to the organization by providing examples of positive interactions.

Support the Company's Culture

During my time as a line manager, there were key opportunities for me to support the company culture. All managers can take advantage of the same opportunities, if their organizations are willing to provide them.

For example, orientation sessions are an opportunity for HR leaders to introduce themselves, their department and the values of the organization to those who are being onboarded. Time can be devoted to explaining appropriate workplace behavior through the use of scenario-based situations.

In addition, department team meetings offer opportunities for HR professionals to join in to discuss relevant issues and provide training through small group discussion or case study review. Team members can assess a situation and provide feedback on how it should have been appropriately handled. Using both positive and negative behaviors as examples will help employees understand the difference.

Open houses are another possible venue for educating discussions. HR may arrange with company leaders to have a time where employees stop by, ask questions and participate in discussions that help them understand their role as part of the larger effort to maintain a healthy, inclusive workplace.

Finally, it is important to remember that HR staff should help line managers serve as role models of appropriate behavior. If they are behaving badly by being rude, disrespectful or uncivil, how can HR expect them to help the organization promote a culture that values everyone?

In the end, HR cannot assume that people managers understand what is and is not appropriate. Setting expectations from the start, and clearly demonstrating how to positively act and show respect to co-workers is an effective way for HR to set the right tone—and a more active and effective approach than simply hoping for the best. This will have a ripple effect throughout the workforce, and it will help prevent future breaches of conduct from triggering a domino effect of disrespect, such as the one caused by Chris' behavior.

This article is adapted from Security Management magazine with permission from ASIS © 2018. All rights reserved.

SOURCE: Solon, R. (28 November 2018) "Viewpoint: Why Respect, Dignity and Kindness Are Foundational Workplace Principles" (Web Blog Post). Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/employee-relations/Pages/Viewpoint-Why-Respect-Dignity-and-Kindness-Are-Foundational-Workplace-Principles.aspx


Counting sleep: New benefit encourages employees to track their shut-eye

Are your employees getting enough sleep? According to the CDC, about one-third of U.S. adults reported getting less than the recommended amount of rest. Read this blog post to learn more.


It’s one of employers’ recurring nightmares: Employees aren’t getting enough sleep — and it’s having a big impact on business.

Roughly one-third of U.S. adults report that they get less than the recommended amount of rest, which is tied to chronic health issues including Type 2 diabetes, heart disease, obesity and depression, the Centers for Disease Control reports.

That lack of sleep is also costing businesses approximately $411 billion a year in lost productivity, according to figures from global policy think tank RAND Corporation.

But one company thinks it has a solution to the problem: A new employee benefit that helps workers track, monitor and improve sleep.

Welltrinsic Sleep Network, a subsidiary of the American Academy of Sleep Medicine, this month launched an online sleep wellness program to help workers get more out of their eight hours of shuteye. Employees use the online tool to create a sleep diary, which tracks the quantity and quality of rest, says Dr. Lawrence Epstein, president and CEO of Welltrinsic. Employees manually log their time or upload data from a fitness tracker, like a Fitbit, to the platform.

Employers can offer the program as a benefit to complement broader wellness initiatives. The program allows companies to track how often an employee uses the platform and offer incentives like days off or reduced health insurance premiums if they are consistent, Epstein says. Welltrinsic charges an implementation fee to set up a company’s account, plus a per-user fee determined by the number of participants.

“Sleep affects a lot of aspects of how people feel about their work and their productivity,” Epstein says. “If you can help improve their health and morale, it will help with retaining staff.”

Epstein says lethargic workers are more likely to miss work or not be productive when they are in the office. But there are actionable ways employees can improve the quality of their rest, he adds.

Welltrinsic’s program gives employees a comprehensive review of their sleep. Then employees set a sleep goal — the goal can be as simple as getting to bed at a particular time or improving sleep quality. After employees have logged their data, Welltrinsic provides them with custom tips for improving sleep, which may include reducing light exposure or increasing mindfulness and relaxation.

Still, sometimes an employee may have a more serious issue, Epstein says. If numerous efforts to improve a nighttime ritual have fallen short, an employee may need to be examined for a sleep disorder, he explains. To that end, the program also offers sleep disorder screening tools. If it appears an individual is at risk for a disorder, Welltrinsic provides workers with a list of specialists who can help.

“If we feel they are at risk for a sleep disorder, we can direct them to somebody close to them who will be able to address their problem,” Epstein adds.

The American Academy of Sleep Medicine is providing Welltrinsic’s sleep program as a benefit to its own roughly 60 workers. Meanwhile, Epstein says Welltrinsic recently engaged in a beta test of the program with multiple employers but did provide additional names.

“It’s a way that they can help motivate their employees to improve their own health,” he says.

Epstein doesn’t think that employees are aware that they aren’t getting enough sleep — ­and demanding work schedules aren’t helping. He’s hoping the program will help people realize that sometimes they need to turn off their email and take a rest.

“We are built to spend about a third of our lives sleeping, and there are consequences for not doing that,” he says. “Hopefully this helps get that message and information out to people.”

SOURCE: Hroncich, C. (20 November 2018) "Counting sleep: New benefit encourages employees to track their shut-eye" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/news/counting-sleep-new-benefit-encourages-employees-to-track-their-shut-eye?brief=00000152-1443-d1cc-a5fa-7cfba3c60000


Poor employee health costs employers half trillion dollars a year

According to a recent report from the Integrated Benefits Institute, poor employee health costs employers half a trillion dollars each year and almost 1.4 billion in missed work days. Read on to learn more.


Poor employee health is costing employers in a big way — to the tune of half a trillion dollars and nearly 1.4 billion days of missed work each year.

That’s according to a new report from the Integrated Benefits Institute, which finds that employees miss around 893 million days a year from illness and chronic conditions, and another 527 million days because of impaired performance due to those illnesses. Those days add up to $530 billion in lost productivity.

“To put this in further context, the cost of poor health to employers is greater than the combined revenues of Apple, Amazon, Microsoft, Netflix, eBay and Adobe,” says Thomas Parry, president of Integrated Benefits Institute, an independent nonprofit that serves more than 1,250 employers including Amazon, Kroger, McDonald’s and Walmart.

The $530 billion price tag is on top of what employers already spend on healthcare benefits. Employers pay $880 billion in healthcare benefits for their employees and dependents, which means that poor health costs amount to “60 cents for every dollar employers spend on healthcare benefits,” according to the study.

“There’s not a CEO or CFO that can placidly accept their business expending the equivalent of almost two-thirds of their healthcare dollars on lost productivity,” Perry says. “Illness costs this country hundreds of billions of dollars, and we can no longer afford to ignore the health of our workforce.”

Employers invest in healthcare benefits to maintain a productive workforce. But this new study suggests that more needs to be done to keep employees healthy, or strategies need to be put in place to lower spending. Or both.

“It’s critical that employers understand how strategies for managing healthcare spend — such as cost- shifting to employees or ensuring better access and more cost-effective care — can impact the kinds of conditions that drive illness-related lost productivity,” says Brian Gifford, director of research and analytics at IBI.

The study broke down the estimated costs of poor health into several categories:

Wage and benefits (incidental absence due to illness, workers’ compensation and federal family and medical leave): $178 billion.

Impaired performance (attributed to chronic health conditions): $198 billion.

Medical and pharmacy (workers’ compensation, employee group health medical treatments, employee group health pharmacy treatments): $48 billion.

Workers’ compensation other costs (absence due to illness, reduced performance): $25 billion.

Opportunity costs of absence (missed revenues, costs of hiring substitutes, overtime): $82 billion.

For its study, IBI used 2017 data from the U.S. Bureau of Labor Statistics as well as its own benchmarking data from 66,000 U.S. employers.

SOURCE: Paget, S. (20 November 2018) "Poor employee health costs employers half trillion dollars a year" (Web Blog Post). Retrieved from https://www.benefitnews.com/news/poor-employee-health-costs-employers-half-trillion-dollars-a-year?brief=00000152-14a7-d1cc-a5fa-7cffccf00000


Coping with stress: Workplace tips

Are you effectively coping with workplace stress? The workplace is a common source of stress. Read this blog post for tips on how to cope with stress.


The workplace is a likely source of stress, but you're not powerless to the effects of stress at work. Effectively coping with job stress can benefit both your professional and personal life. Here's help taking charge.

Identify your stress triggers

Your personality, experiences and other unique characteristics all influence the way you respond to and cope with stress. Situations and events that are distressing for your colleagues might not bother you in the least. Or you might be particularly sensitive to certain stressors that don't seem to bother other people.

To begin coping with stress at work, identify your stress triggers.

For a week or two, record the situations, events and people who cause you to have a negative physical, mental or emotional response. Include a brief description of each situation, answering questions such as:

  • Where were you?
  • Who was involved?
  • What was your reaction?
  • How did you feel?

Then evaluate your stress inventory. You might find obvious causes of stress, such as the threat of losing your job or obstacles with a particular project. You might also notice subtle but persistent causes of stress, such as a long commute or an uncomfortable workspace.

Tackle your stress triggers

Once you've identified your stress triggers, consider each situation or event and look for ways to resolve it.

Suppose, for instance, that you're behind at work because you leave early to pick up your son from school. You might check with other parents or neighbors about an after-school carpool. Or you might begin work earlier, shorten your lunch hour or take work home to catch up in the evening.

Often, the best way to cope with stress is to find a way to change the circumstances that are causing it.

Sharpen your time management skills

In addition to addressing specific stress triggers, it's often helpful to improve time management skills — especially if you tend to feel overwhelmed or under pressure at work. For example:

  • Set realistic goals. Work with colleagues and leaders to set realistic expectations and deadlines. Set regular progress reviews and adjust your goals as needed.
  • Make a priority list. Prepare a list of tasks and rank them in order of priority. Throughout the day, scan your master list and work on tasks in priority order.
  • Protect your time. For an especially important or difficult project, block time to work on it without interruption. Also, break large projects into smaller steps.

Keep perspective

When your job is stressful, it can feel as if it's taking over your life. To maintain perspective:

  • Get other points of view. Talk with trusted colleagues or friends about the issues you're facing at work. They might be able to provide insights or offer suggestions for coping. Sometimes simply talking about a stressor can be a relief.
  • Take a break. Make the most of workday breaks. Even a few minutes of personal time during a busy workday can be refreshing. Similarly, take time off when you can, whether it's a two-week vacation or an occasional long weekend. Also try to take breaks from thinking about work, such as not checking your email at home in the evening or choosing times to turn off your cell phone at home.
  • Have an outlet. To prevent burnout, set aside time for activities you enjoy — such as reading, socializing or pursuing a hobby.
  • Take care of yourself. Be vigilant about taking care of your health. Include physical activity in your daily routine, get plenty of sleep and eat a healthy diet.

Know when to seek help

If none of these steps relieves your feelings of job stress or burnout, consult a mental health provider — either on your own or through an employee assistance program offered by your employer. Through counseling, you can learn effective ways to handle job stress.

SOURCE: The Mayo Clinic Staff (16 May 2016) "Coping with stress: Workplace tips" (Web Blog Post). Retrieved from https://www.mayoclinic.org/healthy-lifestyle/stress-management/in-depth/coping-with-stress/art-20048369


Changing the conversation on mental health

Canadian employer, Bell, has helped fund the National Standard for Psychological Health and Safety in efforts to provide voluntary guidelines, tools and resources for employers to utilize. Continue reading to learn more.


NEW ORLEANS — With no existing standard for how to deal with mental health issues from a workplace perspective, one Canadian employer aimed to tackle the stigma around discussing mental illness, using steps that U.S. employers can follow.

Bell, the telecom giant headquartered in Montreal, has helped change the landscape for mental health in Canada by creating a set of guidelines employers can use as they put in place policies that encourage conversations around mental health.

“When we first went on our journey to establish workplace best practices, we couldn’t find any established guidelines,” Monika Mielnik, senior consultant, human resources, workplace health at Bell, said last week at the Benefits Forum & Expo, hosted by Employee Benefit News and Employee Benefit Adviser.

So the company helped fund the National Standard for Psychological Health and Safety to provide a voluntary set of guidelines, tools and resources employers can use.

There are 13 psychological factors within the guide, ranging from workload management and organizational culture to engagement, recognition and reward, which Mielnik says is “low-hanging fruit” for employers looking for a place to start.

Mielnik offers five steps for employers looking to build a successful program that promotes psychological health in the workplace: Commitment and awareness, support services, mental health training, return to work and accommodation processes, and the ability to measure progress.

Before starting out, Mielnik added, “it’s important to engage individuals across the organization to establish successful mental health initiatives.” Getting executive support and sponsorship, a dedicated mental health leader, and cross-functional involvement are also key.

And while commitment is important, awareness is equally necessary, she added. Bell has three annual campaigns with events aimed at engaging and educating employees across the country to address stigma and create a supportive and inclusive environment: Bell Let’s Talk (January), Mental Health Week (May) and Mental Illness Awareness Week (October).

“Understanding there is stigma and taboo around mental health, we want to make sure our employees are educated and aware of the impact it can have on them, their spouses, and others,” she said.

Bell partnered with digital wellness platform LifeSpeak in 2013 to provide employees with around-the-clock access to tools and assistance programs. In addition, Bell created a dedicated intranet page to provide weekly articles and an on-demand video library.

Bell employees access LifeSpeak 97% of the calendar days, said panelist Danny Weill, VP of partnerships at LifeSpeak. “This has become part of their culture. I like how Bell walks the walk. They do all this amazing stuff in the community, and then they do this stuff in the workplace, which is ultimately good,” he said.

In addition to access, mental health training is a huge part of the culture at Bell.

All employees are required to complete the building blocks to positive mental health training – which includes six interactive modules to help improve and maintain their own mental health.

Further, workplace mental health leadership is mandatory for all leaders within the organization. “This training equips leaders with a better understanding of mental health and [helps them to] be better equipped to have a conversation with employees,” she said. “That has been very key for us.” More than 10,000 leaders have been trained to date.

Part of leadership training includes return-to-work processes, as well as accommodation programs, she noted.

Measuring progress within the organization is an important final component of her five-step plan.

“When we took on this cause in 2010, we did it to make a lasting and significant impact,” she said. Dollars and percentages linked to such things as long- and short-term disability rates, utilization of benefits, etc., can all be measured for success, she added.

Bell noted a positive impact over a two- to three-year period, including a 20% reduction in mental health-related short-term disability and a 50% reduction in relapse and reoccurrence rates.

“One key area, and something we did early, is to take a pulse and baseline check with what’s occurring right,” she said. “Look at your short-term claims or any metric results you have that can speak to the mental health area in your workplace.”

There is a misconception that you have to start big and re-create the wheel when it comes to mental health programs, Mielnik said. “Look at metrics and programs in place and either build off or enhance those programs, but that baseline will be a good place to start.”

SOURCE: Otto, N. (3 October 2018) "Changing the conversation on mental health" (Web Blog Post). Retrieved from: https://www.benefitnews.com/news/changing-the-conversation-on-mental-health?feed=00000152-18a4-d58e-ad5a-99fc032b0000