3 ways anxiety can hold back your employees’ careers
According to the Anxiety and Depression Association of America, nearly six in 10 American workers report anxiety impacts their workplace performance. Continue reading this blog post to learn more about workplace anxiety.
Employers want their employees to grow and succeed at their jobs. Unfortunately, there are a variety of external and psychological obstacles that can stand in the way of employees reaching their full potential. While most workers would like nothing better than to perform well on the job, anxiety can prevent them from doing so.
Anxiety disorders are extremely common: They affect 40 million adults in the U.S. each year, and nearly six in 10 American workers report anxiety impacts their workplace performance, according to the Anxiety and Depression Association of America. A study in the academic journal Anxiety found the economic effects of this mental health condition are huge — costing employers almost $35 billion from lost or reduced productivity in the workplace, the study says. The good news is 80% of employees treated for mental health problems report improvements in their job satisfaction and productivity.
For employers to mitigate the impact anxiety has on their employees, it’s important to understand the form it takes in the workplace. Anxiety often takes shape in various thinking traps that can sabotage an employee’s growth. Three of the most common traps are social comparisons, personalization and overmagnification.
To explore how these thinking traps manifest in the workplace, let’s consider a scenario in which an employee sees a co-worker gets a promotion instead of them.
The social comparison trap. The research is clear that comparing yourself to others is bad for your mental health. However, that doesn’t stop people — especially those with anxiety — from doing just that. A co-worker’s promotion can lead an employee to leap to the conclusion they must be inferior to their colleague. In reality, there’s no way employees can fairly compare themselves to a co-worker. Their experiences, personalities and skills are different. Employees able to avoid that comparison trap might, instead, keep the focus on themselves, evaluating the growth they’ve achieved over the past year and determining how they can continue to improve in the year ahead.
The personalization trap. It’s hard for some employees to recognize not everything is about them. The co-worker who earned the promotion may have gotten the job because they were simply a better fit; that doesn’t diminish the talents and abilities of those who weren’t chosen for the position. Rather than assume the worst of themselves, employees could look at the situation more objectively and recognize that their co-worker may not be better than them, just different.
The overmagnification trap. Blowing things out of proportion is another thinking pattern with a destructive effect. Being passed over for a promotion can expand to a sense of being permanently, hopelessly, bad at one’s job. Instead of being able to parse out the specific reasons why the promotion didn’t go their way, employees who overmagnify convince themselves that they are not only unqualified for the promotion, but they’ll never get a promotion and their career is doomed — so why even try? To keep those overblown feelings at bay, a better approach is to stay focused on the specific and transient nature of what has just happened. Being passed over hurts now, but it won’t hurt forever. Not getting this particular job says nothing about the person’s ability to get other jobs. It may mean that they are missing certain skills or experience, but it doesn’t mean they will always lack them.
Workplace culture and practices can either exacerbate or diminish the self-sabotaging thinking traps that go hand in hand with anxiety. Some effective strategies that can help foster a positive work environment for all employees, but especially those who tend toward anxiety, include:
Create a collaborative workplace. Workplace collaboration helps employees feel valued for their contributions and allows them to see how their skills are important to achieving success for their team or company. It also provides the opportunity to learn from other employees and appreciate what they bring to the table, rather than viewing them as their competition.
Promote transparency. Employees who are kept in the loop, who understand their role, the criteria for what promotions are based on, and understand what they can do to get to the next level are more trusting of their leaders. Be particularly sensitive to what employees may be experiencing during annual performance reviews and make sure to overcommunicate during those times.
Offer tools and services. Providing programs and services to help reduce stress and anxiety can be beneficial for all employees. These can include subsidizing gym memberships, offering yoga classes, encouraging “mind vacation” breaks throughout the day, providing online programs that guide employees through mindful meditations or other well-being exercises.
Model self-care. Employees are more likely to engage in self-care at work if they see their supervisors practicing it, not just encouraging it. If a meditation class is offered in the workplace, employees are more likely to take part if their managers are taking time out of their day to participate as well. Similarly, organization-wide activities, such as a mid-day walk, allow employees to see management promote the message that self-care is a workplace priority.
Given the high number of working Americans with anxiety conditions, easing their anxieties and helping them avoid those thinking traps is good for business. It will improve employees’ overall well-being, workplace satisfaction and professional growth.
SOURCE: Parks, A. (5 March 2019) "3 ways anxiety can hold back your employees’ careers" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/3-ways-anxiety-can-hold-back-your-employees-careers
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 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
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
Helping employers start the conversation around suicide prevention
The Center for Disease Control and Prevention reported that in 2016 suicide was the tenth-leading cause of death in the U.S. Continue reading to learn how employers can start the conversation around suicide prevention.
Suicide was the tenth-leading cause of death in the United States in 2016, claiming the lives of nearly 45,000 people, according to the Centers for Disease Control and Prevention. Given recent media coverage of the high-profile suicides of Kate Spade and Anthony Bourdain, employers should be more aware of how these events have a heightened impact on people’s mental health and well-being in the workplace.
Research has shown that the likelihood of suicide in vulnerable individuals increases immediately after publicity of these types of events. This phenomenon is known as suicide contagion or the increase in suicidal behavior following media exposure. While suicide prevention is not an easy conversation to have with clients, it’s an important one. Now is the perfect time to start the conversation with your clients on how they can play a crucial role in creating awareness and supporting employees who may be experiencing suicidal thoughts.
Here’s how benefit advisers and employers can navigate the conversation:
Discuss warning signs
Sharing information about common warning signs of symptomatic behavior can give your clients a greater understanding of how they can help employees get the support they need. Often, typical warning signs can be seen in declining work performance, poor hygiene, sudden weight changes, mood swings and depression.
While discussing these common symptoms, help break down the misconception that behavioral health also can be a sign of suicidal behavior. Explain that more than half of people who die of suicide did not have a known mental health condition. Often, individuals considering suicide cite other issues, including fear that they are a burden to others, stress about finances or struggles to afford or secure a place to live. Discuss these instances with your client so they are aware of other factors that could be contributing to their employee’s situation.
Discussing these symptoms can help ensure your clients have a better understanding of how to play a role in supporting and assisting at-risk employees.
Remove the stigma of behavioral health issues
While it’s true that not all suicides are related to a behavioral health condition, the stigma surrounding these conditions still exists and can prevent many individuals from approaching their employer or seeking assistance. By talking with your clients about this stigma, you can help remove the labels and negative connotations surrounding mental health conditions in the workplace.
Share with your clients the ways in which they can develop proactive open lines of communication around behavioral health conditions. For example, explain how they can reach out to employees to build awareness of the services they offer to those struggling. By incorporating educational campaigns that promote awareness of resources, your clients can help ensure employees get the assistance they need. In doing so, your clients can foster a workplace culture of acceptance and support.
Promote available resources
As you create awareness among your clients about the role they can play in removing the stigma, it’s also important their at-risk employees are aware of the resources available to them. Regardless of what their employees may be struggling with, suicidal thoughts or another behavioral health condition, it’s important for your clients to promote resources available through their employee benefits plan. For example, you can highlight how EAPs typically provide numerous free counseling sessions.
Clients also can work with their disability carrier to address employees’ behavioral health issues. Most disability carriers can assist with integrating existing benefit offerings with other resources to help ensure clients are providing their employees with robust treatment options. Additionally, disability carriers can recommend creative solutions and accommodations to meet employees’ unique conditions and support them staying at work or returning to work sooner.
The heightened attention around suicide prevention presents you with the opportunity to discuss the importance of suicide awareness in the workplace. In doing so, your clients can better support those who may be at risk and play a crucial role in creating an inclusive and supportive environment for their workforce.
SOURCE: Jolivet, D. (24 September 2018) "Helping employers start the conversation around suicide prevention" (Web Blog Post). Retrieved from: https://www.benefitnews.com/opinion/helping-clients-start-the-conversation-about-suicide?feed=00000152-18a4-d58e-ad5a-99fc032b0000
What's a simple addition to your day to decrease stress & improve well-being?
Gratitude is more a state of mind rather than a personality trait, varying over the course of time. A recent study shows that gratitude reduces stress and fosters well-being. Continue reading to learn more.
Previous research on the positive effects of gratitude has shown that gratitude appears to reduce stress and foster well-being (e.g. Wood et al., 2010). A recent prospective study in which people were instructed to list things they were grateful for on a daily basis supports this notion (Krejtz et al., 2016). However, little if any, research has looked at whether spontaneous (non-directed) changes in gratitude track with well-being and stress response. Rather than being a stable personality characteristic (a “trait”), gratitude may be more of a “state,” varying over the course of time—or perhaps a combination of both. Do daily fluctuations in gratitude correlate with well-being and indicators of happiness, stress, and depression? Furthermore, does gratitude serve as a buffer for stress and negativity, helping to offset toxic effects on more challenging days?
In order to look more closely at how natural day-to-day levels of gratitude may interact with various indicators of well-being and stress, researchers Nezlek, Krejtz, Rusanowska and Holas (2018) followed 131 participants for two weeks, using daily self-assessments to investigate correlations among gratitude and factors related to well-being and stress. Daily measures included gratitude, positive and negative emotional states, self-esteem, depressogenic adjustment (optimism about oneself and life), worry, and rating of important events of the day on how stressful and how positive they were. Participants reported on 10 possible categories for events: family, interpersonal, partner, work, finances, official, health, hobby, values, and other/everyday events.
As in previous studies looking at intentionally cultivated gratitude, researchers found that on every measure, gratitude was significantly correlated with well-being. On days when people felt more grateful, well-being was reported as being higher. Likewise, on higher stress days, participants reported lower well-being, and on lower stress days, participants reported greater well-being.
Using gratitude to buffer stress responses.
Importantly, they found that gratitude did in fact appear to act as a buffer for stress. On days with fewer positive events, gratitude and well-being were more strongly related, suggesting that gratitude may serve to bolster resilience, amplifying lower positive emotions on difficult days or perhaps even providing, essentially, internal positive events to compensate for a lack of external positive events. This is especially noteworthy because people often have difficulty tapping into gratitude when difficulties arise, focusing on negatives with bitterness or pessimism.
Gratitude therefore appears to provision us internally with a positive response when external events fail to do so. For people who are able to muster up gratitude when the going gets rough, not only as a generally characteristic but also as a just-in-time response to stress and negative events, gratitude can be a “bridge over troubled water” that helps to keep us from getting pulled down into a negative spiral of maladaptive coping. People who use gratitude in this way must be able to do so, rather than undermining resilient responses.
Gratitude, compassion and resilience.
In keeping with research showing that resilience is related to cognitive flexibility, active coping, optimism, and related beliefs, the current research suggests that a subset of people use gratitude automatically, generating a state of mind which buffers negative events and stressful responses to sustain greater overall well-being. Religious belief, which often emphasizes gratitude, is also associated with greater levels of resilience. In addition, recent research by Abbondandolo and Sigal (2018) also found a positive relationship between self-compassion and active coping, suggesting that there are common pathways governing gratitude, self-compassion, and resilience.
Additional research is required to further understand the causal relationships between gratitude, resilience, well-being, and related factors in order to spell out what innate factors help make us stronger, as well as what interventions can bolster overall well-being. Understanding whether those who naturally utilize gratitude to buffer stress and sustain well-being tend to do this consciously or not, how they had learned to do so during the course of development, and whether there are intrinsic factors that predispose one to feel grateful would help us learn how to teach the effective use of gratitude—especially for those who have difficulty seeing for what, if anything, there is to be grateful.
SOURCE: Smith, K. (26 March 2018) "What's a simple addition to your day to decrease stress & improve well-being?" (Web Blog Post). Retrieved from: https://www.provanthealth.com/industry-trends/2018/3/26/whats-a-simple-addition-to-your-day-to-decrease-stress-improve-well-being
Original source: Psychology Today | Grant Hilary Brenner M.D. | How Does Spontaneous Gratitude Increase Daily Well-Being?
5 steps to improving employees’ mental health
Do your employees have an “always on” mentality? Many employees are making themselves available 24/7, costing businesses big time due to workplace stress. Read this blog post to learn more.
Technology has transformed the way many of us work, but it also has almost completely eliminated our ability to unplug, de-stress and take care of our mental health. Many employees make themselves available 24/7, checking email before they go to sleep and as soon as they wake up. This “always on” mentality is costing everyone — businesses spend $300 billion each year on absenteeism, diminished productivity, employee turnover and insurance fees due to workplace stress.
Stress and mental health are increasingly important issues in the office. Elevated stress levels lead to mistakes, lower productivity, lower employee morale, higher rates of absenteeism and even physical illnesses such as high blood pressure and heart disease.
Up to 14% of mental health issues could be completely avoided by reducing workplace stress, according to the National Institutes of Mental Health. Now, more than ever, employers need to make sure their employees have the right resources to help combat depression, anxiety, stress and job strain.
Here are five ways employers can improve employees’ mental health.
Remove the stigma. Improving the mental health of your employees starts with talking openly about it. Employers should focus on mental health as part of a wider wellbeing program — calling attention to the need to relieve stress and seek help for mental health problems.
Workplace training to help employees and managers recognize the signs of stress and poor mental health can also bring attention to the issue.
Provide and promote stress-relief activities. Employers can build in activities to help relieve stress during the workday. Yoga, exercise classes and walking groups can help employees cash in on the feel-good endorphins that come from physical activity.
Some larger companies take stress relief to the next level. Office gyms, weight rooms and boxing gyms provide stress relief outlets. Some companies even employ in-house psychologists and other professionals to help teach employees how to manage their stress and fears.
Consider a flexible work policy. On a more basic level, creating a more flexible work policy throughout the day can also help. Everyone needs to take care of personal business from time to time, whether it’s a doctor’s appointment or a home maintenance issue. Take advantage of technology and allowing your employees to work from home or change their hours can help reduce stress.
Develop a financial wellness program. Financial fears are stressing out your employees. More than half of workers say they are stressed about money, and the younger the worker, the more likely he or she is to be worried. Creating a financial wellness program that educates employees on how to better manage their money can help remove this stress. A program could include helping younger generations balance paying back student debt with budgeting and saving, while older generations may focus on putting their kids through college while saving for retirement. Other topics to cover include making big purchases, such as a home or a car.
Highlight your employee assistance program. Draw attention to benefits that can help people cope with mental health issues. You very likely already offer an EAP, but you may not stress enough how it can help employees who may need assistance. Generally, an EAP includes telephone-based or in-person counseling, referrals and other resources to help assess and treat mental health issues. Communicate the details of your company’s EAP often (not just during open enrollment) to give employers another way to improve their wellbeing.
Your employees are your greatest asset; ensuring they are healthy is in your best interest. Facing mental wellbeing head-on can help you keep your employees happy and healthy, and help you boost your business.
SOURCE: Newman, H (25 June 2018) "5 steps to improving employees’ mental health" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/opinion/improving-mental-health-in-the-workplace?tag=00000151-16d0-def7-a1db-97f03ad90000
A vacation can't undo the damage of a stressful work environment
Researchers say employees experience chronic stress during their workday and vacations aren't helping to fix it. Take a look at why a stress free work environment is critical for productivity.
That easy breezy feeling after taking a vacation slips away pretty quickly when people have to face the same systemic workplace issues that wore them down in the first place, according to the American Psychological Association’s 2018 Work and Well-Being survey.
The Harris Poll surveyed 1,512 U.S. adults who were employed either full time, part time or were self-employed, and found that nearly a quarter (24 percent) say the positive effects of vacation time – such as more energy and feeling less stress – disappear immediately upon returning to work. Forty percent say the benefits last only a few days.
“Employers shouldn’t rely on the occasional vacation to offset a stressful work environment,” says David W. Ballard, head of APA’s Center for Organizational Excellence. “Unless they address the organizational factors causing stress and promote ongoing stress management efforts, the benefits of time off can be fleeting. When stress levels spike again shortly after employees return to work, that’s bad for workers and for business.”
More than a third (35 percent) of respondents say they experience chronic stress during their workday, due to low pay (49 percent), lack of opportunity for growth or advancement (46 percent), too heavy of a workload (42 percent) and unrealistic job expectations and long hours (39 percent each).
However, just half say their employer provides the resources necessary to help them meet their mental health needs. When adequate resources are provided, only 33 percent of the respondents say they typically feel tense or stressed out during the workday, compared to 59 percent of those who say their employer doesn’t provide sufficient mental health resources. When it comes to overall well-being, nearly three-fourths of employees supported with mental health resources (73 percent) say their employer helps them develop and maintain a healthy lifestyle, compared to 14 percent who say they don’t have the resources.
“Chronic work stress, insufficient mental health resources, feeling overworked and under supported – these are issues facing too many workers, but it doesn’t have to be this way,” Ballard says. “Psychological research points the way in how employers can adopt effective workplace practices that go a long way in helping their employees thrive and their business grow.”
Even in a very supportive workplace environment, encouraging vacations can boost morale and performance even more, according to the survey. Upon returning from vacation, employees who say their organization’s culture encourages time off were more likely to report having more motivation (71 percent) compared to employees who say their organization doesn’t encourage time off (45 percent). They are also more likely to say they are more productive (73 percent vs. 47 percent) and that their work quality is better (70 percent vs. 46 percent).
Overall, respondents are more likely to say they feel valued by their employer (80 percent vs. 37 percent), that they are satisfied with their job (88 percent vs. 50 percent) and that the organization treats them fairly (88 percent vs. 47 percent). They are similarly more likely to say they would recommend their organization as a good place to work (81 percent vs. 39 percent).
“A supportive culture and supervisor, the availability of adequate paid time off, effective work-life policies and practices, and psychological issues like trust and fairness all play a major role in how employees achieve maximum recharge,” Ballard says. “Much of that message comes from the top, but a culture that supports time off is woven throughout all aspects of the workplace.”
SOURCE:
Kuehner-Hebert, K (13 July 2018) "A vacation can't undo the damage of a stressful work environment" [Web Blog Post]. Retrieved from https://www.benefitspro.com/2018/07/02/a-vacation-cant-undo-the-damage-of-a-stressful-wor/
12 Ways Your Pet Can Improve Your Mental Health!
Originally posted by Danielle Hark on July 14, 2013 on HuffingtonPost.com.
When I am feeling down and weary, and I can barely lift myself off the couch, my dog comes to my rescue. She cuddles with me, then motivates me to get up, dressed, and out the door for a walk or some play time. Somehow my fur-baby even gets me to smile, no matter how miserable or stressed I feel.
I am not alone. It turns out that all pets, not just therapy pets, can help your mind, body, and spirit.
Here are a dozen reasons why:
1. They get you outside: Sun and fresh air elevate your mood and the sun gives you an extra dose of vitamin D. Vitamin D exposure helps fight physical and mental conditions, including depression, cancer, obesity, and heart attacks. Also, when you go outside with your pet, you are engaging with nature. Try taking a moment to listen to the trees rustling, feel the wind rushing past, and the sun upon your face. The sounds and feeling of nature can be incredibly calming.
2. They get you moving: Walking your dog and engaging in outdoors activities like tossing a Frisbee gives you a natural energy boost, and allows you to let off steam. It also makes you more physically fit, strengthening your muscles and bones, which helps not only your body, but also your self-esteem. Studies have shown that animal owners, both adults and children, have lower blood pressure, as well as lower cholesterol and triglycerides, which may be in part attributed to the more active lifestyle pets promote. Pet owners also have been noted to have better circulation, and a lower risk of experiencing major cardiac issues. And when your body feels stronger, you are less susceptible to mental health issues.
3. They lessen allergies and asthma, and build immunity: This one may sound counterintuitive, but children who grow up in homes with furry friends are actually less likely to develop common allergies. Studies have shown that children who were exposed to two or more dogs or cats as babies were less than half as likely to develop allergies, including dust, grass, ragweed and pet allergies, and were at a lower risk for asthma. Allergies can cause people to become lethargic, apathetic, and suffer from insomnia, which can make them more vulnerable to mental health issues, such as depression.
4. Petting reduces stress: Rhythmic petting or grooming can be comforting to your dog or cat, and you. Concentrate on the texture of his soft fur, the warmth he radiates, and his deep breaths. When you connect with your pet, oxytocin, the hormone related to stress and anxiety relief, is released, helping to reduce blood pressure and lower cortisol levels.
5. They both distract you and keep you present: Being present and engaged with your pet takes your thoughts off of the issues that are plaguing you. When you are fully in the moment, you are not worrying about the past or the future. It's just you and your pet. Another way to keep distracted and present with your furry friend is to take photos or videos of his or her cute antics.
6. They lessen loneliness: If you don't like to be alone, pets can be great domestic companions. Often a pet is very intuitive and will seek you out when you're feeling down, refusing to allow you to remain alone. Just make sure you can fully care for and love a pet before you take her home. Pets should not be used to fill a temporary void and then pushed aside. A dog or cat is a long-term commitment, and it's not always easy, but if you are up to it, they can provide much love through the good times and the bad.
7. They're great listeners: You can talk to your pet about anything -- your day, your hopes, your dreams. You can practice a speech with them, lament about a breakup, or utter truths that you may be afraid to actually share with someone else. A dog or cat can be the perfect "person" to go to when you want to vent without any potential repercussions.
8. They love you unconditionally: Seeing her enthusiasm when you walk in the door can be an instant mood-lifting boost. Her tail wagging, tongue hanging out her mouth making it look like she is smiling, the way her ears perk up. Her grunts or purrs. She doesn't care if you just screwed up a deal at work, or bombed a test, she loves you for being you, whatever that means on any given day. She's just happy to seeyou. She wants to be around you, to love you, and be loved by you.
9. They can lessen your isolation: Dog parks allow for more opportunities for socialization for both your dog and you. Your dog makes friends pretty easily and will break the ice so you can connect with new people, and perhaps set up future dog dates, hikes, or playtimes at local parks. Your little cutie can be an instant conversation starter, and also a good way to get to know some of the people in your neighborhood.
10. They can give you a purpose: Having a pet to care for can give you a feeling of purpose, which can be crucial when you are feeling really down and overwhelmed by negative thoughts. By caring for your pet, or another person or animal in need, you are focusing on something other than yourself and your life. Your good deeds, and your pet's positive response, will give you a feeling of instant gratification.
11. They make you smile: When your dog does cute things like rolling on his back or putting a paw up on your arm, he can make you smile, which in turn triggers neurotransmitters to fire. These pet-time smiles can raise your serotonin and dopamine levels, which are nerve transmitters associated with calmness and happiness.
12. Playing is fun: With the grind of daily life, sometimes we forget to just let loose and have fun. Go ahead; wrestle, play catch, dance together, or just run around and act silly. Your dog will love you for it.
So go have some fun with your pooch or feline friend! Have a ball, with a ball, or anything else, and you will both benefit from the pleasurable together time.
And if you don't have a pet or can't get one right now, you can volunteer at a shelter. There are many animals that can still benefit from your love, and you will feel the benefits, too.
3 Hidden Effects of Workplace Depression
Originally posted March 19, 2014 by Jeff Guardalabene on https://ebn.benefitnews.com
At any given time in the United States, an estimated 1 in 10 adults report symptoms that would qualify for a depression diagnosis.[1] For HR,navigating employee mental health can be tricky. Not all symptoms are noticeable, but a few hidden indicators can hinder overall productivity.
Procrastination and missed deadlines. A person’s day-to-day ability to plan, execute and complete tasks can be affected by depression. This can present itself in the workplace in the form of projects that aren’t completed, or sometimes, not even started.
Difficulties with memory and learning. Many people with depression report feeling as though they’re unable to remember things they used to recall with no problem. Job tasks and routine processes become a burden as the employee tries to do something that used to come easily. Frustrations can mount, exacerbating the problem.
Team morale. Not all depressed employees look “depressed.” Some may manage to put on a “game face” at work while experiencing lagging productivity and decreased motivation. This game face may make it more difficult for co-workers to realize an employee is suffering. Rather than see someone in need of help, co-workers instead see a co-worker who isn’t pulling his or her own weight. This can have a dramatic impact on the morale and productivity of others.
Create a preventive culture
Referring employees to available resources, such as an employee assistance program, can help some at-risk or affected employees. But in other instances, this approach may not be enough. Employers should consider ways to create a company culture that can help identify and mitigate the effects of depressed employees. Keep these considerations in mind to build a supportive culture:
Improve communication throughout your company. Encourage your HR team and managers to engage in face-to-face communication with employees. This will enhance trust and help employees not feel isolated or alone during an illness.
Invest in training. Help equip managers to handle emotionally charged conversations and ways to identify at-risk employees.
Be flexible with your intervention methods. Hopefully, your organization already has a process for assessing issues and intervening when an employee has a health problem. But remember, approaches such as fit-for-duty assessments may not work well when dealing with an emotional health issue. Be prepared to adjust as needed.
By noticing and understanding the hidden impacts of depression, and working to develop office policies that include support and early intervention for employees struggling with mental health conditions, employers can have a very noticeable impact on the overall health and productivity of their workplaces.
[1]Centers for Disease Control and Prevention. An Estimated 1 in 10 U.S. Adults Report Depression. Available at: https://www.cdc.gov/features/dsdepression/. Accessed February 19, 2014.