Mental Health Awareness Archives

Grind Culture Isn’t Working. How Can Wellness Win?

October 23, 2023/Company Culture, Employee Benefits, Employee Burnout, Employee Well-Being, Health and Wellness, Mental Health Awareness, Winner: Impact Award for Content Excellence /by Erin Rouble

The Problem With Grind Culture

In recent years, “hustle” and “grind” culture have become equated with drive, ambition, and success. The logic is that if you are not incessantly working, you won’t meet your goals. Grind culture also ties a person’s worth to the product they produce. However, it comes at the expense of individual wellbeing.

The fact is, hustle and grind culture can seriously damage long-term physical and mental health. Often, people don’t even recognize how toxic grind culture can be until it directly erodes their own wellbeing.

Grind culture is especially prevalent in the corporate world. For example, a Deloitte study found that employees and C-suite executives, alike, feel exhausted and stressed. Specifically, about 1 in 3 people say they constantly struggle with fatigue and poor mental health.

Regardless, leaders are far more optimistic than employees about how their organizations are managing this challenge. For example, while only 56% of employees think executives care about their wellbeing, a whopping 91% of leaders say employees know they care.

This gap is causing companies to perpetuate grind culture at the expense of everyone’s health and wellbeing. Over time, overwhelming work-at-all-costs environments lead to multiple unwanted outcomes:

Increased stress, absenteeism, and burnout
Decreased productivity, quality, and job performance
Higher turnover rates

How can employers reverse this kind of toxic spiral — or avoid it altogether? First, let’s look at why workplace wellness is so powerful. Then, we’ll explore some ways that business and HR leaders can take proactive steps to squash toxic grind culture.

Benefits of Prioritizing Wellness

What is Wellness?

The terms wellbeing and wellness are often used interchangeably to describe a person’s overall physical, emotional, and mental health. But these concepts aren’t synonymous. Gallup explains the difference:

Wellness is “a healthy lifestyle beyond acute illness” that is shaped by cumulative lifestyle choices and habits.

Wellbeing, on the other hand, “encompasses the broader holistic dimensions of a well-lived life.” This includes physical, career, financial, social, and community wellbeing.

So, wellness is only one element of wellbeing — but it is a vital element. It’s also important to recognize that the various aspects of wellness are interconnected. In other words, if our mental, physical, or emotional health deteriorates in some way, other aspects of our health will be affected. Ultimately, this jeopardizes overall wellbeing.

The habits we adopt inside and outside of work directly influence our ability to feel good and perform at our best each day. And because most of us spend our waking hours on the job, employers need to prioritize workplace wellness and wellbeing.

The Business Case for Wellness

Employees who feel good physically, mentally, and emotionally are likely to have a positive attitude that fosters trust and collaboration – two hallmarks of a healthy work culture. But there are tangible benefits, as well. Primarily:

1. Decreased Health-Related Costs

Stress and burnout aren’t constant threats when you structure and manage work in a reasonable way. This helps employees find the necessary mental and physical energy to show up, concentrate, and contribute on a consistent basis. Certainly, it’s essential to offer healthcare support and personal time off. But happy, healthy, engaged employees don’t rely as heavily on these benefits. As a result, you’re likely to see fewer sick days, leaves of absence, and chronic conditions.

2. Increased Productivity

Employees who feel healthy, safe, and supported are significantly more productive. When people don’t feel overscheduled, overwhelmed, or micromanaged, they’re free to focus on doing their best during work hours. This improves efficiency, effectiveness, and quality — which together can elevate your bottom line.

3. Reduced Recruiting Costs

A healthier work culture leads to lower turnover. This translates into lower recruiting and training expenses that would otherwise be spent on replacing and onboarding lost talent. A culture of wellness also elevates your employer brand, which means you can attract and hire new talent more quickly, easily, and cost-effectively when the need arises.

How to Promote Workforce Wellness

Managers and HR leaders play a key role in guiding “grind culture” employees toward a culture of wellness. Whether your organization is big or small, everyone will need to be willing to help foster an environment where employees feel supported.

Here are 5 ways to replace grind culture with a healthier work environment:

1. Sufficient Paid Time Off

Taking time away from work is essential for mental rejuvenation. It promotes self-care and helps prevent burnout, which can be detrimental to individuals, teams, and the organization at large. Giving employees the autonomy to use their paid time off as they see fit demonstrates trust, which in turn, builds a strong employer-employee relationship and a healthy work culture.

To determine how much time off to provide, consider multiple scenarios: sick days, vacations, flexible days for caregiving or other personal needs, and an option for unpaid days when paid time off is depleted.

2. Flexible Schedules and Breaks

Although most businesses must operate during specific hours, the traditional 9-to-5 model is not for every employee. Consider scheduling that accommodates various personal responsibilities and lifestyles.

For example, you could let people choose their preferred daily start time — such as anytime between 8-10 a.m. — as long as they work the total required daily hours. By staggering start and end times, you can support different schedules and increase productivity. At the same time, your business can extend its hours of operation, which can improve your customer experience and top-line performance.

In addition, consider flexible break times. Some employees want a 60-minute lunch break, while others may prefer multiple shorter breaks throughout the day. Letting people decide how to allocate their break time isn’t likely to hurt your business. Instead, this flexible approach can boost morale, improve productivity, and help employees feel trusted.

3. Appropriate Equipment

Providing employees with the right tools and equipment is important for wellness. Whether they are working in an office or from home, when people have everything they need to function smoothly, they’ll be more comfortable and efficient.

This can include ergonomic chairs, dual monitors, adjustable desks, specialized software, or tools. Regardless, ensuring that people have easy access to the right equipment can reduce physical strain and mental stress, while promoting productivity.

4. Embrace “Work From Anywhere” and Flexible Hours

The recent remote work trend demonstrates that many jobs can be performed from anywhere. Offering a “work from anywhere” policy can reduce commute-related stress and personal expenses while giving employees an opportunity to choose the work setting that best suits their goals and preferences.

Letting employees work from home is especially attractive for parents who want to stay close to their young children throughout the day. But this kind of flexibility appeals to others as well. Many employers are finding that it dramatically improves job satisfaction, work quality, productivity, and retention.

5. Regular 1-on-1 Check-ins

Mandated check-ins by supervisors can play a pivotal role in gauging employee wellbeing. Project updates and deliverables are important. But it’s also essential to gather feedback about employee mental and physical wellness and work concerns.

By ensuring that managers regularly communicate with team members in a relaxed setting, you can help them identify issues earlier and address concerns head-on. It’s helpful to let employees determine the meeting agenda and remind managers that their mission is to listen and follow up on a timely basis.

Embed Priorities In a Wellness Policy

To demonstrate your company’s commitment, you’ll want to document your workforce wellbeing agenda and procedures in a formal policy. This gives the HR team responsibility for enforcement, support, and guidance as managers and employees navigate things such as time off requests.

Also, when these recommendations are formally documented, it ensures that employees won’t be reprimanded by managers or leaders who may want to choose short-term project deadlines or deliverables over employee wellness.

Lead by Example

Above all, for a culture of wellness to take hold, managers at all levels of the organization need to lead by example. It sets a positive precedent if managers take vacations, take sick days when needed, and show compassion towards team members.

Also, understanding that employee wellness isn’t a one-size-fits-all endeavor, it’s important to remain open to suggestions. By welcoming novel ideas and exhibiting genuine interest in collaborating with team members, managers create an environment where wellness is not just encouraged but actively practiced.

By implementing clear policies and fostering open communication, you can ensure that your most valuable asset — your employees — are happier, healthier, and more engaged. It’s an investment that’s well worth the effort.

How to Boost Workforce Mental Health, Even on a Budget

August 11, 2023/Employee Benefits, Employee Burnout, Employee Happiness, Employee Well-Being, Health and Wellness, Mental Health Awareness /by Ann Wyatt

In today’s fractured, post-pandemic world, workforce mental health has emerged as a critical concern for business and HR leaders — and with good reason. The urgency of this issue is reflected in staggering statistics from multiple sources. For instance:

Last year, 56% of global employees told Gallup they struggle with stress and wellbeing, while another 9% said they were suffering.

That same Gallup research reveals particularly troubling trends in the U.S. Since 2021, the proportion of those who are struggling increased from 38% to 45%, while suffering rose from 2% to 4%. At the same time, those are thriving dropped from 60% to 52%.

The business consequences of this malaise are significant. In fact, according to the Centers for Disease Control and Prevention, depression is estimated to cause 200 million lost workdays a year, at a cost to employers of $17 to $44 billion.

No wonder workforce mental health has become a pressing concern among business leaders. For instance, when Willis Towers Watson asked U.S. employers to identify their top priorities for the next three years, a whopping 67% replied, “Enhancing mental health and emotional wellbeing programs and solutions.” This means leaders are just as concerned about this as they are about the cost of managing their company’s healthcare plan!

Unfortunately, despite widespread interest in addressing this challenge, many organizations are operating on tighter budgets these days. As a result, it’s difficult for employers to offer effective workforce wellbeing solutions.

However, cost issues aren’t stopping resourceful HR teams from moving forward. In my role at HealthFitness, I work with a variety of companies that have developed budget-friendly strategies to address employee mental health challenges. To learn about some of the most successful approaches I’ve seen, read on…

5 Low-Cost Ways to Support Workforce Mental Health

1. Innovate to Avoid a High Price Tag

Some companies are relying on their creativity to support mental wellbeing without breaking the bank. For instance: One tech firm has introduced a “Days for Me” program that lets every employee choose four days a year to focus on self-care.

Another company in the biopharmaceutical industry has implemented a “Mental Health Ally Program.” The program features Mental Health First Aid training that helps employees recognize and respond to colleagues’ needs. Specficially, through scenarios and videos, this skills-based certification course teaches employees a 5-step action plan, so they can identify and address signs of mental health and substance use issues. The certification is valid for three years and can be renewed online. This makes it easy for people to develop important knowledge and skills they can continue to apply as they move forward in their careers.

2. Optimize Employee Assistance Programs

I also see organizations expanding existing employee assistance program (EAP) benefits so they can improve access to valuable mental health support. For example, some employers are shifting to on-site EAP services so access to help is more convenient.

Others are increasing the number of covered EAP appointments they offer each year. One energy company we work with has increased covered EAP appointments from 5 to 8 per year, per household. This simple step gives employees more options at a minimal additional cost to the company.

3. Sponsor Company-Wide Time Off for Wellness

Dedicating paid time off for all employees to focus on mental health is a particularly powerful way to encourage workforce wellbeing. Plus, when everyone is out of the office at the same time, people are less likely to become anxious about work piling up in their absence.

You may be familiar with some tech industry companies that have implemented variations on this concept, such as Global Wellness Days, Global Shutdowns, or No Meeting Fridays. The options are endless, but the point is to provide the entire workforce with designated opportunities to recharge and prioritize self-care. By encouraging this kind of behavior across the organization, employers are cultivating a culture that values work-life balance and mental wellbeing.

4. Design Stress-Reducing Spaces

Another low-cost idea — establish special areas in the workplace that help employees decompress and mitigate stress. For instance, some employers are setting up de-stress stations in common areas with puzzles, games, and mindfulness activities. These spaces offer employees a convenient place to relax and unwind when they need a break.

One company provides an on-site dog park for employees, so their trusty companions have room to roam during the workday. Other organizations offer designated meditation areas with comfortable seating, restful lighting, and minimal distractions, so people can take some time to calm their minds when they feel anxious or overwhelmed.

These simple measures are effective at enhancing employee wellbeing and productivity. Yet they don’t require a significant financial investment.

5. Lead by Example

Finally, it probably goes without saying, but HR and business leaders play a crucial role in championing workforce mental health. Of course, offering mental health benefits is important. But the most compelling way to advocate for wellbeing is to lead by example.

Increasingly, leaders are engaging people in honest discussions about mental health at work. By sharing their own stories, they can inspire employees to prevent, detect, manage, and resolve work-related stress, anxiety, burnout, and other challenges. And by making mental resilience and self-care a personal priority, they help others recognize how important these issues are.

Ultimately, by demonstrating a genuine commitment to wellbeing and fostering a supportive work environment, leaders can set the tone for the entire organization.

A Final Note on Workforce Mental Health

Addressing mental and emotional wellbeing on a limited budget is an ongoing challenge — there’s no doubt about it. However, smart organizations are seeing results by making the most of the resources they already have. It may involve something as simple as establishing spaces for stress reduction, adding a new course to educate employees about mental health support, or offering designated time off for self-care. Regardless, even small steps can help organizations make big strides.

Mental health challenges may be on the rise. But many organizations are discovering that it’s possible to develop a healthier, happier, more productive workplace, even when budgets are tight. Real progress starts when HR and business decision-makers take the lead in demonstrating a commitment to workforce mental health and building a supportive culture. How is your organization responding to this need?

Cognitive Decline at Work: Employers, Are You Prepared?

April 17, 2023/Employee Performance, Employee Safety, Employee Well-Being, Health and Wellness, Mental Health Awareness, Workplace Empathy /by Cyndy Trivella

Cognitive decline is a tricky subject. It can be caused by a variety of factors – from natural aging to hypothyroidism to Alzheimer’s disease. Sometimes, the symptoms are treatable and reversible. But in other cases, cognitive struggles indicate the onset of a serious underlying illness that will eventually become debilitating. Either way, working alongside a person with cognitive issues can be difficult. It’s okay to admit that.

But what can you do to support someone who suffers from increased confusion, memory loss, a shorter attention span, or other cognitive challenges? And how can you minimize safety risks that could harm that individual or others on their team?

Putting People First

Let’s start with mindset. Sweeping generalizations and business rules aren’t helpful when addressing specific cases of cognitive decline. Mental capacity is a sensitive issue. Therefore, tact and prudence are of utmost importance when discussing this topic.

Every situation is complex and unique. It requires awareness of an individual’s industry, organization, job responsibilities, performance history, and work context. Therefore, it makes sense to respond in a personalized way.

Nevertheless, employers can’t deny broader societal factors that are making conversations about cognitive decline much more important and more commonplace.

Coming to Terms with our Aging Workforce

We’re all aging. It’s a fact of life. But now, significant generational shifts are beginning to shape the future workplace. For example, Americans are living longer, and more of us are working later in life.

Although I’m a fan of encouraging older people to participate in the workforce, it’s time for organizational leaders to address age-related cognitive decline. By becoming more educated and cautiously protecting all employees, employers will be better equipped to support our aging workforce.

Here’s why this is so important. Recently, the Harvard Law School Bill of Health newsletter published some staggering statistics in its article, “Managing Cognitive Decline Concerns in the Workplace:“

By 2034, about 77 million U.S. residents will be senior citizens. That’s about 21% of our nation’s population.

After age 65, the risk of Alzheimer’s disease doubles every five years. And nearly one-third of people over 85 have this disease.

Of course, Alzheimer’s is only one cause of cognitive decline. However, because so many people are touched by its ripple effects — family, friends, and work colleagues — it illustrates how devastating cognitive decline is likely to be as Americans continue to age.

Soon, most of us will know, love or work with someone touched by Alzheimer’s or another form of cognitive decline. So, how can we prepare to handle this professionally, legally, and with grace?

The Impact of Cognitive Decline at Work

When cognitive changes impact reliability – and even trust – it becomes a larger issue for leaders and teammates. Memory loss, difficulty with multi-tasking or problem-solving, and even personality changes can upset and distract colleagues.

It’s important to treat this topic with compassion. But that means care and concern should also extend to co-workers who are directly experiencing these effects. Keep the door open for discreet conversations about their concerns, and invite input on how to improve the situation.

SHRM offers multiple recommendations in its article, “Coping with Cognitive Declines at Work.” These are some suggested priorities for employers:

Conduct a Safety Assessment. The need for this is more obvious in certain lines of work, where rapid response is critical. However, it can be a factor in other professions, as well. There are multiple ways to determine if a person is safe to work.

Engage Employees. Non-confrontational conversations about specific concerns are an opportunity to find out more about what’s going on and open lines of communication for future dialogue.

Keep Thorough Records. Take notes that detail your concerns. Repeated instances of missed deadlines, significant memory lapses, or behavior problems may be helpful down the line. Stick to the facts and steer clear of age-related commentary.

Legal Considerations

Let’s start at the top. There is no reason to draft a policy that defines workability or retirement readiness. Mandated retirement policies are illegal.

Larger organizations with legal counsel are well aware of The Age Discrimination in Employment Act of 1967. However, if you’re a leader at a new or smaller company, you’ll want to familiarize yourself with the basics of this law.

Also, if you need a refresher, be sure to take the time to revisit these regulations. Understanding the legal parameters of hiring, firing, and pushing retirement based on age is a savvy business move. It’s worth your while because the business risks of acting outside the legal lines can be significant.

Cognitive testing is also dicey from an ethical and legal perspective. Harvard says, “Testing older employees who have no job performance deficits, but not testing younger ones, violates the core principles of the ADEA.”

And that’s not all. It also violates the Americans with Disabilities Act (ADA). This law permits employers to test employees only if the assessment is job-related and consistent with business necessity. According to the Equal Employment Opportunity Commission, testing is permitted only if it is “triggered by evidence of current performance problems.”

So, to avoid claims of age discrimination, will employers want to administer cognitive tests to all employees? Let’s not go there, either. It triggers a slew of concerns related to ADA, Title VII, and other discriminatory issues.

Lastly, it’s important to consider the tremendous medical advances that have led to predictive tests and markers associated with cognitive decline. However, it seems logical to leave those medical procedures to employees’ families. That said, if an employee brings these findings to your desk, be prepared to align your discussion with ADA regulations.

Solutions Start With Education

You may wonder why I’ve been investigating this topic. To be honest, it comes from a personal place. Someone dear to me was deeply concerned about a coworker’s cognitive decline.

I am sure I’m not alone. More and more of us are crossing paths with people who display cognitive changes or have been diagnosed with a related condition. Some of you have been caretakers for those who have experienced cognitive impairment.

This is a triggering and heart-wrenching topic. It’s delicate. But it’s important. And if you are an employer or people manager you’ll likely find yourself affected by it more frequently, going forward. My best advice? Educate yourself.

Upon exploring this topic – and then writing about it – I’ve felt some anxiety and dread. But knowledge is power. And fortunately, there is an abundance of reliable information at our fingertips.

It’s important to be curious and forward-thinking about a topic like this. It’s equally important to understand the law, as well as the needs of people who may be unsure and fearful about their own diminishing cognitive capabilities.

If this is new territory for you, don’t be afraid to ask questions, read up, take notes, and admit that you are learning. But watch your language, mind your approach, and make decisions carefully. Err on the side of caution and care. And remember that kindness is always a good move.

Resources

Alzheimer’s Association: This organization offers many resources, including:
10 Early Signs and Symptoms of Alzheimer’s

CDC:
Subjective Cognitive Decline: A Public Health Issue

Mayo Clinic:
Mild Cognitive Impairment

U.S. Equal Employment Opportunity Commission:
Mental Health Provider’s Role in a Request for Reasonable Accommodation at Work

Workplace Strategies for Mental Health (via Canada Life):
Dementia Response for Leaders

Employee wellness has become a top priority for employers in the post-pandemic era. What can your organization do to encourage workforce wellbeing? Here are 12 ideas from business and HR leaders

12 Ways to Prioritize Employee Wellness

April 10, 2023/Employee Benefits, Employee Experience, Employee Happiness, Employee Well-Being, Health and Wellness, Mental Health Awareness /by Brett Farmiloe

Organizations have long considered employee wellness a priority. But in the wake of the pandemic, it’s more important than ever. Here’s why: 99% of organizations are facing talent challenges. And after years of disruption, workforce wellbeing is on especially shaky ground. Investing in wellness could go a long way to restore employee confidence and commitment.

Indeed, even before Covid, research found that when employers made workforce wellbeing a priority, they could significantly boost productivity and other key business metrics.

That’s why we asked HR and business leaders to answer the question: “What are some effective strategies to prioritize employee wellness?” From simple in-the-moment exercises to formal, ongoing programs, the answers are as diverse as the individuals who responded. Here are 12 of the best ideas we received:

Involve Employees in Wellness Program Design

Hire a Chief Wellbeing Officer

Promote Integrative Breathing Practices

Empower People to Embrace Healthy Eating Habits

Suggest Simple Mental Fitness Routines

Cultivate Better Communication Skills

Encourage 5-Minute Clarity Breaks

Check-in to Understand Wellness Needs

Schedule Regular Health Screenings

Train Managers in Soft Skills

Conduct Employee Wellness Challenges

Include Financial Wellness

To learn more about how your organization can make the most of these ideas, read the full responses below…

12 Ways to Make Employee Wellness a Priority

1. Involve Employees in Wellness Program Design

The most successful employee wellness programs address individual needs while supporting overall workforce health goals. Programs designed without employee input lead to low commitment and participation.

To avoid this, assess employee needs upfront to identify factors that influence their health. This helps you prioritize offerings that employees are likely to find worthwhile. It can also open the door to innovative ideas you might not otherwise consider.

As a baseline, conduct an anonymous organization-wide intake survey that asks employees to identify key wellness issues and objectives, as well as tools and resources they think can help them achieve their goals. If possible, also arrange face-to-face conversations or online public forums so people can discuss ideas with others if they choose.

Then use this input as a guide to define, develop, implement, promote and manage your initiatives. Continue to seek regular feedback. Also, be prepared to make modifications. This collaborative “continuous improvement” approach can lead to a more robust, effective program that both employees and management take pride in.

Monique Costello, Wellness Educator and Functional Medicine Coach, Happy Eats Healthy

2. Hire a Chief Wellbeing Officer

Many companies are building more robust, healthy corporate cultures where employees feel valued and respected. But true corporate resilience requires an intentional, integrated effort. It starts with leadership’s commitment to improving and sustaining employee performance and wellbeing. And increasingly, we’re seeing this agenda as the primary responsibility of an emerging role: Chief Wellbeing Officer (CWO).

CWOs are not only the go-to person for all employee wellness issues. They also work in concert with other executive officers across the organization to lead by example, supporting an environment of openness, advocacy, shared values, and collective purpose.

In the wake of the pandemic, many CWOs are focusing heavily on burnout and its effects on individual wellness and performance. To address this complex issue, initiatives often integrate multiple elements, such as adjusted work policies, targeted educational workshops, 1:1 health/resilience coaching, enhanced mental health resources, break rooms, workout facilities, and more.

Viktoria Levay, Corporate Wellness Coach and Resilience Trainer, LÉVAY

3. Promote Integrative Breathing Practices

Excessive stress has a negative impact on every functional system in the human body. So, for organizations to help employees achieve maximum health benefits, wellness efforts should be accessible to all and easy to integrate into daily habits. A thoughtful workforce breathing program can offer that kind of benefit.

Proper breathing techniques can improve physical health as well as productivity, creativity, and mental acuity. A holistic breathing program can improve employee health outcomes on an individual and team level while elevating overall workforce wellbeing. For lasting results, design, implement and maintain this program with a top-down, inside-out approach.

What does this look like? Make a lasting commitment to promoting effective breathing practices. And be sure to share progress so employees will want to continue this habit.

Lisa Charles, CEO, Embrace Your Fitness, LLC

4. Empower People to Embrace Healthy Eating Habits

Everyone needs to eat, but some of us make better food choices than others. Educating employees about how to nourish themselves with smart nutritional habits can help them prevent chronic health conditions. It also improves work productivity, performance, and wellbeing.

Here’s a strategy for motivating employees to incorporate a healthy diet into their daily lives: Offer live cooking sessions with a health coach. Participants can taste nutritious alternative foods and learn how easy it can be to cook healthy meals. They can also find out how some foods reverse chronic diseases such as type-2 diabetes and heart disease in as little as eight weeks.

And here are bonus benefits: Research says that employees who eat together feel better, have more sustained energy, and are more engaged and productive at work.

Claudia Grace, Health and Wellness Coach, Claudia Grace

5. Suggest Simple Mental Fitness Routines

Negative thought patterns can increase stress, which in turn, causes attention, engagement and productivity to decrease. But through education, you can help employees intercept these troubling thoughts, and shift to a positive mindset. People who consistently apply these techniques can strengthen their focus, improve their health and achieve peak performance.

When employees feel triggered by a conversation or stressed about a challenging workload, they can take a mental time-out and engage their senses for 10-15 seconds. Anyone can activate this mental “reset” process by focusing intently on a nearby object. Pay attention to its color, shape, texture and small defining details. Then shift focus away to a distant sound, such as a conversation, a ringing phone, or a passing car. Another helpful exercise is to slowly rub two fingers together for several seconds. Notice the temperature and texture of your skin as you move your fingertips.

These micro-meditations help shift your focus away from negative thought patterns and reduce unwanted stress.

Lisa Hammett, Success Coach, Author, and Motivational Speaker, Success Coaching

6. Cultivate Better Communication Skills

As kids, we all learn how to talk. But sadly, very few of us are taught to communicate well. So as adults, we bring bad habits and patterns from those early years into our work lives. Even when we’re aware of these issues, many of us aren’t sure what we can do to achieve better results.

Neuro-Linguistic Programming (NLP) is one of the best toolkits for improving communication. By investing time to understand NLP, people can begin to recognize why they respond to situations the way they do. It also helps them listen to teammates to improve understanding, rather than listening to reply.

Everyone wants to be heard and understood. That’s why building these skills can work miracles for organizations that want to encourage better relationships among employees. By strengthening communication, teams can work effectively to grow a happier, more profitable organization.

Christina Beauchemin, Founder, Let My Legacy Be Love, LLC

7. Encourage 5-Minute Clarity Breaks

Here’s a simple strategy. Recommend that employees replace a daily coffee break with 5 minutes of meditation. This can reduce stress and anxiety while increasing focus, clarity, and productivity.

The process is simple to teach. Ask participants to set a timer, close their eyes, sit up straight, and keep both feet on the ground. Inhale deeply through the nose, hold that breath, and count to 7. Then exhale slowly through the mouth, relaxing the shoulders, belly, and hips. Keep your attention focused on your breath and repeat this cycle at least 5 times.

Simple, but not easy. The mind may wander, but when it does, just return to focusing on the rhythm of your breath. People who rely on this routine will soon look forward to these relaxing brakes. There is always time to grab coffee later!

Dani Sheil, Wellness Coach, Dani Sheil

8. Check-in to Understand Wellness Needs

Do you have a finger on the pulse of wellness in your organization? Take time to survey employees, so you can get a realistic sense of challenges that affect their health and wellbeing, and the kind of support they would appreciate. Even if your organization doesn’t have a large budget, this process can provide information that will help you focus your efforts where you can make the biggest impact.

If you don’t have resources to conduct a formal survey, start by integrating questions into existing processes, such as team meetings or performance reviews. The more you engage people in conversations about this, the more effective you can be.

Aileen Axtmayer, Career Coach and Corporate Wellness Speaker, Aspire with Aileen

9. Schedule Regular Health Screenings

With access to periodic onsite health screenings, employees can easily monitor their health and catch potential issues early on. Screenings can cover a range of health metrics, such as blood pressure, cholesterol, and blood sugar levels. Establishing this kind of baseline for each employee provides the information they need to define reasonable health goals.

Regular check-ins can also help motivate individuals to work toward positive change and remain accountable for managing their habits on an ongoing basis. Ultimately, prioritizing employee wellness through annual health screenings can lead to a healthier, happier, and more productive workforce.

Benan Yuceer, Founder and Head Coach, BeYu Wellness

10. Train Managers in Soft Skills

Managers play a key role in ensuring that teams have a healthy work environment and access to resources that help them stay healthy and thrive. Organizations can help by ensuring that managers develop the soft skills needed to help employees manage their wellbeing.

Training managers in areas such as empathy, emotional intelligence, communication, collaboration, and adaptability helps them better understand team members and help them in their individual wellness journeys. Managers with effective soft skills are able to proactively support employees and provide a sense of belonging — both of which are important components of overall wellbeing.

Sonia Hunt, Health and Wellness Futurist, Speaker, Coach, and CMO, Sonia Hunt

11. Conduct Employee Wellness Challenges

Time-based activity routines can help individuals develop their fitness capabilities and create opportunities for friendly competition. For example, you can set-up step tracking tools and challenge employees to walk at least 10,000 steps a day for at least 15 days a month.

Reward participants who achieve this goal with a small perk. For instance, let “winners” leave work an hour early on any day they choose. Create a Wall of Fame to celebrate all monthly achievers. Over time, you can also recognize those who consistently meet challenge objectives.

Because these challenges are time-based, they can help employees structure their schedule more efficiently. They can even lead to improved efficiency and discipline in other aspects of their lives.

Anjan Goswami, Founder, Mynd Your Fitness

12. Include Financial Wellness

Few people enter the workforce with a robust financial education. Currently, four out of five workers live paycheck to paycheck. In fact, 76% of workers told PwC that financial worries negatively impact their productivity. And 55% of these employees spend 3 or more hours a week focusing on finances while at work.

For a happier, healthier, more productive workforce, smart employers are adding personalized financial education tools and resources to their overall wellness agenda. An emergency savings program can help. This makes it possible for employees to contribute a portion of their monthly income to a separate account designated for emergency funds. This not only relieves some money management concerns, but also can be a creative recruitment incentive that attracts higher-quality talent to your organization.

Julie Weidenfeld, President and Chief Wellness Officer, Peak Wealth 360

Workaholism can sneak into your life before you know it. But when does hard work become a toxic habit? And how can you break free from its grip?

Breaking the Workaholism Habit: Symptoms and Solutions

April 4, 2023/Employee Burnout, Employee Well-Being, Health and Wellness, Mental Health Awareness /by Roman Shvydun

Every leader appreciates diligent team members who are engaged, reliable performers. However, there’s a fine line between people who take their work commitments seriously and those suffering from workaholism.

Engaged people are often highly productive, while workaholics tend to find themselves on a downward spiral. But how can you tell when someone is addicted to work? And what can you do about it?

This article looks at how to detect workaholism and how to break free from its toxic grip.

Defining Workaholism

Although being a workaholic may not sound like a cause for alarm, it is a legitimate mental health condition with real and dangerous consequences. And it’s probably more common than you may think. In fact, research estimates that nearly half of U.S. employees consider themselves workaholics, and 10% are truly addicted to work.

Workaholism in the U.S. - key statistics People dealing with workaholism constantly struggle with the uncontrollable urge to work excessively for prolonged periods. In other words, these people feel compelled to work all the time and they find it very difficult to detach from work situations.

As this problem progresses, it becomes all-consuming, eventually putting individual psychological and physical wellbeing at risk.

On the other hand, it’s important to understand that working long hours doesn’t necessarily mean you or anyone else is a workaholic. Sometimes, all of us need to work longer hours to meet a tight deadline, fix an urgent problem, or support a customer in need. The trick is to avoid making this kind of situation a habit.

Is it Work — or Workaholism?

The following behaviors do not necessarily mean an individual is a workaholic:

1. Going Hard at Work

Working diligently can go a long way toward helping you achieve your professional goals and objectives. In fact, motivation, drive, and self-initiative are desirable traits among people who want to excel in the business world.

If you show up every day and strive to do your best, you’re not necessarily a workaholic. But problems start if you don’t know when to take a break or call it a day.

2. Strong Work Ethic

Your work ethic is a set of personal values that guide your professional behavior. This can determine how successful you’ll be in your career. Unfortunately, many of us mistake a strong work ethic for workaholism. They’re not the same.

For instance, punctuality and being proactive at work aren’t signs of workaholism. They’re simply principles that drive individual productivity. But if a commitment to work means neglecting other aspects of life, it’s time for a reality check.

3. Working Overtime

If you work overtime occasionally, you aren’t a workaholic. Putting in extra hours may be necessary to complete a particular project or to push through a peak work period. But it can be a slippery slope if you and your team are regularly working late or on weekends.

Using the right technology tools is one way to help reduce your work hours — even if it’s only the time you spend managing email messages. For example, you can create follow-up email templates and let automated tools handle the rest of the process.

Likewise, other digital productivity tools can help ease the burden of routine tasks like project management, note-taking, scheduling, and team communication.

4. Passion for Your Business

If you’re on a leadership path or you own your own business, you’re likely to be more invested in your work. This doesn’t necessarily mean you’re a workaholic. It may only mean you love what you do and you’re motivated to make an impact.

However, this kind of enthusiasm can open the door to unhealthy behavior. So it’s wise to step back periodically and assess your relationship with work.

How to Detect Workaholism

When exactly should you be concerned that hard work has taken a negative turn? Here are some common signs of workaholism:

Refusing to take breaks, even lunch breaks
Being the first to arrive at work and the last to leave, every day
Taking work home each day
Never going on vacations
Choosing not to lose sleep in order to meet work commitments
A lack of hobbies, activities or relationships outside of a work context
Unwillingness to step away from a workspace when working from home
Working when sick
Experiencing stress symptoms when away from work

Overcoming Workaholism: 5 Tips

A hardcore obsession with work not only harms your health and your relationships. It also erodes your effectiveness on the job. That’s why it’s important to take action when warning signs appear in your behavior or in others. These tips can help:

1. Acknowledge the Problem

Most people who work compulsively find all kinds of excuses to justify their behavior. Some even expect praise for their sacrifice. But left unchecked, it will only get worse. People who suffer from workaholism need to recognize that it’s a problem and that they need help. This is where managers can assist with careful intervention.

2. Identify the Cause

Unless you understand why workaholism surfaces, it will be difficult to manage. But pinpointing the underlying problem can be easier said than done. Some researchers say workaholism is a response to stress, anxiety, or depression. Others say workaholics are driven by perfectionism or an overwhelming desire to feel competent.

Whatever the cause, the desire to work hard sometimes morphs into a counter-productive prison. And those affected often don’t recognize what’s happening until it’s too late.

3. Develop an Action Plan

Once you determine what’s behind this work compulsion, it’s important to establish guidelines that support healthier habits. Make sure this roadmap is practical and doesn’t add even more pressure. For example, consider these ideas:

Agree to appropriate daily work “windows.”
Establish clear break times for every work day.
Create a list of work priorities and update it periodically.
Allocate sufficient resources to support key projects and goals. This should include team members, budget and tools.
Employ task management software to improve scheduling, time tracking and efficiency.
Outsource whenever you can. For instance, a virtual assistant can free-up time for more valuable activities.

4. Practice Setting Reasonable Limits

A common trait among workaholics is the inability to say “no” to more work, even when it’s inconvenient, irrelevant, or unimportant. But recovery depends on boundaries. With healthy work hours in place, it’s essential to practice the art of saying “no.”

Remember that redirection can be an effective option. For example, turn off work-related distractions like email notifications while away from work. Also, during these times you can transfer calls to another staff member or delegate meeting attendance to a colleague.

5. Seek Professional Guidance

Even with these ideas in place, sticking to the process may be difficult. So don’t hesitate to reach out to a mental health professional if you or a team member are struggling to break free from a work obsession.

Summary

Many people call workaholism the addiction of this century, and they are not exactly wrong. Unfortunately, remote work and flexible hours have compounded the problem. Thankfully, people are now becoming more aware of the reality of workaholism and the danger it poses. Hopefully, this article will help you recognize if you or someone in your circle is facing this problem and help you move toward recovery.

Is Quiet Quitting a Symptom of Poor Mental Health?

December 19, 2022/Company Culture, Employee Benefits, Employee Burnout, Employee Engagement, Employee Experience, Employee Happiness, Employee Performance, Employee Well-Being, Health and Wellness, Healthcare and Benefits, Mental Health Awareness /by Vittoria Lecomte

One workplace buzzword many people are eager to leave behind is “quiet quitting.” The phrase dominated headlines this year, especially when a Gallup poll revealed that at least half of U.S. workers are disengaged.

Although this term is quickly running its course, the underlying problem remains. In fact, work engagement continues to slide, indicating a growing disconnect between employees and employers. No doubt, the quiet quitting phenomenon is a symptom of ongoing workplace upheaval. But I suspect it also reflects the need for better mental health support at work.

What Research Says About Workforce Wellbeing

Even as post-pandemic work engagement is dropping, countless studies reveal that depression and anxiety are on the rise. And the uptick in layoffs and economic uncertainty creates even more stress. Let’s look closer.

Nearly three-quarters of employees (72% ) say they’re concerned about finances – up from 65% last year – according to a recent report from financial wellness solution provider, Brightplan. And PWC research indicates that declining financial health impacts employee mental health and work productivity. Specifically, PWC found that 69% of employees who are financially stressed are less likely to feel valued at work – and therefore, they are becoming less engaged.

Depression and anxiety are also leading reasons why people take time off from work. In fact, employers lose an estimated 12 billion workdays annually as a result of employee depression and anxiety. According to The World Health Organization and the International Labor Organization, this costs the global economy nearly $1 trillion a year. Both organizations acknowledge the need for concrete action to address workplace mental health.

How Can Employers Respond?

Some employers may ignore these disturbing trends. But others are taking action by creating an environment where workers feel more valued and supported.

For example, if you notice that “quiet quitting” is spreading among your ranks, it’s likely that these employees feel under-appreciated. By offering professionally managed support groups as a benefit, you can send a much-needed message that tells people, “We see you, we care about your wellbeing, and you are valued here.”

This kind of benefit extends assistance to people who might hesitate to pursue individual therapy — which has historically been costly and difficult to access. And the pandemic has only made it worse. For example, at the height of the Covid outbreak, the U.S. average wait time to see a therapist ranged from 29-66 days.

The Benefits of Group Support

Multiple studies underscore how support group participation leads to improved employee mental health and job performance. In fact, our own research found that when employees attended group sessions, 50% became more productive and 100% experienced improved attitude and outlook.

Why are these results so striking? When employees have access to a clinically-backed support group program, their social connectedness and mood tend to improve. This, in turn, alleviates depression and anxiety. And group support not only helps reduce anxiety and stress. It can also play a central role in preventive care strategies designed to avoid employee burnout.

Why Group Support Helps

Depression and anxiety can fuel feelings of isolation and loneliness – two key reasons why people seek group support in their personal lives. Providing a safe space where employees discuss meaningful issues and concerns can increase their positive feelings about work and improve overall job satisfaction.

Because group support encourages dialogue among people with different perspectives, it can help participants build trust, empathy and openness that carries over into the workplace. However, it’s important not to require colleagues to join the same group. Also, it’s important to respect participants’ privacy by preserving their anonymity.

While the benefits of peer counseling are well known, new studies demonstrate how digital group support can extend mental health services access to more diverse populations. For example, some people have limited mobility or are located in rural communities where trained mental health providers aren’t unavailable.

Video-based group support is an excellent alternative, because it is affordable and accessible online from nearly anywhere on any digital device. This encourages connections and therapeutic conversations without requiring participants to wait for weeks or travel long distances.

Tips to Improve Group Support

When offering this kind of mental health benefit to your employees, keep this advice in mind:

1. Emphasize Voluntary Participation

Everyone comes to the table with a unique background and point of view. This is why the group model can be a particularly powerful tool. So, although encouraging individuals to take advantage of this benefit can be helpful, avoid pressuring anyone or threatening them with repercussions. The goal is to destigmatize mental health and make pathways to wellbeing more accessible and affordable.

2. Prepare to Overcome Fears

Group support is a highly misunderstood term. Too often, people associate group settings only with treatment centers. In the workplace, many people who need support fear they’ll be perceived as “weak” and their careers will be damaged if they join a group. For anyone concerned about this, you can share positive use case data demonstrating how helpful and healing group support can be. Employers can leverage this information as a reference tool and assure concerned employees that their identity will be protected.

3. Insist on Anonymity

Video-based group support should provide access to online sessions on any day and time that works best for each member, while also protecting their identity. Solutions like Sesh, which is 100% HIPAA-compliant, let every user select a pseudonym. Individual data is never shared, and employees are notified when anyone within the same organization registers for their group.

My Perspective

I discovered the value of group sessions while in treatment for an eating disorder. Being part of a group was the catalyst that catapulted my recovery to the next level. This experience led me to launch Sesh.

Typically, therapist-led support is difficult to access, difficult to pay for and designed for monolithic audiences. That’s why I’m committed to extending therapist-led group support to people from all communities, circumstances and identities.

With an affordable, accessible group support experience through their employer, people can finally receive the high-quality mental health support they need and deserve. This helps individuals cope with challenging personal issues, while helping businesses create a more harmonious, productive workplace. And in the process, it may also silence quiet quitting. That is my hope.

Movember Celebrating Men's Health at Work

Celebrating Movember: Men’s Health at Work

November 22, 2022/Company Culture, Employee Burnout, Health and Wellness, HR, Mental Health Awareness, Workplace Empathy, Workplace Safety /by TalentCulture Team

EDITOR’S NOTE: At TalentCulture, we recognize a healthy workforce is a more engaged and productive workforce. That’s why we’re spreading the word about the importance of “Movember” men’s health awareness in this article.

The holiday season is upon us! As the days get shorter and colder, schedules are getting busier and more packed with activities. It’s common for us to let some things slide — including taking care of our health and wellbeing. We’ve all been there. But health should never take the backburner. That’s why we’d like to talk about the Movember movement.

What exactly is Movember? What does it mean for men’s health? And more specifically, how can employers leverage this opportunity to encourage discussions around important workplace health issues? We’ll even touch on how you can start a Movember event with friends and coworkers.

What Is Movember?

Two friends kickstarted Movember as a grassroots effort to promote men’s health in Australia. It began in 2003, at a time when the mustache had all but disappeared from popular culture.

That’s when Travis Garone and Luke Slattery first convinced 30 friends to take up the challenge of growing out their facial hair in solidarity with men’s health issues during the month of November.

This simple challenge grew faster than anyone imagined. In fact, by the time it reached the U.S, in 2008, the Movember charity had raised more than $46 million, in partnership with global charities dedicated to raising awareness around important men’s health issues.

Over the years, this movement has continued to gain traction across the globe. Now, nearly 7 million men and women contribute to the cause by funding more than 1200 men’s health projects. The Movember project and its enthusiastic supporters (known as “Mo bros” and “Mo sisters”) have addressed many worthy health causes around the world.

Why Movember Matters

The importance of raising awareness and encouraging communication around men’s health can’t be overstated. Unfortunately, men are still statistically far less likely to take care of their health. That’s not an opinion, but a well-documented fact.

For instance, a 2021 study found that less than half of men (47%) had a routine medical checkup in the previous 12 months. Embarrassment and perceived stigmas are the primary reasons.

Our culture of stoicism means that when men experience pain, many feel societal pressure to simply push through it. And although women tend to become familiar with healthcare from a young age — seeing gynecologists and being encouraged to schedule annual checkups — men generally don’t develop the same kind of connection.

Simply put, conversations about men’s health aren’t common. In fact, they’re often stigmatized. Ultimately, this leads to poorer health outcomes.

The Movember Mission

The Movember movement celebrates men’s health in all its forms, but emphasizes mental health and cancer prevention, in particular. Here’s why:

1. Preventing Cancer

For men, two key health concerns are prostate and testicular cancer. Prostate cancer is the second most common cause of cancer death in men. Fortunately, testicular cancer is less frequent. However, it still affects about 7 out of every 100 men.

Both cancers are considered highly treatable if caught early. However, when left untreated, they can be very difficult to cure, and the statistics are less promising.

Most experts recommend starting prostate exams around the age of 45 and getting an exam every 3-5 years. Doctors often perform what’s called a PSA test. A PSA is a reliable metric that helps determine the risk of prostate cancer.

Similarly, to help detect testicular cancer, men should perform self-exams, looking for signs like lumps, swelling, or dull aching pain. Anyone who experiences any of these symptoms needs to see a doctor immediately.

Bottom line: Routine checkups are crucial for effective cancer prevention, detection, and treatment. That’s one of the most important messages behind the Movember movement.

2. Communicating About Mental Health

Although mental health is extremely important, it is also perhaps the most stigmatized men’s health issue. Statistics show that although mental health challenges are relatively common among men, less than half will seek treatment.

This problem is especially important to recognize in the workplace, where burnout and stress are common. People often don’t realize how stressed they are until the symptoms become unavoidable.

Left unchecked, stress or burnout can not only affect your mental and emotional wellbeing but also wreak havoc on your body. Fatigue, anxiety, and depressed mood — even changes in weight and thinning hair — all can occur.

Of course, it’s important to see your doctor to make sure you’re not dealing with underlying medical issues like hypothyroidism or male pattern balding. But these symptoms can also be a response to physiological changes caused by stress.

How Employers Can Get Involved

Encouraging your workforce to be part of the Movember trend can be an excellent way to raise awareness around these important men’s health issues. For example, you can set up a Movember fundraiser, either in person or virtually. This can foster teamwork and solidarity in the workplace, while also encouraging people to take charge of their health.

If you decide to start a Movember campaign, you don’t have to focus on only one topic. It’s an opportunity to help men feel more comfortable talking about a variety of issues that affect their health.

Conversation Starters:

Are you getting enough exercise?
Are you sleeping well?
Do you feel overloaded with work lately?
How healthy is your diet?
Do you schedule regular check-ups?
Have you talked to your doctor about things like prostate screening?

Talk to your coworkers, talk to your friends, and bring the Movember movement to your professional and social circles. It’s not just for men either. It’s for anyone with a man in their life they care about — a significant other, a family member, or a friend. Every man matters. Encourage open conversations, show your support, and get involved!

Why Benefits for Employee Caregivers Are Good Business

September 13, 2022/Elder Caregiving, Employee Benefits, Healthcare and Benefits, Mental Health Awareness /by Dave Jacobs

We’ve all seen alarming headlines about “The Great Resignation.” Some observers say it shows no signs of letting up. McKinsey recently called it the “quitting trend that just won’t quit.” And data confirms that the “big quit” is real.

In May, the Bureau of Labor Statistics reported that the U.S. voluntary quit rate was 25% higher than pre-pandemic levels. It’s hard to ignore numbers like that. And chances are you’ve experienced this recently in your own organization, as more top performers leave for various reasons.

What’s behind this surge in turnover? The pandemic forced us all to reevaluate what’s most important in life. Now, many are choosing to be more present for family while also juggling a demanding career. But the choice is especially challenging for those with family members who need special care.

This segment of the workforce is larger than you may think. In fact, according to the Rosalynn Carter Institute for Caregivers, 1 in 5 American workers also double as an unpaid family caregiver for an aging, ill or disabled loved one. The amount of time they spend on caregiving, in addition to their full-time careers, isn’t trivial. The AARP estimates that these caregivers devote an average of 23.7 hours a week to these tasks.

Therefore, it’s not surprising that employee caregivers are struggling mentally, physically, and financially. Nearly 60% are dealing with clinical depression and anxiety. Experts say they are stretched so thin that the snowball effect of caregiving will cause 1 in 3 to leave the workforce entirely.

New Insights About Employees as Caregivers

A new study entitled “Following The Journey of Family Caregivers” commissioned by Homethrive, Home Instead, and Certification in Long-Term Care (CLTC) sheds more light on how employee caregivers are responding to the pressure.

Nearly 70% of survey respondents who identify as employed said it has been important to rely on paid in-home care because it helps them avoid leaving their job, or because it helps them concentrate better at work.

“I wasn’t surprised to hear (working caregivers) turning more to paid care,” says Eileen J. Tell, a Boston-area researcher who administered the survey. “They cited the importance of doing well at their job and the desire to maintain their job.”

It’s no wonder why working caregivers said they need paid assistance. For example:

35% often provide companionship
33% often provide transportation help
26% often help with daily living activities
23% often help arrange care
26% often help make care decisions
31% always help make home safety changes

Respondents also said if they received help coordinating care, it would take a major load off their already piled-high plates. Specifically:

42% want coordination with doctors or care teams
38% want assistance in finding service providers
34% want help finding benefits eligibility
34% want meal delivery coordination
32% want recommendations for devices and equipment
31% want help assessing home safety

Interestingly, the study found that only 6% of working caregivers receive support from an employer-provided benefit program to help find reliable paid in-home care for loved ones.

What about the other 94% without access to employee caregiving benefits? There is good news. An increasing number of forward-thinking employers are offering these unsung heroes benefits packages that include family caregiving options.

Why is this a wise choice? Employers gain in multiple ways. For example…

Business Benefits of Supporting Employee Caregivers

1. Restore Retention

When employees have an option to access the right kind of assistance, when they need it, they’re less likely to leave. They’re also more focused and productive at work. Offering this benefit can position you as an employer who cares about worker wellbeing on all levels—which in turn fosters a sense of company loyalty.

2. Rev-Up Recruitment

You want to attract the best employees possible. Offering a family caregiving benefit is one way to excel at recruiting because your company will appeal to candidates who value an employer with compassion, a concern for families, and a sense of community.

3. Improve Employee Wellbeing

According to Mercer’s 2022 Global Talent Trends study, employee wellbeing programs are among the top five reasons why people remain at a company. Caregiving can be a time-consuming and emotionally draining responsibility. A family caregiving benefit helps take some of this burden off your employees and improves their wellbeing.

4. Increase Productivity

Time is money. And caregiving can take up a lot of time.

One employee might spend hours on the phone setting up doctor appointments for an aging parent, while another might leave work frequently to take a special needs child to therapy.

It all takes time away from the workday, decreases productivity, and increases employee stress. But with a family caregiving benefit, employees and their loved ones will receive higher quality support when it matters most, so your business productivity will flourish.

5. Revolutionize Work-Life Balance

A family caregiving benefit can drastically improve work-life balance. When employees continually put others’ care ahead of self-care, it can translate into mental and physical health issues such as exhaustion, depression, and anxiety. Those issues inflate your company’s healthcare costs.

When a caregiver’s mindset has shifted to a “life-work tilt,” career advancement, salary increases, and professional praise are important. But quality time with loved ones, the opportunity to explore passions outside of work, and overall mental wellbeing are also critical.

Leaning into this “life-work tilt” can have multiple advantages. By proactively acknowledging the needs and responsibilities of family caregivers and offering tangible support, you can set your organization apart. And when your employees find a better balance between work and life, they can focus better, be more productive, and stay loyal to your company.

6. Protect Your Bottom Line

High turnover is expensive. The cost often extends beyond investing in recruitment to replace lost workers. For example, institutional knowledge and team morale also suffer. In addition, productivity can take a hit, which in turn, can reduce innovation and growth. Ultimately, this negative spiral can prevent your company from reaching its full potential.

A Solution That Helps Employees and Employers

Family caregiving benefits are a win-win.

They’re a win for employers because they help improve workforce wellbeing, retention, and productivity—all while protecting your bottom line.

They’re also a win for employees because they help support work-life balance, mental health, and job satisfaction.

As Eileen Tell explains, “I think it’s key that employers understand how important it is to family caregivers to feel like they don’t have to choose between their jobs and their role as a family caregiver. Employees may look like they’re not paying attention to work, but they really don’t want to compromise their job and they don’t want to skimp on their family responsibilities.”

The Critical Intersection Between DEI and Mental Health

May 23, 2022/DEI Diversity Equity Inclusion, Employee Well-Being, Health and Wellness, Mental Health Awareness /by Cyndy Trivella

Pandemic-related mental health is undoubtedly top-of-mind. In addition, there tends to be an uptick in dialog about mental health this time of year because May is Mental Health Month. Yet here’s what I’m thinking a lot about recently that extends all year long: the critical intersection between mental health and diversity, equity and inclusion (DEI).

While both topics have grown exponentially in discussions among leaders, they have often grown in tandem. However, it’s important to tie the two together. It’s a junction where belonging, health, happiness, and productivity live. But the key is to understand how they intersect and what that means to leaders who want to foster a positive workplace.

The State of Mental Health

The research and stats continue to illustrate that COVID has propelled us into a mental health crisis. In a report by Mental Health America and Surgo Foundation, “The COVID Mental Health Crisis in America’s Most Vulnerable Communities: An Analysis of the US Cities Most Impacted by COVID-19, Poor Mental Health, and Lack of Mental Health Access”, the researchers hit on an important societal issue. A community and workforce’s access to mental health services – especially for underserved populations – is a DEI issue. Period.

“Mental health benefits: A key component of DEI,” a 2021 article in BenefitsPRO, connects the dots by stating that if an organization is going to be committed to DEI, then mental health benefits must be part of the picture. So, ask yourself, are accessible, impactful mental health benefits part of your organization? And even if you say yes, there is still work to do. And it’s interesting to look back a year later and see what mental health needs were unmet before, during the height of the pandemic, and today.

Create Paths to Help

What has become abundantly clear is that organizational management – and HR leaders, especially – must include mental health benefits, resources, and services with a special lens on underserved and high-risk populations. We expect government entities to pave the way, but every company should also take proactive steps to provide its own inclusive, healthy community. (The article was published under different titles to appeal to various HR professionals, including the aptly named DEI That Ignores Mental Health Is Doomed in HRAdvisor.)

The piece states, “Mental ill-health is often a symptom of lackluster DEI within companies, and specifically among minority demographics… Regardless of their gender, race, ethnicity, or sexual orientation, a majority felt that they had experienced barriers to inclusion. McKinsey’s research supports the argument that certain demographics are more likely to feel less included. Among those groups are entry-level employees, women, and ethnic or racial minorities.”

“When someone’s race, identity, and sense of who they are, are repeatedly questioned and used against them, their mental health is affected. When those kinds of questions and attacks happen within the workplace, the individual and the company suffer.”

Foster DEI to Support Mental Well-Being

Let this remind us that the conversation isn’t simply about COVID-related mental health, although that’s the world we live in at this minute. DEI leaders need to ensure that the workplace always fosters inclusivity to support mental well-being proactively.

Other problems that can impact mental health and a feeling of safety at work for marginalized populations include lack of representation/misrepresentation, microaggressions, unconscious bias, and other stressors that can be hard to see. A solid DEI approach ensures that (1) leaders are trained to watch for these issues and (2) employees have access to resources to manage or mitigate these concerns.

According to Forbes, “Managers can be the ‘first responders to address mental health in a crisis. Training, educating, and empowering managers to lead on both mental health and inclusion – and how the two intersect – can speed up needed support to employees from diverse backgrounds. Managers may be in the best position to handle these sensitive issues with individual employees, helping to answer questions, address concerns, and direct people to the best available resources.”

First, Find Your People

The CDC published data about racial inequities that continue to plague our health care system. “The COVID-19 pandemic has brought social and racial injustice and inequity to the forefront of public health. It has highlighted that health equity is still not a reality as COVID-19 has unequally affected many racial and ethnic minority groups, putting them more at risk of getting sick and dying from COVID-19.”

That information doesn’t require much of a leap to the gap between underrepresented populations and mental health resources. The right DEI strategy should incorporate holistic, proactive approaches to address mental health needs, especially for groups that have never received or considered support.

The Connection Between Mental Health and DEI

So how do we draw this line between mental health and DEI? What’s interesting is that it’s truly about perspective. Reaching rural, LGBTQ, ethnic, religious minorities, youth, and other groups can be challenging. But it can also be extremely fulfilling, allowing a culture of inclusion and a celebration of differences to shape an organization.

You would be well-served to take an audit of your DEI strategy. Where does it address mental health? Is it proactive? Is it realistic? Are there proper communications plans to inform employees about resources?

These questions may reveal what’s next – and I beg you to take more than a quick look. See what’s working and what’s not to take a macro and micro look at how to improve. HOW are WE making mental health a priority for ALL of our people? How can we start at the top and make it actionable throughout the organization?

Tech Innovation Can Help Close the Gap

During the last few years, one noteworthy stride has been an increased capacity by the medical community to interact with patients online. Zoom therapy wasn’t much of a “thing” a few years ago. But improved technologies and a growing savviness for online medical appointments can drastically improve our reach into underserved populations.

A fascinating interview in Forbes addresses the ripe market for a tech disruption in mental health. This points to a promising future for organizations invested in closing the gap between mental health and all kinds of populations. The article covers the importance of how connecting underserved people with the technology they need to stay up-to-date is essential.

Some interesting tech innovations in this area include, “explicit measurement-based care efforts integrated within virtual behavioral health solutions, expansion into other modalities of care such as coaching, and continued consolidation in the space.”

“Additionally, many vendors are expanding their treatment modalities from just teletherapy with a mental health professional to things like virtual coaching. Finally, tons of funding is going into condition-specific startups, including those focused on substance use care, autism, etc.”

Opportunity is Knocking

This topic offers hope. There is a real struggle right now as the fog of uncertainty has not lifted, and mental health aftereffects reverberate like aftershocks. It’s discouraging to know there are underserved populations and people who suffer from depression, anxiety, and other mental health struggles. It’s not an easy task to look at the gaps in our neighborhoods, workplaces, and schools. But we can make positive changes here. Armed with the correct information and a willingness to ask hard questions, organizations can use DEI initiatives to make actual societal change.

How and Why to Honor Mental Health Awareness Month at Work

May 16, 2022/Employee Experience, Employee Well-Being, Health and Wellness, Mental Health Awareness /by Meghan M. Biro

Mental Health Awareness Month is here again. For leadership, it’s a critical opportunity to reassess how your organization supports the mental health of your workforce, and plot out a more effective course to do more.

Why do more? Mental health has never been more important. The pandemic not only brought the issue to the forefront but also exacerbated it. In a post we published last fall, the author called today’s mental health challenges a “bittersweet lesson.” I love that term (and his post is definitely worth a read if you haven’t already). Covid-19 and its impacts have forced leaders to look at mental health not just as a factor in performance, but in retention as well, and by extension, the whole enterprise. We’ve also seen how a whole range of factors — being minority, lgbtq+, having an existing mental health condition, or being in a difficult work situation can turn a minor issue into a major one.

So I’d say there’s some real urgency here. But one of the blind spots I’m finding among leaders isn’t a commitment to do more. It’s a commitment to understanding how mental health is interwoven throughout the world of work right now.

Connect the Great Resignation and Mental Health

Let’s acknowledge that most leaders don’t have the time or the bandwidth to play connect the dots on their own — another reason why occasions like this can be so useful. But even among top-notch HR teams and benefits experts, certain problems tend to get siloed in order to get solved. Triage is not a holistic approach, but mental health is.

Take one enormous — and nearly universal — a challenge facing workplaces: the Great Resignation. Some 47.8 million Americans voluntarily left their jobs in 2021. This unprecedented wave of quits hit many sectors. It’s certainly still happening. And it has everything to do with mental health.

Attrition and Unhappiness

There are those who argue that the real reason for this surge of voluntary departures is opportunity, not discomfort; ambition, not unhappiness. They point to the hot jobs market as an irresistible chance to try the “grass is greener” approach, despite all that their employers have done for them. They note that younger generations have a different mindset when it comes to how long to stay in a given job. The urge to career climb may drive some to great heights — and you should celebrate that — but it doesn’t account for what’s happened with nearly 50 million people.

There’s plenty of tangible evidence that when employees aren’t happy, they try to find a place to be happier. It could be employees not feeling valued and workplaces being too toxic to thrive in. (For more on toxic workplaces and how to identify and then fix them, we published a great post that still holds true.) So while it may be easier to point your finger at a workforce getting too big for its britches, I don’t recommend it. While you do, you’re likely still losing employees.

Job Dissatisfaction Goes Deeper Than we Like to Admit

So why do people really leave? A recent Pew Research survey of more than 6,600 employed U.S. adults found that the top reasons cited for leaving one’s jobs in 2021 are all related to mental well-being in some form. These include low pay (63%), lack of opportunities for advancement (63%), and feeling disrespected at work (57%). Nearly half of the Pew survey respondents cited childcare issues (48%). Others said they were frustrated by a lack of flexibility (45%). A hefty portion of respondents (43%) cited the need for better benefits, including health benefits and paid time off.

Conditions of employment? Perhaps. But all of these are factors known to play a well-established role in either promoting or detracting from emotional and psychological well-being. Concurrently we’ve seen a rise in conditions such as anxiety and depression: from pre-pandemic to January 2021, reported symptoms of anxiety or depression among U.S. adults jumped from 11% to 41%.

What Mental Health Really Means

This isn’t a judgment, it’s an observation: While organizations tend to know what they are required to do in terms of regulations, they don’t necessarily know how to best improve mental health in the workplace. There are clear rules spelled out by the ADA, FMLA, and other legislation that help maintain clear guardrails about workplace culture, clinical support, pre-existing conditions, benefits policies, and more. But it may be easier to focus on staying within legal compliance for the organization’s sake than drilling into why these actions are so important in terms of the workforce’s sake.

I’m also finding that most leaders — particularly in the C-Suite but also high-level HR execs and managers — have their hearts in the right place. But we all need more guidance on where mental health begins and ends in the workplace. Bottom line: these days, given the blurred lines between work and life, I don’t know that it ends at all. But it does help to know what mental health stands for: an umbrella term for hundreds of conditions, clinical or not, that comprise emotional, psychological and social well-being.

“Ensuring a healthier, productive workforce starts with understanding who you have,” one of our contributing authors wrote recently. I’d concur — though it’s also important to understand the nature of your workplace, virtual, hybrid, on-premises, flexible, shifts, supervised or not. And you need to understand the overall culture of your organization — not just your projected employer brand — and how that plays a role in mental health. I’ll give you one example: Organizations that made “innovate!” a key imperative in their work culture are unwittingly (or not) putting employees under an undue level of stress, and may be increasing their own workplace attrition rates. An MIT research team found that the pressure to innovate is actually one of the primary drivers of attrition.

Factoring in the Costs of Unhappiness

In mid-2021 the Great Resignation caused at least a 1.1% rise in the rate of inflation, according to the Chicago Fed; and it’s certainly having an impact on the global economy, the supply chain, and the bottom line.

We also know that the cost of replacing employees who leave can run as high as $1500 per hourly worker, and note that the figure was calculated pre-pandemic — the costs could be even higher now. SHRM also estimated that for every salaried employee we lose, it can cost the employer 6 – 9 months of that employee’s salary to find a replacement. That, too, was a pre-pandemic metric. From that perspective, there’s a business case to be made for making sure your organization is doing all it can to support your workforce’s mental health.

Get on the Bus: 10 Actions to Celebrate Mental Health Month

To honor Mental Health Month, use the time to assess all the factors that contribute to and detract from emotional, psychological, and mental well-being in your workplace. Then, commit to making meaningful improvements. This isn’t a time for performative gestures, it’s a time to take actions that count. So here’s a quick list of possible strategies:

1. Invite full participation.

Enlist the whole organization so that anyone that’s interested can participate (inviting participation is itself a form of promoting mental health).

2. Make the month different.

Treat the month as an occasion. Consider making some radical changes for May to see if they have an impact on mental health in the workplace. For instance: make a month-long policy allowing for a half day personal break once a week, no questions asked. Try a no-contact after work policy, so people can decompress and work doesn’t come home with them. Bring in meditation, mindfulness, yoga, and exercise instructors for virtual or in-house classes. Provide access to on-demand webinars and courses about self-care, mental health, and staying balanced. Bring in SMEs to talk about mental health issues. When the month is over, ask your teams what they enjoyed, and what they would want to continue.

3. Assess your mental health benefits.

Have a summit with your benefits teams and providers to see what can be added to your mental health offerings. For instance, could you offer telehealth with therapists? What about childcare/caregiver support? How hard would it be to build more mental health support for your existing program?

4. Evaluate DEI in your work culture.

Discrimination, bias, and feeling isolated for one’s identity can take an enormous toll on individual mental health. Look at how DEI is working in your culture. You may want to reach out to those who may be feeling isolated or disadvantaged to get their take. Make a safe space for women, minorities, LGBTQ+, and others who may feel disenfranchised to speak their minds.

5. Check on the impacts of your workplace conditions.

Are your employees feeling a sense of connection if you’ve shifted to remote or hybrid working? If not, look for ways to increase it, and build community no matter where people are. What safety policies have you instated to make your workforce feel less at risk if they have come back to the office? If you’re all on multiple messaging and communication platforms, is there a way to scale back and free up some mental space?

6. Take the workforce’s pulse.

Survey all your employees on their state of mind. Make sure it’s clear that this is confidential, but invite and make room for candid input — not just pre-set answers.

7. Check in with your managers.

Reach out to your managers about their own mindsets, as well as the state of things on their teams. Your managers remain a direct line to your employees. Their mental health will certainly have an impact on the people who report to them.

8. Evaluate your recognition and rewards programs.

Recognition and rewards are the most tangible proof that employees are valued and supported by the workplace. Don’t underestimate their power to boost self-esteem and a sense of belonging.

9. Bring in leadership for a workplace roundtable.

Having a Q&A with leaders on issues of mental health is a great way to get leaders involved. Topics might include mental health awareness, emotional well-being, workplace stress, and mental health benefits questions.

10. Track the results for the month.

Track data on your efforts the same as you would any other: mental health has its own metrics. Participation, survey results, questions asked in a Q&A, how managers rank key issues, and much more should all be shared, and used to take further actions to improve your mental health support system in the workplace. Bonus points if you conduct an open debriefing, where not only do you share the data, you invite your workforce to weigh in on their own experiences over the month.

Conclusion

Use Mental Health Month for a reckoning — but don’t stop there. Every time we talk about mental health on our #WorkTrends podcast (for just two great examples, head here and here), the conversation feels like it wants to continue. So keep it going. Steering the organizational ship is inherently complex, and decisions need to be made with context, clarity, and humanity. But they also have to be made with compassion, commitment, respect, and hope.