by admin | Nov 2, 2023 | Employee Benefits
The connection between employee wellness and the benefits of the job might seem obvious. But the conversation should be more nuanced than merely a discussion about health insurance, access to mental healthcare like employee assistance programs (EAPs), and well-being apps to reach zen.
Indeed, Human Resources professionals must reconsider their definition of benefits. It must extend to all the pros of working at a company. This includes the compensation and benefits packages but also other benefits like the team vibe, how managers treat employees, the expectations of employees, the ability for work-life balance, etc.
The New Human Resources
Thinking about this link between wellness and benefits is a key differentiator between traditional approaches to HR and the transformational employee-centric approach of the here and now. In the wake of the pandemic and the arrival of Gen Z employees to the workforce, expectations of employment have changed. HR must put emphasis on empathetic leadership, collegiality, and support for the health and wellness of the team for both recruiting and retention purposes.
HR’s Desire to Support Employee Wellness
The will to support employee mental health and wellness is there. Dating back to the State of HR 2022, when HR leaders who responded to the HR Exchange Network survey made employee engagement the top priority, organizations have been clamoring to improve recruiting, engagement, and retention. The foundation for this crusade is focusing on employee wellness. After all, at the heart of these efforts is job satisfaction.
Many HR professionals have great intentions when considering a broader definition of benefits of a job. A whopping 98% of respondents to an HR Exchange Network LinkedIn poll say they consider the impact of schedules, compensation and benefits packages, and other work-life balance issues when supporting employee wellbeing.
Is HR Living Up to Its Ambition?
While most in HR say they want to help employees manage their mental health and wellness, they know employees might not have realized their efforts yet.
More than 75% – an overwhelming majority – of respondents to another HR Exchange Network LinkedIn poll said that the benefits most organizations offer do not truly address the mental health and wellness of employees. In addition, 78% in another poll on LinkedIn said employees were not satisfied with their salary and benefits packages.
Clearly, most in HR have more work to do when it comes to wellness and benefits. The first step would be to evaluate the company’s offerings. In 2022, respondents to the State of HR said the following were the top five benefits to offer or under consideration:
- Medical, dental, or vision insurance (55%)
- Wellness programs (53%)
- EAPs (45%)
- Mental health coaching (38%)
- Retirement savings (33%)
Worth noting, in the 2023 survey, 20% said they planned to invest in EAPs. In addition, the respondents of that survey shared their top priorities for addressing mental health and wellness:
- Creating a supportive environment for employees to talk about mental health concerns (40%)
- Implementing policies and procedures that address mental health in the workplace (37%)
- Providing accommodations for employees with mental health conditions (34%)
- Encouraging employees to take time off or seek medical attention (33%)
- Gyms/partnerships/fitness apps/fitness classes (27%)
Next Steps
Transformation requires effort and can be slow. Human Resources realizes that employees expect employers to support their mental health and wellness. Until now, that expectation – if ever met – was simply about offering the right kind of insurance and access to mental healthcare. Now, leaders and managers are meant to be empathetic and able to recognize those in need of help. Frankly, most have not had any sort of training, and it’s probably unfair to expect this of them. HR professionals are honest about the lack of support managers are receiving:
Presumably, the next step is to better train managers to provide mental health and wellness support and ensure the business builds itself around a people-centric culture. Certainly, the top priorities of HR professionals in 2023 suggest that employees are gaining leverage with HR:
- Developing and implementing diversity, equity, and inclusion (DEI) initiatives (22%)
- Improving employee engagement and retention (21%)
- Recruiting and retaining top talent (15%)
In fact, DEI is directly related to wellness at work because those efforts contribute to people feeling as though they are treated fairly and included. Providing that sense of belonging is an essential part of wellness, as is improving engagement and retention. To recruit and keep top talent, employers must continue to care for employees and lead HR with heart.
By Francesca Di Meglio
Orignally Posted on HR Exchange Network
by admin | May 23, 2022 | Health & Wellness
Mental health and wellness in HR are becoming top priorities for employers. In fact, HR leaders named mental health and wellbeing as their third biggest problem, behind the labor shortage and retaining talent, in the latest HR Exchange Network State of HR report. In addition, those surveyed also said burnout was the top consequence of the pandemic. “Blurring of work and personal life” and “burnout” tied, with 28% of the vote each, as the biggest challenges to employee engagement. And 30% of respondents said employee engagement and experience was their top priority.
Clearly, mental health and wellness is related to the employee experience, and the expectations in the new normal require HR leaders to provide support, empathy, and guidance for helping those who need it. To begin, they need to understand the nuances of mental health and wellness.
Defining Mental Health and Wellness
A first step for HR leaders is to breakdown mental health and wellness to understand the differences, so they can best address “mental health” and “wellness.”
What Is Mental Health?
The U.S. government defines mental health as the emotional, psychological, and social wellbeing of an individual. Obviously, one’s mental health contributes to how he thinks, feels, and acts, and it relates to his resiliency and relationships with others.
Considering this definition, HR leaders can focus on insurance that covers mental health conditions and connecting people to appropriate specialists just as they would for employees with physical ailments, for example. Tending to mental health needs is slightly different than those of wellness.
What Is Wellness?
On the other hand, wellness refers to the totality of health – both mental and physical – of an employee, according to the Society for Human Resource Management. When employers focus on wellness, they are aiming to provide employees with preventative solutions to avoid illnesses and long-term health problems. For example, gym memberships, yoga classes, and meditation sessions are among the ways HR leaders may support the wellness of workers.
Mental health refers to the condition of an employee’s state of mind, whereas wellness refers to his or her general health. Sometimes, even those in HR use the word wellbeing interchangeably with wellness, but there is a distinction. Wellbeing refers to job satisfaction or one’s contentment at work. Certainly, wellbeing is related to mental health and wellness. If employees are experiencing anxiety, high stress, or burnout, which are associated with both mental health and wellness, they may experience negative feelings at work. Therefore, their wellbeing also will be at risk.
HR’s Responsibility for Mental Health and Wellness
The pandemic revealed the need for mental health and wellness programs at workplaces. Both mind and body needed soothing, and HR professionals took the lead in providing solutions to workers. More than two years after the start of the pandemic, they are continuing to enhance their offerings.
Here are some relevant benefits that employers may provide, and HR leaders can consider:
Medical Insurance that Covers Mental Health
This first benefit is the most obvious one, and it refers to the employer choosing insurance options that cover mental health as robustly as they do physical health.
Employee Assistance Programs (EAP)
The U.S. government defines an EAP as a “voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems.” These programs may address stress, substance abuse, or family discord, for example.
Mental Health First Aiders
This is a professional who works on staff or on call for a business, so employees always have someone to support them with any mental health concerns, according to verywellhealth.
Training for Managers, Leaders, and Peers
Some companies are training their teams to recognize potential mental health issues in their colleagues and to develop empathy and emotional IQ.
Yoga, Meditation, Workshops, Zen Rooms, etc.
These are a few examples of programs designed to help employees relieve stress and stay focused.
Mental Health Days
Some companies are including mental health days in their paid time off menu. This allows people the chance to stay home as they would for a sick day.
Parameters around Work Hours/Flexibility/Respecting People’s Time
Many employers are sharing guidelines about allowing employees flexibility around when and where they work or during what hours they can communicate with them about work, etc. The idea is to help people better balance work and life to give them the time and space necessary to recharge.
Why Should HR Leaders Care about Mental Health and Wellness?
The answer about why any leader should care about employees’ wellness seems obvious. It’s the right thing to do. But it also relates to business outcomes. Poor mental health and wellness among employees can pose grave risks to an employer. These are the threats:
- Decreased Productivity – People are not as interested in getting the job done if they’re dealing with mental health issues.
- Resignation – Mental health and wellness is clearly connected to job satisfaction and wellbeing. People might quit if they are suffering.
- Negative Impact on the Bottom Line – If employees are not productive or engaged, the company will not be as successful. If there is much turnover, the company will lose money in recruiting, hiring, training, and patiently waiting for new hires to get up to speed. All these consequences can influence revenue and business outcomes.
How Work Can Affect Employee Wellness
Employees spend a large amount of time working. Toxic workplaces obviously can damage one’s mental state, whereas a psychologically safe environment can motivate people. Anyone experiencing bullying or harassment at work may feel more anxiety or stress. That’s undoubtedly true. But having heavy workloads, tight deadlines, and other stressful personal situations can lead to burnout. Potentially, these factors cut into the psychological contract between employee and employer. This is concerning to HR leaders.
The Mayo Clinic says job burnout is a type of work-related stress that results in a state of physical or emotional exhaustion that can influence an employee’s self-worth and sense of identity. The pandemic and consequential labor shortage put burnout in the spotlight and forced employers to confront it. Now, HR leaders are working to combat and prevent burnout as part of their overall mental health and wellness strategies.
Taking steps to reduce hours and workloads, managing expectations, and training managers to be better, more empathetic leaders are among the ways they are addressing the problem. HR Exchange Network recognized this new obligation of Human Resources in its recent talent management report:
Companies that show they truly care about the mental health and wellness of their employees will get noticed. Those who are flexible and understanding when people are having a tough time personally will win hearts. “Companies need to switch their focus on engagement to experience. Maya Angelou said it the best, ‘People forget what you tell them. They don’t forget how you make them feel,'” says Sebastien Girard, Chief People Officer at Centura Health.
HR leaders are helming efforts to address mental health and wellness of employees. They are confronting these issues to improve employee engagement and experience and the work culture. Employers recognize the link between the mental health and wellness of their employees and the success of their business.
In addition, they realize this is the right thing to do, which is vital at a time when employer brand is of the utmost importance, and everyone is trying to better maintain work-life balance. The pandemic was the spark for employers giving attention to these issues, but the focus on helping employees maintain their mental health and wellness will continue.
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | Mar 21, 2022 | Health & Wellness, Human Resources, Workplace
Question
We’ve been both super busy and understaffed recently. Is there anything we can do during this time to help our employees avoid extra stress or burnout before we can hire more employees?
Answer
Yes. Here are a few things you can do to make this time run as smoothly and stress-free as possible:
Remove nonessential work duties: For the positions that seem most stretched, make a list of tasks that could be put on hold (or perhaps reassigned). You can invite input from employees, too, but I’d recommend acknowledging that they’re overwhelmed and saying that you’ll do your best to alleviate some of the pressure. Then hold off on nonessential tasks until business slows down or you’ve increased your headcount.
Allow for flexible scheduling: If employees need to work longer hours on some days during the week, consider allowing them to work fewer hours on other days of the week. Note that some states have daily overtime, spread-of-hours, or split-shift laws.
Budget for overtime: Employees may need to work extra hours to keep up with the current demands of their job, so allow them to work overtime if you (and they) can swing it. If you’re pretty sure overtime will be necessary, inform employees of that ahead of time, so they can plan accordingly.
Ensure all equipment is fast and reliable: It’s important to identify, troubleshoot, and correct any slow or nonworking equipment issues (such as laptops, internet hardware, cash registers, or vehicles). If not resolved, these issues can slow down work and add to everyone’s stress.
Look for ways to automate: Consider whether any of your employees’ manual and time-consuming tasks could be eliminated or simplified with the use of new or different technology.
Increase safety protocols: Employee absences related to COVID have created a significant strain for many employers during the pandemic. Shoring up your safety protocols may reduce the risk of COVID-related absences because of sickness or exposure. Depending on your circumstances, examples include improving ventilation, encouraging or requiring vaccination, requiring employees to wear masks, and allowing employees to work remotely when possible.
By Megan Lemire
Originally posted on Mineral
by admin | May 5, 2020 | COVID-19, Group Benefit Plans, Health & Wellness
The COVID-19 pandemic has taken a toll on everyone’s mental health. People have experienced financial hardship, additional challenges with childcare and school cancellations, job loss, reduced hours, sickness, and grief. The future is uncertain, and the present is extra stressful. And to make matters worse, many of the networks and practices that people use to support their mental health are currently unavailable due to social distancing.
In this environment, where people are increasingly anxious and may be socially isolated, it’s even more important that managers support the mental health of their team members — both those who are coming into the workplace and those working from home. High stress can quickly destroy trust, inhibit empathy, and break down teams — each of which makes it more difficult for people to do their jobs. Fortunately, employers can provide some support. Here are some things employers can do to help employees manage stress and tend to their mental health:
When possible, give employees a little extra time to slow down and rest
Employees may need a moment to breathe or a day to regain their peace of mind, and they shouldn’t be afraid to ask for time to take care of themselves. The ability to occasionally function at a medium (or even slow) pace should be built into performance expectations so that employees can avoid burnout or breakdown.
Offer PTO, mental health benefits, and flexible schedules if appropriate
In some cases, employees who want to get the mental health care they need can’t afford it. Losing pay from a missed work shift might be too great a hardship, and effective treatments might be financially out of reach. These financial hindrances can exacerbate conditions like anxiety and depression. In other cases, employees can afford the time off and the treatments, but they can’t make regular appointments work with their schedules. If you can offer paid time off, health insurance benefits, or flexible schedules, these can help employees get the care they need.
Offer an Employee Assistance Program (EAP)
An EAP gives employees access to expert, confidential assistance for substance abuse issues, relationship troubles, financial problems, and mental health conditions. These services are offered through an outside provider that connects employees with the appropriate resources and professionals. These programs enable you to provide professional assistance to employees while allowing them confidentiality at work. EAPs are also inexpensive, costing between just 75 cents and 2 dollars per employee per month.
Make reasonable accommodations when possible
If an employee informs you that they have anxiety, depression, or another mental health condition, and they request an accommodation, you should begin the interactive process to determine what reasonable accommodation(s) you can provide in accordance with the Americans with Disabilities Act (ADA). The ADA applies when an employer has 15 or more employees, but many states have similar laws that require employers to make accommodations at an even lower employee count. You can learn more about the ADA on the HR Support Center.
Create digital spaces for friendships to grow
Loneliness in the workplace can be a serious issue, with significant negative effects on both employees and the workplace. Right now, with many employees working from home, it’s harder to spot signs of it. Employers can facilitate friendships and connections between employees by setting up virtual chat programs and video conferencing apps.
Employees also need to be reassured that it’s fine for them to take a little time during the workday to reach out to others about non-work matters and participate in virtual games and other fun group activities. Managers can set the tone by participating in fun chats and activities and encouraging employees to join in. Helping employees foster friendships is not only the right thing to do, it can also reduce turnover and increase engagement.
Promote good mental (and physical) health in the workplace
Healthy habits are important for everyone to practice. Consider setting time aside during the week or month for employees to participate in activities like yoga, meditation, and mindfulness that develop and strengthen these habits. If you aren’t familiar with these practices, solicit the help of your employees. One or more of them may know a lot about these activities and be able to assist you in setting up a workplace program or modifying a program for employees currently working from home.
Make use of additional resources
During this time, employees might benefit from this three-page list of several virtual recovery resources from the federal Substance Abuse and Mental Health Services Administration and this COVID-19 resource and information guide from the National Alliance on Mental Illness.
by admin | Feb 12, 2020 | Health & Wellness, Hot Topics
Each February we focus on ways to improve our heart health in honor of American Heart Month. This year we want to help you by turning your attention to the foods you eat and how to make smart choices with our “This or That” challenge!
Below you will see two foods to choose between. Your goal is to choose the food that is the healthier option. Answers can be found at the end of the challenge.
Diet Soda vs Carbonated Water
Skip the drink with the high levels of artificial sweeteners and choose carbonated water! Diet drinks have been linked to symptoms of metabolic syndrome. Some symptoms of this include high blood pressure, high blood sugar, and lower than normal HDL cholesterol levels. Pour yourself a glass of carbonated water and put a slice of fruit in your glass instead!
Butter vs Olive Oil
Pour on the olive oil to maintain good heart health. Butter is full of high amounts of saturated fat. Butter is also known to raise the bad cholesterol levels in your blood. Olive oil and even canola and sunflower oils contain heart healthy mono- and polyunsaturated fats.
Sweet Potato Fries vs French Fries
Warm up your new Air Fryer and start cooking sweet potato fries with a little olive oil. French fries are full of fat and salt and a study linked eating 2-3 servings of fries a week to a higher chance of an early death.
1 oz Salted Nuts vs 1 oz Potato Chips
Pass the pecans, please! When you choose nuts over chips, you are also choosing your health. Regular nut snackers are 14% less likely to develop cardiovascular disease and 20% less likely to develop coronary heart disease.
1.5 oz Dark Chocolate vs 2 Chocolate Chip Cookies
No matter how much you love Grandma’s cookie recipe, your heart needs you to choose the dark chocolate. A study has found that those people who eat dark chocolate 3 times a week reduce their risk of a heart attack or stroke by 11%.
T-bone Steak vs Grilled Salmon Fillet
Just keep swimming! Just keep swimming! Salmon is chock full of omega 3 fatty acids which reduce fat in your blood and reduces clogged arteries. Steak is famous for high levels of saturated fat and LDL cholesterol.
Coca-Cola vs Red Wine
Pop the cork, not the soda tab. Carbonated sodas are full of artificial ingredients and sugar. Red wine has been shown to increase your good cholesterol levels and has many antioxidants that can help protect the lining of the blood vessels in your heart.
You are now a “This or That” Food Challenge winner! Go celebrate with a grilled salmon dinner, a glass of red wine, and a handful of dark chocolate!
Sources:
https://www.webmd.com/heart-disease/ss/slideshow-foods-bad-heart
https://www.hopkinsmedicine.org/health/wellness-and-prevention/5-hearthealthy-food-swaps
https://www.mayoclinic.org/diseases-conditions/heart-disease/in-depth/red-wine/art-20048281
