How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
Health, well-being and productivity improvement in the workplaceLimeade
This document provides an overview of strategies for improving workforce health, well-being, and productivity. It discusses understanding the drivers of health in the workplace and addressing them through an optimized environment, increased healthy behaviors, minimized acute care, optimized chronic care, and reduced excess surgery. Specific strategies are outlined, such as incentivized health management programs, coaching for lifestyle changes and chronic conditions, and the role of emerging technologies. The goal is to engage employees in their health and wellness through a whole person approach.
Corporate wellness: Past, present and futureLimeade
Our webinar slides take you through the history and evolution of corporate wellness as well as two fundamental shifts changing the way we understand wellness. Watch the webinar on demand and check out our infographic on our blog: http://www.limeade.com/2016/03/watch-webinar-corporate-wellness. And if you want to get in touch, reach out to us at marketingteam@limeade.com.
How A Leading Beverage Company Used Limeade and Retrofit to Achieve Wellness ...Limeade
The webinar discussed integrating wellness programs to drive health outcomes. Dr Pepper Snapple outlined their goals of understanding health risks in 2015, addressing risks in 2016, and improving outcomes in 2017. Their focus is on preventing metabolic syndrome. The webinar promoters described meaningful integration across six touchpoints: program design, platform/technology, data, engagement/communication, points/rewards, and customer care. Key learnings included defining your strategy, understanding your culture, and ensuring the design supports long-term goals.
Overcoming mental health and addictions within community and the workplace is not easy. Learn simple tools that community and workplace leaders can use to combat common mental health and addiction issues.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
This document discusses employee burnout, including:
- Burnout is a response to prolonged stress that leads to feelings of exhaustion, cynicism, and inefficacy. It results from high engagement but low well-being.
- Common causes of burnout include high workload, lack of support, role conflicts, and disconnect between personal values and job demands.
- Burnout has negative organizational impacts like increased turnover and reduced commitment, as well as personal impacts like poorer health and lower productivity. It is also contagious.
- Both preventing and addressing burnout are important. Prevention involves creating engaging work with challenges, support, fairness and work-life balance. Addressing burnout recognizes its signs and provides recovery opportunities
The key to building a successful workplace wellness program is to connect its overall design to your organizational culture. Why? Because employees want to participate in activities that authentically reflect your core values and business goals.
In this webinar, TalentCulture Founder & CEO Meghan Biro will talk about how to define and assess corporate culture, the tools you need to help employees engage in well-being and the importance of exemplary leadership.
This document provides an overview of employee assistance programs (EAPs) for professionals seeking to become EAP affiliates or learn more about EAP services. It defines EAPs and their core functions, including consultation, promotion of services, assessment, referral, and evaluation. The presentation reviews the history and evolution of EAPs, outlines key topics covered in EAP training and consulting, and discusses benefits to becoming an EAP professional, such as new referral sources and broadening skill sets. The overall document serves to educate attendees on the role and value of EAPs.
Health, well-being and productivity improvement in the workplaceLimeade
This document provides an overview of strategies for improving workforce health, well-being, and productivity. It discusses understanding the drivers of health in the workplace and addressing them through an optimized environment, increased healthy behaviors, minimized acute care, optimized chronic care, and reduced excess surgery. Specific strategies are outlined, such as incentivized health management programs, coaching for lifestyle changes and chronic conditions, and the role of emerging technologies. The goal is to engage employees in their health and wellness through a whole person approach.
Corporate wellness: Past, present and futureLimeade
Our webinar slides take you through the history and evolution of corporate wellness as well as two fundamental shifts changing the way we understand wellness. Watch the webinar on demand and check out our infographic on our blog: http://www.limeade.com/2016/03/watch-webinar-corporate-wellness. And if you want to get in touch, reach out to us at marketingteam@limeade.com.
How A Leading Beverage Company Used Limeade and Retrofit to Achieve Wellness ...Limeade
The webinar discussed integrating wellness programs to drive health outcomes. Dr Pepper Snapple outlined their goals of understanding health risks in 2015, addressing risks in 2016, and improving outcomes in 2017. Their focus is on preventing metabolic syndrome. The webinar promoters described meaningful integration across six touchpoints: program design, platform/technology, data, engagement/communication, points/rewards, and customer care. Key learnings included defining your strategy, understanding your culture, and ensuring the design supports long-term goals.
Overcoming mental health and addictions within community and the workplace is not easy. Learn simple tools that community and workplace leaders can use to combat common mental health and addiction issues.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
This document discusses employee burnout, including:
- Burnout is a response to prolonged stress that leads to feelings of exhaustion, cynicism, and inefficacy. It results from high engagement but low well-being.
- Common causes of burnout include high workload, lack of support, role conflicts, and disconnect between personal values and job demands.
- Burnout has negative organizational impacts like increased turnover and reduced commitment, as well as personal impacts like poorer health and lower productivity. It is also contagious.
- Both preventing and addressing burnout are important. Prevention involves creating engaging work with challenges, support, fairness and work-life balance. Addressing burnout recognizes its signs and provides recovery opportunities
The key to building a successful workplace wellness program is to connect its overall design to your organizational culture. Why? Because employees want to participate in activities that authentically reflect your core values and business goals.
In this webinar, TalentCulture Founder & CEO Meghan Biro will talk about how to define and assess corporate culture, the tools you need to help employees engage in well-being and the importance of exemplary leadership.
This document provides an overview of employee assistance programs (EAPs) for professionals seeking to become EAP affiliates or learn more about EAP services. It defines EAPs and their core functions, including consultation, promotion of services, assessment, referral, and evaluation. The presentation reviews the history and evolution of EAPs, outlines key topics covered in EAP training and consulting, and discusses benefits to becoming an EAP professional, such as new referral sources and broadening skill sets. The overall document serves to educate attendees on the role and value of EAPs.
PRESENTATION - Employee Assistant Programme (EAP)Marcelline Smith
The Employee Assistance Programme (EAP) is designed to help public officers experiencing personal or professional problems by providing counseling and workshops. EAP services include counseling for issues like stress, family problems, substance abuse, and medical issues. Trained practitioners will provide confidential counseling up to six sessions per client. The EAP aims to improve worker productivity and morale by reducing absenteeism, sick leave, and turnover. Ministries will evaluate the EAP's success through customer satisfaction surveys and manager feedback. The EAP benefits the public service by enhancing professionalism and dealing with challenges before they affect work performance.
The document describes an employee assistance program (EAP) that provides voluntary and confidential counseling services to employees experiencing personal problems that impact their work. The EAP is coordinated by occupational health sisters and offers short-term counseling as well as referrals to community resources. All employees can access EAP services, which are intended to help employees and be confidential, with information only shared between the employee and EAP coordinators.
So You Want to be Supportive in a Crisis...Limeade
This document provides a summary of a presentation given by representatives from Limeade and Fitbit about how their organizations are supporting employees and customers during the COVID-19 crisis. The key points discussed include:
1. Limeade and Fitbit have partnered for over six years and both aim to empower people's well-being through technology and knowledge.
2. Limeade discussed its efforts to support employees including weekly COVID-19 guidance, wellness challenges, and manager check-ins.
3. Fitbit reviewed data showing decreased mobility and steps but improved heart health as people stayed home. It also outlined new initiatives and resources to keep people active, connected, informed and supported during the pandemic.
"An EAP, or employee assistance program, is a confidential, short term, counselling service for employees with personal problems that affect their work performance."
This document discusses employee assistance programs (EAPs), which are benefit programs intended to help employees deal with personal problems affecting their work. EAPs typically include assessment, short-term counseling, and referral services. They can help with issues like substance abuse, emotional distress, family/personal relationships, work/relationship issues, and concerns about aging parents. EAPs can cut costs by reducing turnover and ensuring DOT compliance. The cost of an EAP depends on the number of employees and level of utilization, ranging from $10-100 per employee annually.
The Power of Employee Engagement - Robert Lavigna, Assistant Vice Chancellor ...The HR Observer
The document discusses employee engagement and its importance. It defines engagement as employees having a heightened connection to their work and organization. Engaged employees are more productive, satisfied, and likely to stay. However, engagement levels are low for many organizations. The document recommends that organizations measure engagement through surveys, identify priorities and develop action plans to address issues. Highly engaged organizations select good leaders, onboard employees well, recognize contributions and create positive work environments. HR plays a key role in championing and facilitating engagement initiatives.
Webinar: Spotting and Alleviating Employee BurnoutLimeade
Employee burnout is on the rise, and it’s taking away your top talent. Research from Kronos Incorporated and Future Workplace shows that 46% of HR leaders believe that employee burnout is responsible for up to half of their annual employee churn volume.
We're all at risk to lose our best talent and most engaged employees. The latest research from Limeade Institute has found that burnout happens when someone is engaged but has low well-being. This can lead to exhaustion, cynicism and ultimately employee turnover.
Join Laura Hamill, Ph.D., Chief People Officer and Chief Science Officer at Limeade, for our webinar to learn:
- The latest research on how to spot employee burnout within your organization.
- Why burnout often goes unrecognized (until it’s too late).
- How to take steps to prevent burnout.
Employee Assistance Program EAP tools and resources catalog. EAP Training is difficult to find, but for over 20 years, EAPtools.com (now WorkExcel.com) has offered a growing list of Employee Assistance Program topics that you find above to help your EAP train employees, supervisors, and family members, and do so with brandable and editable materials that will help you protect your program while also reducing risk to the host organizations you serve. The valuable feature with WorkExcel.com's EAP training is your ability to brand the product with your logo for a more professional and original look. All training for EAP topics come in PowerPoint with sound, DVD, Web course for uploading to your web site, and Video in any format. If you are outside the USA and you direct employee assistance programme training, then you will find these topics perfectly suited for your purposes. We now about 60 topics but your long term goal is 500 topics. Your EAP program for employees will also be more financially valuable to purchasers with these topics in place because they prove that your services are "value-added" products that reduce risk. Frankly, it has been our opinion that a discount for property-causalty insurance should be requested for training employees in these EAP topics. Every employee counseling program can benefit from both supervisor training and employee training. You want to stay engaged with employees and workers. If you do not, your EAP utilization rate will suffer. When this happens, management starts thinking about contracting out the EAP for cheap. Don't let this happen to you. An (EAP) Employee Assistance program is only as good as its reach, utilization, and ability to gain supervisor referrals of the most difficult employees. Employees assistance program education supports the visibility of an organization's primary helping resource for stress management and resolving personal problems of employees. All employee assistance program services need outreach programs on a large variety of topics, and they need to trust this outreach technique and not expect any referrals as a result of training, but instead an increase in the number of employees referred to for personable problems as visibility become more top of mind among those in the workforce. Work-life assistance program will also benefit from the EAP training offered by WorkExcel.com.
Employer branding and employee assistance programsRohit Bedi
Employer branding is defined as a company's efforts to communicate what makes it a desirable place to work through the eyes of current and prospective employees. It involves creating an identity and managing the company's image as an employer. The goals are to attract top talent, have proud and motivated existing employees, and create a positive media image. This can help achieve competitive advantage through more and better job applicants, as well as increased productivity and retention of existing staff.
How to Protect Your Culture in Times of CrisisLimeade
Explore the importance of building and maintaining an intentional culture, especially in times of crisis to help your organization return from COVID-19 stronger and unflappable.
Wellness in the workplace webinar may 2014KatieKStamper
The webinar discusses developing a culture of wellness in the workplace. It recommends forming a wellness committee to assess employee needs and interests through surveys. The committee can then develop a work plan to address priorities like nutrition education, physical activity programs, and health screenings. Resources may include low-cost options like newsletters or medium-cost options like on-site weight management. Developing wellness programming requires support from management, who should understand the return on investment through a healthier and more productive workforce.
Candid conversations for inclusive cultures Limeade
“Inclusion in the workplace” is a trendy phrase you’ve heard thrown all over the place, but inclusion is nothing without acknowledgement and action. From recognizing micro-inclusions in your organization to admitting what you can’t recognize, today’s successful businesses are taking ownership of where they fall short and actively preparing for Gen Z expectations.
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Employers have a responsibility to support employees' mental health through workplace wellness programs. While attitudes are improving, many employees still face stigma around mental health issues. Implementing a wellness program can benefit both employees and employers. It can save businesses up to £8 billion per year through reduced absenteeism and improved productivity. Employers should identify at-risk groups, promote open communication, provide manager training, take a proactive approach through individual support and company initiatives, and lead by example to create a supportive culture.
Mental Health at Work: The Power of Supporting Mental Health at WorkLeague Inc.
Founder & Lead Innovator of Mental Health Innovations, Stéphane Grenier, discusses the importance of creating an inclusive mental health culture in the workplace, and what you can do to support your employees.
Wellbeing- Employee Assistance Program (EAP) has been designed as per the Indian Conditions and is scientifically proven program. Managed by professionals and qualified SME ensuring 100% outcome
Strategies to enhance employee well-being and engagementMindy Pierce
Three strategies are suggested to enhance employee well-being and engagement: 1) Craft a company culture that values employees through recognition, career development opportunities, and consistent management actions; 2) Gain leadership commitment by communicating care for employee health and listening to employee feedback; 3) Integrate employee assistance programs and wellness initiatives to emphasize both emotional and physical well-being.
The Science of Stress: Finding The Sweet Spot For Your CompanyLimeade
83 percent of Americans report workplace stress. It’s a real issue. Stressed out workers report higher medical expenses and are at risk for leaving your company.
But what if we shared some evidence-based insights that stress actually drives productivity up?
This presentation by Stacy Shaw Welch, PhD and Henry Albrecht, CEO of Limeade explores:
- The science behind stress and anxiety in the workplace
- The sweet spot — optimal stress levels for individuals and workforces
- How to foster a culture and environment that builds productive stress
The document discusses how employee wellness programs make good business sense for companies. It outlines the seven dimensions of wellness: emotional, environmental, intellectual, occupational, physical, spiritual, and social. Each dimension is defined and examples are provided. The document also discusses how to design and implement successful wellness programs that provide benefits for employees in the form of healthier lives, as well as benefits for employers through increased productivity and reduced healthcare costs. Overall, the document advocates that wellness programs are an important human resources function that can positively impact both individuals and organizations.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
Mental health and addiction; Ontario's overlooked health challenge September ...Timothy Holden
This document provides an overview of mental health challenges in Canada and Ontario. It discusses definitions, prevalence rates, barriers to treatment, and strategies for promoting mental wellbeing at work. These include adopting an organization-wide approach, ensuring non-discriminatory policies and practices, supporting line managers to identify issues, and using a costing tool to measure the impacts of absenteeism, presenteeism and staff turnover on mental wellbeing at work. Case studies are also presented to illustrate specific challenges and interventions.
PRESENTATION - Employee Assistant Programme (EAP)Marcelline Smith
The Employee Assistance Programme (EAP) is designed to help public officers experiencing personal or professional problems by providing counseling and workshops. EAP services include counseling for issues like stress, family problems, substance abuse, and medical issues. Trained practitioners will provide confidential counseling up to six sessions per client. The EAP aims to improve worker productivity and morale by reducing absenteeism, sick leave, and turnover. Ministries will evaluate the EAP's success through customer satisfaction surveys and manager feedback. The EAP benefits the public service by enhancing professionalism and dealing with challenges before they affect work performance.
The document describes an employee assistance program (EAP) that provides voluntary and confidential counseling services to employees experiencing personal problems that impact their work. The EAP is coordinated by occupational health sisters and offers short-term counseling as well as referrals to community resources. All employees can access EAP services, which are intended to help employees and be confidential, with information only shared between the employee and EAP coordinators.
So You Want to be Supportive in a Crisis...Limeade
This document provides a summary of a presentation given by representatives from Limeade and Fitbit about how their organizations are supporting employees and customers during the COVID-19 crisis. The key points discussed include:
1. Limeade and Fitbit have partnered for over six years and both aim to empower people's well-being through technology and knowledge.
2. Limeade discussed its efforts to support employees including weekly COVID-19 guidance, wellness challenges, and manager check-ins.
3. Fitbit reviewed data showing decreased mobility and steps but improved heart health as people stayed home. It also outlined new initiatives and resources to keep people active, connected, informed and supported during the pandemic.
"An EAP, or employee assistance program, is a confidential, short term, counselling service for employees with personal problems that affect their work performance."
This document discusses employee assistance programs (EAPs), which are benefit programs intended to help employees deal with personal problems affecting their work. EAPs typically include assessment, short-term counseling, and referral services. They can help with issues like substance abuse, emotional distress, family/personal relationships, work/relationship issues, and concerns about aging parents. EAPs can cut costs by reducing turnover and ensuring DOT compliance. The cost of an EAP depends on the number of employees and level of utilization, ranging from $10-100 per employee annually.
The Power of Employee Engagement - Robert Lavigna, Assistant Vice Chancellor ...The HR Observer
The document discusses employee engagement and its importance. It defines engagement as employees having a heightened connection to their work and organization. Engaged employees are more productive, satisfied, and likely to stay. However, engagement levels are low for many organizations. The document recommends that organizations measure engagement through surveys, identify priorities and develop action plans to address issues. Highly engaged organizations select good leaders, onboard employees well, recognize contributions and create positive work environments. HR plays a key role in championing and facilitating engagement initiatives.
Webinar: Spotting and Alleviating Employee BurnoutLimeade
Employee burnout is on the rise, and it’s taking away your top talent. Research from Kronos Incorporated and Future Workplace shows that 46% of HR leaders believe that employee burnout is responsible for up to half of their annual employee churn volume.
We're all at risk to lose our best talent and most engaged employees. The latest research from Limeade Institute has found that burnout happens when someone is engaged but has low well-being. This can lead to exhaustion, cynicism and ultimately employee turnover.
Join Laura Hamill, Ph.D., Chief People Officer and Chief Science Officer at Limeade, for our webinar to learn:
- The latest research on how to spot employee burnout within your organization.
- Why burnout often goes unrecognized (until it’s too late).
- How to take steps to prevent burnout.
Employee Assistance Program EAP tools and resources catalog. EAP Training is difficult to find, but for over 20 years, EAPtools.com (now WorkExcel.com) has offered a growing list of Employee Assistance Program topics that you find above to help your EAP train employees, supervisors, and family members, and do so with brandable and editable materials that will help you protect your program while also reducing risk to the host organizations you serve. The valuable feature with WorkExcel.com's EAP training is your ability to brand the product with your logo for a more professional and original look. All training for EAP topics come in PowerPoint with sound, DVD, Web course for uploading to your web site, and Video in any format. If you are outside the USA and you direct employee assistance programme training, then you will find these topics perfectly suited for your purposes. We now about 60 topics but your long term goal is 500 topics. Your EAP program for employees will also be more financially valuable to purchasers with these topics in place because they prove that your services are "value-added" products that reduce risk. Frankly, it has been our opinion that a discount for property-causalty insurance should be requested for training employees in these EAP topics. Every employee counseling program can benefit from both supervisor training and employee training. You want to stay engaged with employees and workers. If you do not, your EAP utilization rate will suffer. When this happens, management starts thinking about contracting out the EAP for cheap. Don't let this happen to you. An (EAP) Employee Assistance program is only as good as its reach, utilization, and ability to gain supervisor referrals of the most difficult employees. Employees assistance program education supports the visibility of an organization's primary helping resource for stress management and resolving personal problems of employees. All employee assistance program services need outreach programs on a large variety of topics, and they need to trust this outreach technique and not expect any referrals as a result of training, but instead an increase in the number of employees referred to for personable problems as visibility become more top of mind among those in the workforce. Work-life assistance program will also benefit from the EAP training offered by WorkExcel.com.
Employer branding and employee assistance programsRohit Bedi
Employer branding is defined as a company's efforts to communicate what makes it a desirable place to work through the eyes of current and prospective employees. It involves creating an identity and managing the company's image as an employer. The goals are to attract top talent, have proud and motivated existing employees, and create a positive media image. This can help achieve competitive advantage through more and better job applicants, as well as increased productivity and retention of existing staff.
How to Protect Your Culture in Times of CrisisLimeade
Explore the importance of building and maintaining an intentional culture, especially in times of crisis to help your organization return from COVID-19 stronger and unflappable.
Wellness in the workplace webinar may 2014KatieKStamper
The webinar discusses developing a culture of wellness in the workplace. It recommends forming a wellness committee to assess employee needs and interests through surveys. The committee can then develop a work plan to address priorities like nutrition education, physical activity programs, and health screenings. Resources may include low-cost options like newsletters or medium-cost options like on-site weight management. Developing wellness programming requires support from management, who should understand the return on investment through a healthier and more productive workforce.
Candid conversations for inclusive cultures Limeade
“Inclusion in the workplace” is a trendy phrase you’ve heard thrown all over the place, but inclusion is nothing without acknowledgement and action. From recognizing micro-inclusions in your organization to admitting what you can’t recognize, today’s successful businesses are taking ownership of where they fall short and actively preparing for Gen Z expectations.
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Employers have a responsibility to support employees' mental health through workplace wellness programs. While attitudes are improving, many employees still face stigma around mental health issues. Implementing a wellness program can benefit both employees and employers. It can save businesses up to £8 billion per year through reduced absenteeism and improved productivity. Employers should identify at-risk groups, promote open communication, provide manager training, take a proactive approach through individual support and company initiatives, and lead by example to create a supportive culture.
Mental Health at Work: The Power of Supporting Mental Health at WorkLeague Inc.
Founder & Lead Innovator of Mental Health Innovations, Stéphane Grenier, discusses the importance of creating an inclusive mental health culture in the workplace, and what you can do to support your employees.
Wellbeing- Employee Assistance Program (EAP) has been designed as per the Indian Conditions and is scientifically proven program. Managed by professionals and qualified SME ensuring 100% outcome
Strategies to enhance employee well-being and engagementMindy Pierce
Three strategies are suggested to enhance employee well-being and engagement: 1) Craft a company culture that values employees through recognition, career development opportunities, and consistent management actions; 2) Gain leadership commitment by communicating care for employee health and listening to employee feedback; 3) Integrate employee assistance programs and wellness initiatives to emphasize both emotional and physical well-being.
The Science of Stress: Finding The Sweet Spot For Your CompanyLimeade
83 percent of Americans report workplace stress. It’s a real issue. Stressed out workers report higher medical expenses and are at risk for leaving your company.
But what if we shared some evidence-based insights that stress actually drives productivity up?
This presentation by Stacy Shaw Welch, PhD and Henry Albrecht, CEO of Limeade explores:
- The science behind stress and anxiety in the workplace
- The sweet spot — optimal stress levels for individuals and workforces
- How to foster a culture and environment that builds productive stress
The document discusses how employee wellness programs make good business sense for companies. It outlines the seven dimensions of wellness: emotional, environmental, intellectual, occupational, physical, spiritual, and social. Each dimension is defined and examples are provided. The document also discusses how to design and implement successful wellness programs that provide benefits for employees in the form of healthier lives, as well as benefits for employers through increased productivity and reduced healthcare costs. Overall, the document advocates that wellness programs are an important human resources function that can positively impact both individuals and organizations.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
Mental health and addiction; Ontario's overlooked health challenge September ...Timothy Holden
This document provides an overview of mental health challenges in Canada and Ontario. It discusses definitions, prevalence rates, barriers to treatment, and strategies for promoting mental wellbeing at work. These include adopting an organization-wide approach, ensuring non-discriminatory policies and practices, supporting line managers to identify issues, and using a costing tool to measure the impacts of absenteeism, presenteeism and staff turnover on mental wellbeing at work. Case studies are also presented to illustrate specific challenges and interventions.
Workplace Wellness: The Wellness Council of America’s (WELCOA’s) 7 Benchmarks...Naba Ahmed
The Seven Benchmarks are an important part of building a results-oriented workplace wellness program. By following this proven methodology in your organization or with your clients, you can provide a credible framework which can be tailored toward organization specific values, mission, vision and goals for wellness. Organizations that are dedicated to the health of their employees are given a structure to help their organizations through the Well Workplace Process.
This document summarizes the services of Innovative Wellness Solutions, which specializes in organizational transformation, wellness, and resiliency. They help business leaders identify a bold vision or "dream" for their organization and create a healthy workplace culture to realize and sustain that dream. Their approach addresses supportive culture, employee wellness, and health and safety. They have over 30 years of experience and success stories from clients in various industries who saw benefits such as reduced turnover, increased morale and satisfaction, cost savings, and personal fulfillment through their Higher Ground Leadership process.
Promoting Healthy Employees - Embrace the technology !Bernie McCann
This free webinar, sponsored by Screening for Mental Health looks at the importance of including mental health aspects in a workplace wellness approach and features examples from two work organizations which have embraced technology to encourage employees in healthier lifestyles.
This document discusses how promoting health and wellbeing in the workplace can benefit businesses. It notes that healthy, engaged employees are more productive and organizations that focus on wellbeing could gain an efficiency boost of up to £77 billion. The document then provides statistics on sickness absence and lost productivity in the UK. It identifies supportive management, positive culture, managing stress, and work-life balance as key areas for businesses to focus on to improve employee wellbeing. The document concludes by offering further resources and support from the Growth Company on developing workplace wellbeing strategies.
Employee Wellness - How Does Your Workplace Make You Feel?Darren Shaw, SIOR
Colliers International Group Inc. has released “Employee Wellness: How Does Your Workplace Make You Feel?,” a white paper that examines the actions employers are taking to prioritize workplace wellness and ultimately boost employee attraction and retention, reduce sick days and decrease healthcare costs.
The document discusses the importance of workplace wellbeing and mental resilience for employers. It notes that building wellbeing strengthens employees physically, psychologically, and socially, improving productivity and reducing absenteeism. The document recommends employers focus on wellbeing at three levels: as an organization by creating a supportive culture; as leaders by equipping managers; and as individuals by respecting employees' needs and autonomy. Fostering wellbeing requires a holistic, consultative approach that considers physical, mental, and lifestyle factors.
The 10 best performing corporate wellness companiesMerry D'souza
Insights Success Magazine, we have introduced The 10 Best Performing Corporate Wellness Companies, in order to assist businesses to choose their right Corporate Wellness Companies. In this issue, we have specially featured Urjjaa Preventive Health Care Solutions as Cover Story. They are quite known for promoting innovative and technology-driven sustainable preventive healthcare solutions which is scientifically designed and structured to ensure easy accessibility, affordability and scalability.
The document provides 10 tips for starting a workplace wellness program to promote heart health. It recommends establishing leadership support, assessing employee health risks, and planning educational programming and incentives to encourage healthy behaviors. Evaluation of outcomes is important to measure the program's impact on health, productivity and costs. Regular assessment allows for continuous improvement of the wellness program over time.
Ceridian provides holistic health and productivity solutions to employers globally to improve employee well-being and business outcomes. Their solutions include:
- Employee assistance programs with counseling, work-life services, and training.
- Health management programs like biometric screenings, health coaching, and incentives to reduce risks and claims.
- Productivity and absence management to minimize leave costs and ensure compliance.
- Their solutions have over 80 million users worldwide and are proven to increase satisfaction, retention, and productivity while decreasing health costs and accidents.
Implementing the National Standard for Psychological Health and Safety in the...healthycampuses
This session was a Pre-Summit Workshop at the 2016 Healthy Minds | Healthy Campuses Summit in Vancouver, BC. Participants were introduced to the National Standard and the 13 factors specifically within the unique context of post-secondary education.
Employee Assistance Program (EAP): A Comprehensive Guidebenecurv
In a fast-paced, ever-changing work environment, employee well-being is of paramount importance. The well-being of employees not only affects their personal lives but also significantly impacts their performance and productivity in the workplace. Employee Assistance Programs (EAPs) have emerged as a vital tool for organizations to address a wide range of employee needs, from mental health support to work-life balance
Employee Assistance Program EAP Comprehensive Guide...pptxbenecurv
In a fast-paced, ever-changing work environment, employee well-being is of paramount importance. The well-being of employees not only affects their personal lives but also significantly impacts their performance and productivity in the workplace. Employee Assistance Programs (EAPs) have emerged as a vital tool for organizations to address a wide range of employee needs, from mental health support to work-life balance.
This document discusses how active lifestyle programs can serve as an emerging marketing and retention tool for senior living communities. It outlines how the senior living industry and consumer expectations have changed, with a focus now on wellness rather than just healthcare. Active lifestyle programs that include physical, social, and intellectual activities can help communities attract residents by promoting health, quality of life, and continued engagement. The document provides tips for communities on developing effective wellness programs, including assessing resident needs and interests, ensuring staff are properly trained, and gradually implementing new programming.
The document discusses the benefits of wellness programs for companies and employees. It outlines how wellness programs can reduce healthcare costs and increase productivity by improving employee health, satisfaction, and reducing absenteeism. Specific benefits highlighted include reduced insurance premiums and costs, increased productivity, and improved employee health, cooperation and decision making. Keys to successful programs include executive support, employee committees, education-focused programming, and measuring outcomes through metrics like costs and employee health indicators.
On behalf of the Safety Institute of Australia, we invite you to join us for an informative webinar at 2:30pm (AEST) on Wednesday 11 April 2018 titled: From Research to Best Practice in Workplace Health and Wellbeing.
This session takes attendees through the learning from current research and how that translates into practical workplace programs in the digital era.
The presentation will include case studies from building, construction and transport industries.
SPEAKER
James Mills, Director of Operations ,OzHelp | Director – National Workplace Wellness Symposium
James is passionate about using innovation and technology to drive operational and service excellence. James was the driving force behind the design and implementation of the Workplace Tune Up program in conjunction with the University of Wollongong Graduate School of Medicine. A program that gives organisations unprecedented capability in identifying and supporting their at risk employees whilst at the same time gaining an understanding of the impact of workplace practices on the mental health and wellbeing of employees.
James combines a degree in psychology from the Australian National University with experience in senior private sector leadership roles, small business and most recently in the mental health sector to bring innovative and effective solutions to employee health and wellbeing programs reaching over 30,000 employees per- annum.
Getting your shift together making sense of organizational culture and changeDani
The document discusses the importance of measuring organizational culture and outlines a process for doing so. It notes that 75% of change initiatives fail due to cultural issues. Measuring culture can help identify positive and negative cultural aspects to enhance success. A quantitative and qualitative approach provides a clear picture of the current culture and its impact. The process involves assessing key cultural dimensions like leadership, communication, and decision-making to develop a plan for cultural change.
Wellness Solutions will serve businesses in Thunder Bay by providing workplace wellness programs and plans to help companies and their employees be more productive while lowering health costs. Their business model is based on evidence that healthy employees are more productive and that prevention is less costly than treatment. Wellness Solutions aims to emphasize prevention and health promotion through educational and hands-on activities that help workers prevent injuries and illnesses and adopt healthier lifestyles.
Similar to The C Suite, EAP and Organizational Mental Health (20)
The Aboriginal Friendship Centre of Calgary in partnership with Alberta Health Services, and the Tsuut'ina Nation, provided an exceptional program to offset the high risk of suicide among at-risk indigenous youth. This program provided new healthy, self-esteem building options, for at-risk youth from Calgary group homes and the community at large.
Patients facing chronic illness re-frame their definition of wellness and manage to cope in spite of adversity. This patient led research project delves into the myriad ways that those suffering from chronic illness chart a new path for themselves.
Peformance Management and EAP Best PracticesCG Hylton Inc.
This webinar will examine how EAP services can help organizations to enhance their performance management programs. The webinar will provide practitioners with a greater understanding of effective performance management and the common barriers that can affect a wide variety of organizations. The webinar will pay special attention to how EAP services can broaden their scope and value by helping organizations to implement and sustain performance management programs that work.
Learning objectives:
1. Understanding effective performance management and identifying potential barriers.
2. Providing services designed specifically to help organizations enhance their performance management programs.
3. Adding value to current EAP services through performance management support.
For additional handouts please email chris at hylton dot ca
This webinar will review documentation best practices for EAP providers. The webinar will pay special attention to EAPA Standards and Guidelines for program records. We will also review protocols for preserving confidentiality and discuss processes for releasing information with and without consent. The webinar will present the challenges of documenting electronic communications in EAP services and provide strategies to overcome these challenges.
Learning objectives:
1. Understanding documentation and records management, including electronic documents.
2. Understanding EAPA Standards and Guidelines for program records.
3. Understanding and communicating protocols for confidentiality and release of information.
For additional handouts please email the author chris at hylton dot ca
Understanding general rules around corporate governance
Understanding the duties of directors
Understanding the impact of strong electoral policies and guidelines for elected officials
Identifying the 12 things that EVERYONE gets wrong about financial planning, Understanding insurance, Demystifying savings and investments, Wading through the banking and lending challenges, Effective tax and estate planning
This document summarizes Chris Hylton's experience in an active living program. Some of the benefits he experienced include improved fitness levels, making new friends in running groups, and building a running shoe collection. However, he also faced skepticism from neighbors and developed a mysterious illness. After ruling out other causes, his doctor diagnosed him with arrow phobia based on his exposure to arrows in the program's fitness tests and materials. Chris eventually concluded that exercise is unnecessary and people can celebrate health indoors without it.
Mindful employer program 2015 easna institute clearwaterCG Hylton Inc.
This document summarizes a presentation about supporting workplace mental health. The presentation discusses the different perspectives of managers and employees, with managers focused on tasks and customers while employees are more concerned with mental health, emotions, and personal goals. It suggests that managers could better support mental health by being more sensitive to employee needs, like a dog's sensitive sense of smell. The presentation promotes becoming a "mindful employer" through developing mindful managers, promoting mental health awareness, and eliminating stigma around seeking help. It provides resources for workshops, training champions within organizations, and supporting employees with mental illness concerns.
File management is key to managing the ever increasing forms, letters, documents, agreements, that flow within the organization. Learn how to do this effectively.
This document provides an overview of a conference on conflict resolution presented by Chris Hylton. Some key points discussed include understanding perceptions and root causes of conflict, learning from how animals avoid conflict through senses like smell, exploring Maslow's hierarchy of needs in relation to conflict, and introducing the "win-win" approach to conflict resolution through cooperative problem solving. Communication techniques for active listening and dealing with difficult emotions were also covered. The presentation addressed various types of conflicts such as those between employees and managers, with elected officials, youth, and between different cultures.
Chris Hylton, a benefits and HR consultant, gave a presentation on wellness and benefit planning. He discussed types of benefit plans like fully insured, ASO, and flex plans. Joint purchasing allows for more flexibility and customization of benefits. Benefit trends include rising drug costs, especially for biologics, and a focus on health and wellness programs to address chronic diseases and improve employee productivity. Carrier programs use electronic claims submission and audits to reduce costs. Flexible spending accounts and wellness initiatives were recommended.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Hidden Pathways Thru Chronic Illness - PROMS Forum Nov 28 2014CG Hylton Inc.
See how a team of patient researchers (PaCERS) helped those with chronic illness find new meaning and strength thru and in spite of their illness. Audio recording of the session is available here https://connectmeeting.ucalgary.ca/p5dw8dib86t/
Occupational health and safety has to be adapted for the aging workplace in order to be effective. By integrating best practices for the aging worker, OH&S may successfully be integrated into an organization's culture and safety is assured, every step of the way.
More Effective Budget Planning in Aboriginal Communities thru Community Engag...CG Hylton Inc.
Learn the origins of budget planning within aboriginal communities. Learn what went wrong. Learn how communities can regain control over budget planning by using strong community engagement practices.
Strategies for Interviewing, Hiring, and RetentionCG Hylton Inc.
This document summarizes a presentation on strategies for interviewing, hiring, and retention. The presentation covers sourcing qualified candidates through thorough job descriptions and searches, effective screening processes like resume reviews and interviews, understanding legal obligations through contracts, and incentivizing retention through clear expectations, leadership, and work-life balance. The goal is to minimize costs and maximize the impact of hiring through reliable recruitment processes.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Make it or Break it - Insights for achieving Product-market fit .pdfResonate Digital
This presentation was used in talks in various startup and SMB events, focusing on achieving product-market fit by prioritizing customer needs over your solution. It stresses the importance of engaging with your target audience directly. It also provides techniques for interviewing customers, leveraging Jobs To Be Done for insights, and refining product positioning and features to drive customer adoption.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
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Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Public Speaking Tips to Help You Be A Strong Leader.pdf
The C Suite, EAP and Organizational Mental Health
1. APRIL 24, 2014 11:00AM – 12:30PM
EASNA INSTITUTE CLEARWATER
CHRIS HYLTON, MA
TWITTER @HYLTONYYC
FACEBOOK.COM/PAGES/CGHYLTON
LISA HARDY,
CORPCARE EAP
EAP in the C Suite:
Influencing Organizational Health
2. Disclaimer
2
The information presented to you today is considered
to be general best practices for organizations across
Canada. The information is not intended to provide
legal counsel or legal advice.
3. Learning objectives
How to create a culture of communication between
EAP, Human Resources, and Corporate Leaders
How to maximize the value of EAP sessions in a
culture of cutbacks and commodification
Tools to help EAP providers become leaders in
Corporate Health
3
4. This is your show
4
Any burning issues we could weave into our
presentation today please?
5. Is There a Disconnect between
C-Suite and EAP / Employees
5
6. Focus Differs
6
Execs EAP
Shareholder value Ee coach
ROI / Productivity Ee mental health
Budgets Ee personal goals
Staffing numbers Ee emotion, stressors,
happiness
7. What color do you think the C Suite says a polar
bear’s skin is?
7
8. What colour does the EAP and EE say the polar
bear’s skin actually?
8
Any ideas?
Polar bears have black skin under which there is a
layer of fat that can measure 4.5 inches (11.5
centimeters) thick. On land (or on top of the sea ice)
the polar bear's thick fur coat—not its fat—prevents
nearly any heat loss.
11. Collaboration
11
Open the door for communication with C-Suite and
HR
Listen to the needs and concerns of the organization
12. Strategic planning
12
Be a meaningful part of the organization’s strategic
plan as it relates to corporate health
Engagement
Innovation
Management
13. Meaningful data
13
Demonstrate effectiveness
Direct relationship with areas of concern within the
organization
Direct relationship with
organizational goals
and objectives
14. Custom services
14
“For things to change, first I must change.”
Supporting the C-Suite as they learn how their own
influence impacts the behaviour of employees and the
health of the organization
Offer custom services designed specifically for the
C-Suite
Audience innovation: What custom services
do you think would appeal to the C-Suite?
16. Employee health is organizational health
16
Show Execs the link between healthy employees and
healthy companies
Key attributes of healthy organizations are:
wellness
understanding and mitigating risks
adaptability
clearly understood and communicated policies
17. Employee Wellness?
17
Health starts with healthy behaviors
Disease starts with unhealthy behaviours
Did you notice the spelling of behaviours?
18. We were not born with Chronic Diseases
High Blood
Pressure
Type 2
Diabetes
High
Cholesterol
COPD
Lung
Cancer
Respiratory
Disease Cancer of
Pancreas,
Bladder, Kidney
Colon
Cancer Breast
Cancer
Prostate
Cancer
Cancer of mouth,
pharynx, larynx,
esophagus, liver
Heart
Disease
Mental
Disorders
Overweight/
Obesity
Tobacco
Smoking
Unhealthy
Diet
Physical
Inactivity
Alcohol
Consumption
Musculoskeletal
Renal
Disease
Source: Ontario Ministry of Health and Long-term Care
CG Hylton 18
19. EAP Can Maximize impact
19
Organization identified areas of concerns
Eg. areas of employee health that have
greatest impact on organizational health
Audience innovation: Share your ideas and
experiences in maximizing impact in
consideration of these two key areas of focus.
20. EAP as a source of information
20
Employee surveys
Confidential!
Compile data
Make it compelling and relevant
Make the connection
C-Suite
Employees
22. Tools
22
Focus groups with C-Suite and
managers across the organization
Employee interviews
Engagement sessions
23. Focus groups
23
Conduct focus groups with the C-Suite, Human
Resources, and management from across the
organization
Ask the right questions to get the right information
Engagement questions
Exploration questions
Exit questions
25. Engagement sessions
25
Engagement is a hot topic in Human Resources right
now and it is a great niche where EAP providers can
expand their services
Two types of engagement sessions
Sessions that address the identified barriers to improving
employee engagement
Sessions that provide universal strategies proven to help
increase overall engagement across a wide variety of
organizations
26. Wells Fargo
26
Employee Assistance Consulting
Name change inherently suggests increased communication
and partnership
Has become an invited and welcomed guest at
influential tables within the company
Effective collaboration that gives them the
opportunity to provide leadership and organizational
influence
27. Wells Fargo
27
Strategic partnership with Human Resources
Business Partners
Services designed with the organization in mind
Formal service groups
Collaboration with benefits providers
28. Wells Fargo
28
EAC as employees
EAC as communicators
EAC as a service provider
29. Workshop Takeaway – Five E’s of
Excellence in Workplace Mental Health
29
Evaluate – current workplace mental health issues
Educate – managers about mental health, how to
recognize early signs and symptoms
Engage – C suite and staff in building
organizational capacity for psychological healthy and
safe work environments
Eliminate – mental health risk factors
Enhance – organizational effectiveness employee
engagement in mental health and wellness
31. About CG Hylton
31
EAP in Canada
Benefits
HR consulting
Engagement
strategies
HR policy review
Employee wellness
Employer of choice
review
32. Let’s get social!
32
Facebook facebook.com/pages/cghylton
Twitter @HyltonYYC
Google + plus.google.com/u/0/109237546846077340442/posts
YouTube youtube.com/user/CGHylton
LinkedIn ca.linkedin.com/in/cghylton
Editor's Notes
Source: www.polarbearsinternational.org/about-polar-bears/essentials/fur-and-skin accessed from the internet Feb 23, 2015
-Share tips/techniques you’ve had success with when dealing with the C-Suite (anecdote would be good here)
Closure of Grace Hospital in Calgary, 3 warring groups, Nurses, Docs, Admin, all not talking to one another, all trying to survive, no one knew what the future held. Ran Group Counselling Sessions, over three weeks, very effective. Parties started talking again, organization came alive again.
Within the existing framework of the organization, become a strategic partner to help the C-Suite and HR achieve organization wellness goals
Example: at Caterpillar, safety is a large component of how they measure corporate health; the director of their EAP program trained his staff and vendors to incorporate a safety focus into the services and initiatives they provide
Begin to offer tools and strategies to help with the organization’s goals for employee engagement;
Innovation is a key component to any strategic plan; arrive at the table prepared to offer solutions, ideas, and strategies designed specifically to propel the organization towards their goals
Do not just offer the same solutions over and over again; get creative!
Be a part of the management of the strategic plan; be available to help, support, and direct initiatives as required; stay active in the day to day and overall management of the plan
Data can help with overall engagement and enhanced communication between EAP, C-Suite, and HR because it provides objective insight into what is working well and what areas require additional attention or improvement
Using a combination of data and narrative reports, EAP providers can demonstrate how programs and services have/or could have impacted overall corporate health
Can use data to compare organizational health to industry standards and performance over the past few years
The health of an organization and its ability to improve often starts with the people sitting in the C-Suite so EAP providers need to have services that appeal directly to this demographic
Getting buy-in from leaders is important in implementing successful EAP programs and initiatives but it is even more impactful if the leaders engage in various program components and authentically model the desired behaviours
Custom services demonstrate an EAP provider’s commitment to innovation; shows that they are dedicated to finding solutions for the organization and not looking to force the organization into a cookie cutter solution
Ask the audience what custom services they think would be appealing to the C-Suite
Rick Csiernik, King’s University College at Western University amazing research about to be published
Chestnut Global Partners… they have the WOS - Workplace Outcome Suite which more and more EAPs at least here in the states as well as some international folks are using. It is the first screening tool that seems to be taking hold in the EAP world…. with stats to build on in terms of places for EAPs to collaborate with in the corporate world….
An estimated 200 million workdays are lost each year due to mental health-related disorders, costing employers upwards of $17 to $44 billion. Today there is both a critical need and new opportunities for workplace mental health support services. Learn how your work organization or EAP can increase the use of online and mobile platforms to improve workplace mental health. Screening for Mental Health’s WorlplaceResponse invites you to join us for an engaging webinar on technology and workplace wellness. EAP and workplace wellness consultant, Bernie McCann, PhD, CEAP will discuss:
Ø How online tools, mobile applications, and social media are suitable to engage employees in wellness programs;
Ø How integrating these technology platforms into EAP and wellness program outreach has potential to improve productivity and health outcomes; and
Ø Real-world examples of work organizations and EAPs that have successfully used online technology to increase their outreach and utilization of services create a healthier workforce.
Bernie McCann, Ph.D., CEAP- With over 25 years of experience in Employee Assistance and related workplace wellness programs, Dr. McCann has assisted hundreds of employers in developing, implementing and evaluating strategies to maximize human resources and healthy workplaces. Bernie is a Certified Employee Assistance Practitioner, published author, university lecturer, workplace consultant and trainer.
Show organizations the link between healthy organizations and healthy employees
The above listed attributes of healthy organizations can be directly and positively impacted by EAP programs
Attributes of a healthy organization from http://smallbusiness.chron.com/top-10-characteristics-healthy-organization-20452.html
This is a fun and somewhat scary slide that illustrates what we are seeing today in the health of Canadians. What we know is that chronic disease is on the rise. We also know that close to 70% of the chronic diseases such as heart disease, strokes, arthritis, and some forms of cancer share common health risk factors and conditions.
Some of these health risks include physical inactivity, unhealthy diet, tobacco use, and alcohol consumption. These risks increase the chance of chronic conditions such as High Blood Pressure, Type 2 Diabetes, high cholesterol, mental illness…if left unmanaged, this turns into a chronic debilitating disabilities. The good news is that health problems like I have described are among the most preventable.
More Canadian employers are seeing the value and opportunity to try to influence employee lifestyle health behaviours which in turn can potentially help the employee’s health, their productivity as well as contain the costs associated with chronic diseases.
http://www.health.gov.on.ca/english/providers/program/cdpm/pdf/framework_full.pdf
It is the EAPs responsibility to ensure that services are designed to deliver maximum impact for the client
Easiest way to maximize impact is by focusing on two key areas
The identified organizational areas of concern
Areas of employee health that have the greatest impact on organizational health
Support overall organizational health by using traditional EAP as a source of credible baseline information to guide overall initiatives
At intake, discharge, and other appropriate opportunities have a tool to assess the employee’s overall workplace experience, level of engagement, morale, job satisfaction, and other factors that are meaningful and of interest to the C-Suite
Ensure the surveys are confidential; increase employee comfort levels by explaining how the data is used anonymously and the benefits of the information to the overall employee experience within the organization
If the EAP provider has done their job, the data should be inherently interesting to the C-Suite since it is directly tied into identified organizational areas of concern and the strategic plan
Find ways to make it compelling, relevant, and interesting to the C-Suite (know your audience!)
Make the connection for both the C-Suite and employees about how EAP has helped to impact the overall health of the organization and the benefits
C-Suite is always interested in the ROI
Show employees how their feedback has influenced programs and services being offered as well as other positive changes within the organization
The time has come for EAP providers to grow beyond the traditional services being offered and start participating in organizational health initiatives
To continue to grow and have an impact, EAP providers must bridge the gap between focusing exclusively on employee health and start addressing organizational health
EAP providers are in a unique position to do so as they are at arm’s length from the organization and can be more objective while still understanding the organizational culture and concerns
Use a skilled facilitator to ensure that the focus group remains. . . Focused! Don’t allow these sessions to become a debate, a problem solving session, or a venting session
Engagement questions give the facilitator a chance to introduce the topics and find out more about the participant’s comfort level with the topic
Exploration questions are where the facilitator will really be able to find out what concerns the C-Suite has and which things are really “keeping them up at night”
Exit questions provide a final opportunity for participants to voice concerns and bring up additional issues that the group did not have the opportunity to discuss
This can be a valuable source of information that lets the facilitator know what other topics merit an additional focus group
Audience participation:
Obtaining authentic employee feedback is critical to the success of EAP providers within an organization BUT how can EAP providers do this without compromising confidentiality? What strategies have worked for you and your organization?
EAP providers need to be talking with the C-Suite and Human Resources about employee engagement and these providers need to be equipped with tools and strategies to help increase and maintain employee engagement.
One tool that more EAP providers need to add to their tool kit is leading two specific types of effective engagement sessions
Sessions designed specifically to address identified barriers to improved employee engagement
1. The identified barriers may be something that is outlined in the strategic plan or issues that have been identified through the regular compilation and interpretation of data
Identified barriers may be issues that the organization has already defined or issues that the EAP provider has brought to the attention of the organization
2. Sessions with universal strategies proven to help increase overall employee engagement within organizations
Case study in full can be found in Attridge, Mark;, Herlihy, Patricia and Maiden, Paul, eds. (2005). Integration of Employee Assistance, Work/Family and Wellness Programs. New York: Haworth Publications
Innovative program that has rebranded as an Employee Assistance Consulting service, as opposed to an Employee Assistance Provider
Incorporates traditional EAP program elements and enhances services by providing specialized consultations to corporate partners, business group customers, and employees
Has become a welcome guest at many influential tables and has close working relationships with executives across the organization including all levels of management, Human Resources, Legal, Disability Management, Risk Management, Benefits, Security, and Learning and Development
Able to have influence on a wide range of issues including threat assessment and management, business incident management, workplace trauma, health and productivity, organizational and employee effectiveness
Moved focus off traditional EAP assessment and short term problem solving initiatives and became a true business consultation practice with a long term vision
No longer referred to as a third party provider, EAC became housed under the Wells Fargo umbrella of Corporate Human Resources
This strategic partnership allows EAC to be recognized as a central organizational function that supports both individual employees and overall business performance
Seen as an ongoing contributor, not an accessory service accessed only in times of need
Also trained a line of business consultants that partner directly with Human Resources consultants and other key executives within each of Wells Fargo’s major business divisions
Have stopped offering cookie cutter programs and services and now operates under the premise that EAPs must be structured in a way that is reflective of the organization it is serving
Example: the EAC has staff available in all time zones that Wells Fargo has staff and they are available on demand
Created formal service groups that function as research and development groups around EAC products
Areas they address include workplace safety and workplace trauma, threat assessment and management, quality assurance, and vendor management with certain treatment providers
EAC was invited to participate in the decision making process for additional mental health and substance abuse benefits
This collaboration resulted in a medical plan that had a single point of access with one behavioural health vendor for all employees, regardless of their specific health plan enrollment
With EAC as a primary contact for accessing mental health and substance abuse benefits, they are in a desirable position to screen for workplace issues (such as workplace safety) at the initial time of contact
Have been able to do this while maintaining confidentiality
EAC at Wells Fargo wear many hats
The EAC consultants are actually Wells Fargo employees which provides them with the unique opportunity to truly understand the organization’s culture, goals, and directives
This facilitates building relationships
EAC is in a better position to develop programs and services that seamlessly reflect the language, culture, and style of Wells Fargo
Despite being employees, the EAC is still able to maintain highest possible levels of confidentiality
EAC produces a wide range of educational material and ensures it is readily available on a dedicated Wells Fargo website
Host online communities to foster additional connection and support between employees at Wells Fargo
EAC is a service provider that still provides traditional EAP programs and services
The difference is that the EAC works to ensure that the traditional services are still organizationally congruent and that they continue to align with the company’s business strategy and goals
Source: Adapted from CMHA workshop Where Mental Health and the Workplace Intersect:An employers’ guide for healthy workplaces
Most employers know that a mentally health workforce is linked to lower medical costs, as well as less absenteeism and presenteeism (reduced productivity while at work). And, most employers know that mentally unhealthy workforce is associated with increased loss of productivity.
What you may not know, however, is how to get from A to B: How to change a mentally unhealthy workplace – or a marginally healthy one – to healthy workplace. Where to start?
Join CMHA – Calgary Region and Potential Place as we host this important workshop in partnership with the Calgary Chamber of Commerce, aimed at corporate social responsibility and the continuum of care in supporting workplace mental health – building socially supportive work environments for employees working through mental health challenges.