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The Emotional Well-Being Toolkit: A Fresh Approach to Address Behavioral Health Needs & Engage Your Employees
- 5. Agenda 5 EPIC INSURANCE BROKERS & CONSULTANTS Introductions and context-setting Assessment tools for gauging employee emotional wellbeing and needs Strategies & resources Resetting engagement strategies for an ongoing emotional wellbeing conversation 5
- 6. The Current Landscape 6 EPIC INSURANCE BROKERS & CONSULTANTS 9 of 10 employees report that workplace stress affects their mental health 3 of 5 employees are not receiving adequate support from manager/ supervisors to manage stress 4 of 5 employees feel emotionally drained and show early signs of burnout of employees find it difficult to concentrate because of their work environment (up from 46% in 2018 65% of employees strongly feel that employers provides a safe environment for employees living with mental illness Only 5%
- 7. Assessment 1 7 EPIC INSURANCE BROKERS & CONSULTANTS
- 8. Organizational Assessment 8 EPIC INSURANCE BROKERS & CONSULTANTS WORKPLACE EMOTIONAL WELLBEING Priorities Tools / Resources Inclusion Engagement Measurement
- 9. 9 EPIC INSURANCE BROKERS & CONSULTANTS Taking the Organizational Pulse 1. Conduct an audit every few years 2. Request regular feedback and encourage employee input Environment • Safe and supportive • Trained managers and supervisors • Mental health Policy • Workplace design Behavioral Health Offerings • Education and promotion • Early intervention • Treatment • Return to work/ transition support
- 10. Barriers to Emotional Wellbeing Strategy should address barriers to care and support. 10 EPIC INSURANCE BROKERS & CONSULTANTS Personal Barriers Benefit Barriers Care Network Barriers Engagement Barriers
- 11. Behavioral Health Strategies 2 11 EPIC INSURANCE BROKERS & CONSULTANTS
- 12. IDENTIFYING SOLUTIONS Holistic Wellbeing Strategy 12 EPIC INSURANCE BROKERS & CONSULTANTS Prevention/ Proactive Selfcare Education and Promotion Intervention/ Treatment
- 13. Education and Promotion • Monthly/quarterly newsletters • Subject matter expert presentations/seminars • Participation in May Mental Health Awareness Month • Participate in October Mental Illness Awareness Week (Oct. 2 – 8) • Manager/Supervisor mental health awareness training 13 EPIC INSURANCE BROKERS & CONSULTANTS
- 14. Prevention/Proactive Selfcare • Digital Cognitive Behavioral Therapy (CBT) Tools • Coaching/mentor programs • Mindfulness/meditation seminars • PTO/MTO policies 14 EPIC INSURANCE BROKERS & CONSULTANTS
- 15. Intervention/Treatment • Integrated/Progressive Employee Assistance Programs (EAP) • Return-to-work policy • Mental health benefits 15 EPIC INSURANCE BROKERS & CONSULTANTS
- 16. Engagement 3 16 EPIC INSURANCE BROKERS & CONSULTANTS
- 17. Communication Strategy Toolkit 17 EPIC INSURANCE BROKERS & CONSULTANTS Have a Clear Strategy for What Success Looks Like Reset Start a New Dialog with Key Stakeholders & Employees Reframe Involve the Audience You’re Trying to Reach! Research
- 18. 79% 6.9% 0 10 20 30 40 50 60 70 80 90 EAP offered EAP used If You Build It, Will they Come? 18 EPIC INSURANCE BROKERS & CONSULTANTS Research • Audit communication effectiveness • Review mental health program utilization • Ask key stakeholders what they need to effectively support employees • Survey employees what they need: • An anonymous survey works well here • Gauge current understanding • Discover gaps in awareness • Understand context for resistance Source: Harvard Business Review
- 19. Big picture, what we’re trying to achieve with communication? How will we determine / measure communication effectiveness? What’s the overarching mental health/wellbeing story hat we want to tell? What unique groups do we need to reach with specific messages and details? How will we deliver our campaign –when, and in what order? When/how can we assess how we did and think about changes for next time? Reset: Communication Strategy Overview 19 EPIC INSURANCE BROKERS & CONSULTANTS Objectives Success Measures Key Messages Audiences Media & Timing Measurement
- 20. Reframe: Tactics to Consider 20 EPIC INSURANCE BROKERS & CONSULTANTS Connect the Dots! Go beyond OE Articulate your “why” Avoid “conveyor belt” storytelling Let leaders lead Give managers a fair chance Get employees talking Commit to an ongoing dialog on mental health and employee wellbeing. To do it, look beyond the traditional communication cycle and involve a range of stakeholders and employees.
- 21. RECAP 4 21 EPIC INSURANCE BROKERS & CONSULTANTS
- 22. EDUCATION TO ACTION 22 EPIC INSURANCE BROKERS & CONSULTANTS Establish Benchmarks for Success Employee surveys and feedback, program utilization reports, employee retention and recruitment Engagement Strategy Create a strategy educating stakeholders and employees on resources and how to access benefit programs Mental Health Awareness Training MHFA, Resiliency, Peer Support, Emotional Care, Leadership Skills Identify All Benefit Resources Review all your carrier resources, create a list of all tools and resources available to your employees Identify Opportunities After resources are identified look for opportunities to enhance or expand your mental and behavioral health offerings
- 23. MENTAL HEALTH AWARENESS 2022 Sleep Awareness Week: March 14 – 20 Mental Health Awareness Month: May Mental Health Awareness Week: May 10 – 15 Minority Mental Health Awareness Month: July National Suicide Prevention Month: September Suicide Prevention Week: September 4 – 10 Suicide Prevention Day: September 10 Depression Education and Awareness Month: October World Mental Health Day: October 10 World Kindness Day: November 13 23 EPIC INSURANCE BROKERS & CONSULTANTS
- 25. APPENDIX EXTRA SLIDES 25 EPIC INSURANCE BROKERS & CONSULTANTS
- 26. Tools & Resources Assessment SHRM: Quiz: Does Your Workplace Support Employee Wellbeing? https://shrm.org/ResourcesAndTools/tools-and-samples/quiz/Pages/Quiz-Does-Your-Workplace-Support-Employee-Well- Being.aspx?_ga=2.83563537.627574638.1644440203-1756659708.1626127856 NIOSH WellBQ is a free survey comprised of the five domains of worker well-being identified by NIOSH and the RAND Corporation https://www.cdc.gov/niosh/twh/wellbq/default.html Center for Workplace Mental Health: Organizational Assessment https://workplacementalhealth.org/employer-resources/organizational-assessment Mental Health Calculators https://workplacementalhealth.org/employer-resources/mental-health-calculators Policy World Health Organization: Workplace Policy https://www.who.int/mental_health/policy/workplace_policy_programmes.pdf 26 EPIC INSURANCE BROKERS & CONSULTANTS
- 27. Organization Success Stories American Psychological Association, Center for Organizational Excellence. The Awards website. Prudential Financial. http://www.apaexcellence.org/awards/org anizational-excellence/oea2017 American Psychological Association, Center for Organizational Excellence. The Awards website. Resiliency Training. http://www.apaexcellence.org/awards/bph onors/winner/99external icon American Psychological Association, Center for Organizational Excellence. The Awards website. Setting the Bar for Emotional Wellness http://www.apaexcellence.org/awards/bphonors/wi nner/86external icon 27 EPIC INSURANCE BROKERS & CONSULTANTS Resources Right Direction: https://rightdirectionforme.com Stamp Out Stigma: http://stampoutstigma.com/support.html Mental Health America Assessments: https://screening.mhanational.org/screening- tools/ National Alliance on Mental Illness: https://www.nami.org/Home Mental Health.gov: https://www.mentalhealth.gov/talk/community- conversation/services American Psychiatric Association. Center for Workplace Mental Health: https://workplacementalhealth.org/ 1 2 3
- 28. Mental Health Information Crisis Support National Suicide Prevention Lifeline Call 1-800-273-TALK (8255) Crisis Text Line Text “HELLO” to 741741 Veterans Crisis Line Call 1-800-273-TALK (8255) and press 1 or text to 838255 Use Veterans Crisis Chat on the web Substance Abuse and Mental Health Services Administration (SAMHSA): For general information on mental health and to locate treatment services in your area, call the SAMHSA Treatment Referral Helpline at 1- 800-662-HELP (4357) 28 EPIC INSURANCE BROKERS & CONSULTANTS National Agencies • Anxiety and Depression Association of America • Depression and Bipolar Support Alliance • Mental Health America • National Alliance on Mental Illness • CDC Tools and Resources: People Seeking Support • CDC Tools and Resources: Public Health & Professionals *NOTE – this is not an extensive list, there are more resources available. Support Resources
Editor's Notes
- SUZANNAH The events of the past two years have brought to the forefront emotional wellbeing challenges that employees and employers had been quietly dealing with for years. Many of us were left without the traditional social and emotional safety nets we’d relied upon in the past, while managing through additional life stressors. As a result of the well-documented “mental health epidemic,” employers can no longer relegate behavioral health to the last two pages of the benefit guide. Employees are increasingly looking to their employer to proactively provide tools and resources to address emotional wellbeing. Employers that aren’t providing this support find themselves facing employee burnout, turnover, and disengagement. Does your organization have a roadmap to identify your employees’ needs and provide the resources to meet them where they are? “WHO IS EPIC”
- SUZANNAH Mental Health America: Mind the Workplace 2021 Assessment 9/10 employees report that workplace stress affects their mental health 3/5 employees are not receiving adequate support from manager/supervisors to manage stress 4/5 employees feel emotionally drained and early signs of burnout 65% of employees find it difficult to concentrate because of their work environment (46% in 2018 and WE ARE VIRTUAL) ONLY 5% of employees strongly feel that employers provides a safe environment for employees living with mental illness
- CRAIG Getting started on assessing Mental Health in your Organization Is mental health a priority for you organization, do you prioritize “mental health” Have you done a self check on your organizations tools and offerings? Carriers Brokers Promoting national/local resources Are your offerings “inclusive” for everyone to join and interact with the resources based on region, community, how they identify Are you engaging with your employees, are you an active participant or “if we build it they will use it, field of dreams approach”. What is your culture Did you identify measurables/data points that you want to improve at your organization?
- CRAIG As an organization mental health doesn’t just fall on the employees, organizational culture and the working environment play a major role in mental and emotional health. As you start to assess your organization and start to focus on mental health start at the organizational level Does your organization provide a safe and supportive environment, can employees reach out to their managers, colleagues and HR team members with struggles and issues. Does your set-up and workspace design support mental health. Human Spaces reports that one third of office workers would be influenced by office design in their decision to work at a company. Well-lit Natural light Well-ventilated Ideal temperatures Connected to nature Adequate space Acoustics Connected color, pattern, texture scheme Are your front line managers trained and equipped to help employees who feel safe and supportive, if not training are available through EAP’s, Learning Management systems and other partnerships that can lead training sessions to empower your leaders Do you have a policy around mental health at the work place? What goes into a mental health policy you may ask, the policy should acknowledge that mental health, illness and disabilities exist and that employees should feel confident that they can disclose them at work, or not, but either way a policy should acknowledge mental illness and asking for help is okay. The policy should review all benefits available to support employees who might be in need of assistance with a clear explanation of how to use the benefit and who the benefit is available too (some benefits might only be available to on-plan medical enrollees while others are available to all employees, family members and sometimes extended families. The policy should also detail that reasonable accommodations for mental health can and will be explored and that these requests will be kept confidential.
- CRAIG Personal Barriers Stigma Cultural beliefs Race/Ethnicity/Sexual Orientation/Gender Identity Trust/Mistrust Benefit Barriers Lack of information/benefits communications Denials Referrals Pre-authorizations Out-of-pocket expenses Care Network Barriers Inadequate network Limited or restricted network Out-of-network costs Engagement Barriers Gaps in understanding Concerns about privacy Insufficient/ineffective communication
- CRAIG Traditional wellbeing/wellness strategies focused on physical etc… Individuals dealing with mental health issues might be struggling with chronic care conditions and another barrier to health Holistic Wellbeing Strategy Physical Mental Social Financial Environmental Personal development
- Why decide/include in your strategy Employees respond that they can’t go to their managers for stress or burnout Employees feedback that they want tools that exist, need to help them connect the dots More so needed now in a remote workplace For those still in office finding natural leaders to support efforts and educate on tools Makes the culture an inclusive place, reframes mental health: i.e. broken bone, chronic condition Ability to address stigma around mental health – THROW TO MIKE Brain is an organ and functions just as your other organs, heart, lungs need training and activity Education and Promotion Monthly/quarterly newsletters Subject matter expert presentations/seminars Participation in May Mental Health Awareness Month Participate in October Mental Illness Awareness Week (Oct. 2 – 8) Manager/Supervisor mental health awareness training Examples 6 week mindfulness workshops Weekly meditation sessions EAP presentations Mental health communications (American Psychiatric Association Center for Workplace Mental Health ICU (identify, connect, Understand) and Right Direction campaign Dedicated wellness, benefits or corporate page
- Why decide/include in your strategy Stress isn’t bad, in fact some stress is good What we do with the stress can be negative, these programs focus on how to grow, learn and manage stressors Employee feedback shows low morale, high stress, lack of productivity Prevention/Proactive Selfcare Digital CBT Tools / assessments Carrier tools – mystrength, sanvello, happify, moodfit EAP tools – betterhelp combination of cognitive therapy and behavioral techniques. CBT helps building a set of skills aimed to change our thought patterns, beliefs, attitudes, and ultimately our behaviour. And all of this without requiring a life-long treatment but with an approach which gives results in the near future. There are helpful and unhelpful ways of reacting to a situation, often determined by how we think about them. CBT helps stopping negative thought cycles Coaching/Mentor programs Mindfulness/meditation seminars PTO/MTO policies
- Why decide/include in your strategy You see access/utilization is at a minimal Increase in STD/LTD mental health claims Employees are leaving or outreaching to HR regularly Intervention/Treatment Integrated/Progressive Employee Assistance Programs (EAP) Return-to-work policy Mental Health Benefits Geo access reports Cost barriers/copays Accepting new patients Employee/Caregiver support programs Virtual/Digital Benefits Expanded network with “available” providers Concierge support actually schedule appointments