Tuesday, February 13, 2018
[Valentines Day News] Helping Employees and Their Relationships
suppose this research below on predicting fidelity (or infidelity) in
relationships is appropriate for Valentine's Day. I saw it in my news
feed this morning. But does have some workplace implications for
education and wellness.
Essentially, the research shows that a spouse or
partner's natural inclination to glance away faster and to subjectively
"devalue" an attractive potential sexual partner predicts higher degrees
of fidelity. The longer the look, the more likely the individual was to
participate infidelity. The shorter the look the less likely fidelity
will be a couple's issue.
Here is the research summary.
See the program: "Giving Couples Counseling a Try"
Thursday, February 8, 2018
Revisiting Depression in the Workplace and Helping Employees
All mental health professionals conduct assessments
and/or treat people for depression from time to time.
Some who suffer with this illness may experience such chronic long-term sadness that they barely understand any more what it is like to feel normal.
When depressed employees find relief, it is not unlike those who are able by a medical procedure to hear or see for the first time.
You probably have employees on payroll right now who suffer with chronic depression. They function with depression, but they are not firing on all cylinders. Productivity losses for this group of employees is enormous.
Employees with depression may not look "depressed", sulk at their desk, or behave sluggishly. Still, depression is one of the most costly illnesses to employers at a whopping $75 billion in lost productivity and absenteeism alone.
Consider educating employees about depression periodically so those who suffer from it have the chance to self-diagnose, rally with motivation, seek help. This is easy to do, and the payoffs can be great.
Here's a tip: Educate employees about depression in an article, and refer to a term called "bottomless sadness" associated with depression, and normal sadness. Google this term, and wrap a 150 word article around it. Put it in your health and wellness newsletter (or wait until March when I will do it in Frontline Employee.) You will be surprised at the impact this article has employees. Some who need help right now may reach out.
Don’t do a one-shot educational presentation or brown bag on depression. Instead trickle the information out in chapters with your newsletter, fliers, or another wellness tips program. You will see people move toward getting help after awareness builds after about six messages.
Consider this reproducible and editable tip sheet called “Understanding Depression.” Or Google for one like it somewhere on the Web. There are many. But, begin educating employees about this brain disease if you have not done so in a while.
Note, the tip sheet above also is available as a Video, Web Course, DVD, and PowerPoint. All have professional narration.
and/or treat people for depression from time to time.Some who suffer with this illness may experience such chronic long-term sadness that they barely understand any more what it is like to feel normal.
When depressed employees find relief, it is not unlike those who are able by a medical procedure to hear or see for the first time.
You probably have employees on payroll right now who suffer with chronic depression. They function with depression, but they are not firing on all cylinders. Productivity losses for this group of employees is enormous.
Employees with depression may not look "depressed", sulk at their desk, or behave sluggishly. Still, depression is one of the most costly illnesses to employers at a whopping $75 billion in lost productivity and absenteeism alone.
Consider educating employees about depression periodically so those who suffer from it have the chance to self-diagnose, rally with motivation, seek help. This is easy to do, and the payoffs can be great.
Here's a tip: Educate employees about depression in an article, and refer to a term called "bottomless sadness" associated with depression, and normal sadness. Google this term, and wrap a 150 word article around it. Put it in your health and wellness newsletter (or wait until March when I will do it in Frontline Employee.) You will be surprised at the impact this article has employees. Some who need help right now may reach out.
Don’t do a one-shot educational presentation or brown bag on depression. Instead trickle the information out in chapters with your newsletter, fliers, or another wellness tips program. You will see people move toward getting help after awareness builds after about six messages.
Consider this reproducible and editable tip sheet called “Understanding Depression.” Or Google for one like it somewhere on the Web. There are many. But, begin educating employees about this brain disease if you have not done so in a while.
Note, the tip sheet above also is available as a Video, Web Course, DVD, and PowerPoint. All have professional narration.
Thursday, December 7, 2017
Begin an EAP-driven Proactive Injury Recovery Program to Support Employees Injured on the Job
The research is clear--better
empathetic communication and engagement with injured workers can reduce
workers' compensation costs associated with their recovery.
HR and EAPs should collaborate on this construct to get employees back to work sooner, reduce lawsuits, help prevent related employment claims, identify more troubled employees at risk of re-injury, and address secondary personal problems of injured workers that sabotage recovery.
This is not rocket science. Get excited, man! Follow 25 injured workers in 2018 and engage them in an "EAP Proactive Recovery Program." Then, compare your results--using 6-8 metrics--absences, treatment costs, re-injury rates, legal claims, reduced HR hassle time, speedier return to work, employee turnover, reduced overtime, etc.--to the same costs associated with the last 25 compensable injuries that were not similarly followed.
You should see a powerful return on this program. Then show up at an EAPA conference or share your results at a SHRM conference. Even better, attend a insurance or risk managers conference and promote employee assistance programs for the management tools they actually are, and should be, to help more workers and reduce costs. You might spark a needed true-to-the-spirit Core Technology EAP renaissance.
Here are a few ideas to consider for your project:
1. Consider having injured workers engage with the EAP. A self-referral, or even a formal referral after injury is appropriate because the referral is based upon a job-related issue--injury. Another source of referral for such a program is the workers' compensation managed care nurse--get this individual on board with the program.
You will discover this to be relatively easy because you are actually making their job easier and giving them improved stats. (I have done it, or I would not be writing about it.)
2. Have the EAP assess the psycho/social and environmental issues, and intervene with those that could contribute to a prolonged absence. This is a research-proven cost driver for WC injuries--the longer out, the less likely the return to work.
3. Institute EAP follow-up with medical doctors. They often have information helpful to a better EAP assessment.
4. Identify workers affected by depression and resolve employee concerns and complaints related to communications with the boss, HR, etc. (This reduces the likelihood of employees involving attorneys and suing the organization See: http://blog.reduceyourworkerscomp.com/2013/07/injured-workers-hire-attorneys-due-to-lack-of-employer-communication/)
5. Provide assertiveness training to help injured employees avoid peer pressure to engage in prohibited work activities that can cause re-injury when they return to the job.
Return to work programs are great, but many include risk of re-injury if they are located near the environment associated with the original injury. ("Come'on Joe, help lift this lumber! Your back is fixed by now! Gimme a break!")
6. Conduct an EAP assessment for untreated alcoholism. (WC injuries are three times higher for alcoholic workers.) Also have the EAP discuss opioid use issues because many of these folks are at risk for addiction, especially those with back injuries.
These few activities require trust, a commitment to confidentiality, and services that only an EAP with its core technology and legally-backed confidentiality assurances can offer. (Think again if you still believe #800 insurance EAP hotlines can engage to this degree with employees and key stakeholders.)
So, "who you gonna call" to reduce workers' compensation costs? Try an effective EAP with a programmatic approach to WC injury and recovery--or get one in place for 2018.
Increase your supervisors referrals free for the next three months, no catch. No invoice, No Bill, no hassle, no nothin'. - Fax this form, and cross out the price on it. And mark "Give it to me free, Dan." Put your email on the form. I don't need your name.
Sign up for free EAP resources at WorkExcel.com
HR and EAPs should collaborate on this construct to get employees back to work sooner, reduce lawsuits, help prevent related employment claims, identify more troubled employees at risk of re-injury, and address secondary personal problems of injured workers that sabotage recovery.
This is not rocket science. Get excited, man! Follow 25 injured workers in 2018 and engage them in an "EAP Proactive Recovery Program." Then, compare your results--using 6-8 metrics--absences, treatment costs, re-injury rates, legal claims, reduced HR hassle time, speedier return to work, employee turnover, reduced overtime, etc.--to the same costs associated with the last 25 compensable injuries that were not similarly followed.
You should see a powerful return on this program. Then show up at an EAPA conference or share your results at a SHRM conference. Even better, attend a insurance or risk managers conference and promote employee assistance programs for the management tools they actually are, and should be, to help more workers and reduce costs. You might spark a needed true-to-the-spirit Core Technology EAP renaissance.
Here are a few ideas to consider for your project:
1. Consider having injured workers engage with the EAP. A self-referral, or even a formal referral after injury is appropriate because the referral is based upon a job-related issue--injury. Another source of referral for such a program is the workers' compensation managed care nurse--get this individual on board with the program.
You will discover this to be relatively easy because you are actually making their job easier and giving them improved stats. (I have done it, or I would not be writing about it.)
2. Have the EAP assess the psycho/social and environmental issues, and intervene with those that could contribute to a prolonged absence. This is a research-proven cost driver for WC injuries--the longer out, the less likely the return to work.
3. Institute EAP follow-up with medical doctors. They often have information helpful to a better EAP assessment.
4. Identify workers affected by depression and resolve employee concerns and complaints related to communications with the boss, HR, etc. (This reduces the likelihood of employees involving attorneys and suing the organization See: http://blog.reduceyourworkerscomp.com/2013/07/injured-workers-hire-attorneys-due-to-lack-of-employer-communication/)
5. Provide assertiveness training to help injured employees avoid peer pressure to engage in prohibited work activities that can cause re-injury when they return to the job.
Return to work programs are great, but many include risk of re-injury if they are located near the environment associated with the original injury. ("Come'on Joe, help lift this lumber! Your back is fixed by now! Gimme a break!")
6. Conduct an EAP assessment for untreated alcoholism. (WC injuries are three times higher for alcoholic workers.) Also have the EAP discuss opioid use issues because many of these folks are at risk for addiction, especially those with back injuries.
These few activities require trust, a commitment to confidentiality, and services that only an EAP with its core technology and legally-backed confidentiality assurances can offer. (Think again if you still believe #800 insurance EAP hotlines can engage to this degree with employees and key stakeholders.)
So, "who you gonna call" to reduce workers' compensation costs? Try an effective EAP with a programmatic approach to WC injury and recovery--or get one in place for 2018.
Increase your supervisors referrals free for the next three months, no catch. No invoice, No Bill, no hassle, no nothin'. - Fax this form, and cross out the price on it. And mark "Give it to me free, Dan." Put your email on the form. I don't need your name.
Sign up for free EAP resources at WorkExcel.com
Thursday, November 16, 2017
Free Holiday Stress Tip Sheet for EAPs
Okay, everybody has been waiting for this. Here is it.
This brochure provides more information. Finally, create your own library of web courses, engage employees and family members more effectively, add to your capabilities, make a bigger impact, brand everything with your logo, never pay another licensing fee, own your library, have no off-page links to a provider/vendor customer go off and explore, and compete more effectively.
I could go on, but what it is on your computer right now that would be awesome outreach in the form of a Web course. Fax this form to 843-884-0442 for a quote.
There were at least a few national news stories this 
year
discussing the health effects of loneliness. Researchers see it as a
growing problem, and some believe it is the new "obesity" issue because
of its adverse impact on health--both physical and mental health. Given
the strong association between the holiday season and family
get-togethers, a tip sheet topic on being alone for the holidays looked
like a good one to send to you. Go to this page to download this year's free, reproducible, editable, and Web usable workplace wellness tip sheet on holiday stress entitled, "Alone for the Holidays."
WorkExcel Tip:
When we create a Web course, we take a document you might have or a
PowerPoint, separate all the text into separate moving parts for a slide
program, animate it, professionally narrate the text, time it with
images, and add handouts, test questions, and certificate or course
validation element. When this is completed, we can then create a DVD
format, a video that will play on any device, and of course the Web
course.year
discussing the health effects of loneliness. Researchers see it as a
growing problem, and some believe it is the new "obesity" issue because
of its adverse impact on health--both physical and mental health. Given
the strong association between the holiday season and family
get-togethers, a tip sheet topic on being alone for the holidays looked
like a good one to send to you. Go to this page to download this year's free, reproducible, editable, and Web usable workplace wellness tip sheet on holiday stress entitled, "Alone for the Holidays."This brochure provides more information. Finally, create your own library of web courses, engage employees and family members more effectively, add to your capabilities, make a bigger impact, brand everything with your logo, never pay another licensing fee, own your library, have no off-page links to a provider/vendor customer go off and explore, and compete more effectively.
I could go on, but what it is on your computer right now that would be awesome outreach in the form of a Web course. Fax this form to 843-884-0442 for a quote.
Daniel Feerst, BSW, MSW, LISW-CP
Publisher, WorkExcel.com
P.S. If you place a link to WorkExcel.com in some isolated location on your Web site, it greatly helps keep this free service going. Thanks in advance.
P.S. If you place a link to WorkExcel.com in some isolated location on your Web site, it greatly helps keep this free service going. Thanks in advance.
Sunday, November 12, 2017
Share Productivity Laws with Employees as a way to Entertain and Make a Point with Your Employee Newsletter
Have you heard of Parkinson's Law? It was first coined by British author and historian C.
Northcote Parkinson, writing for The Economist in 1955.
The law states that "work expands to fill the time available for its completion.” Have you experienced this phenomenon?
A better question is have you seen employees who are given an assignment with plenty of time to complete it, but still manage to only get it to you barely on time, or even late? This is the Parkinson's Law in action.
Your employee newsletter is a magical tool to educate employees about productivity principles like this one within a workplace wellness context. Improving productivity, reducing stress, sharing the information with others, and having a chuckle or two are exciting reasons to educate your employees about productivity laws that cleverly (more so than others) define our lives.
A bit of research on productivity laws discovers that there are actually nine different productivity laws commonly cited in time management literature and personnel management training. You've heard of Murphy's Law. It happens to be one of these nine.
In the future, I will share more about these laws of cause and effect with you, but the employee newsletter article idea I would like to recommend is composing a simple article on this topic right now. Make it about 100-120 word range. Remember, it is my recommendation that you never have employee newsletter articles that extend beyond 250 words, and keep most in the range of 120-150 words.
When you research these productivity laws, you can make a strong impact with your employees as I have done here taken from a newsletter article I wrote several years ago.
Have you heard of Parkinson's Law? Simply stated, the law states that "work expands to fill the time available for its completion.” That’s the observation made by the British author and historian C. Northcote Parkinson, writing for The Economist in 1955. The few who are able to overcome this productivity-killing phenomenon are able to work so efficiently that they seem to have magical powers. Here’s how to join this elite group: Shorten the amount of time required to complete a task and correspondingly increase the urgency of completion by promising it sooner. You will develop more efficient work habits with this intervention, and you will find more free time in your life that you struggle to find right now. A simple way to work with this principle is to take a kitchen time and set it for say, thirty minutes and tell yourself you will finish a project before the bell goes off. The move to your next task and repeat the strategy. Subscribe to Frontline Employee -- a newsletter you can distribute to the workforce, rename and call your own, and finally have an on-time, highly visible EAP newsletter for improved utilization and program preservation.
The law states that "work expands to fill the time available for its completion.” Have you experienced this phenomenon?
A better question is have you seen employees who are given an assignment with plenty of time to complete it, but still manage to only get it to you barely on time, or even late? This is the Parkinson's Law in action.
Your employee newsletter is a magical tool to educate employees about productivity principles like this one within a workplace wellness context. Improving productivity, reducing stress, sharing the information with others, and having a chuckle or two are exciting reasons to educate your employees about productivity laws that cleverly (more so than others) define our lives.
A bit of research on productivity laws discovers that there are actually nine different productivity laws commonly cited in time management literature and personnel management training. You've heard of Murphy's Law. It happens to be one of these nine.
In the future, I will share more about these laws of cause and effect with you, but the employee newsletter article idea I would like to recommend is composing a simple article on this topic right now. Make it about 100-120 word range. Remember, it is my recommendation that you never have employee newsletter articles that extend beyond 250 words, and keep most in the range of 120-150 words.
When you research these productivity laws, you can make a strong impact with your employees as I have done here taken from a newsletter article I wrote several years ago.
Have you heard of Parkinson's Law? Simply stated, the law states that "work expands to fill the time available for its completion.” That’s the observation made by the British author and historian C. Northcote Parkinson, writing for The Economist in 1955. The few who are able to overcome this productivity-killing phenomenon are able to work so efficiently that they seem to have magical powers. Here’s how to join this elite group: Shorten the amount of time required to complete a task and correspondingly increase the urgency of completion by promising it sooner. You will develop more efficient work habits with this intervention, and you will find more free time in your life that you struggle to find right now. A simple way to work with this principle is to take a kitchen time and set it for say, thirty minutes and tell yourself you will finish a project before the bell goes off. The move to your next task and repeat the strategy. Subscribe to Frontline Employee -- a newsletter you can distribute to the workforce, rename and call your own, and finally have an on-time, highly visible EAP newsletter for improved utilization and program preservation.
Thursday, November 9, 2017
Improve Morale and Decrease Risk When You Provide Diversity in the Workplace Awareness Education
If you are not providing diversity awareness education in the workplace,
you may want to offer about 10-12 minutes of this content during the
year . It is a lot easier to do than you think, and a lot more welcome
than you might imagine. It's all about the approach (the educational and
non-threatening approach we use.)
The
benefits of diversity awareness include reduced risk of workplace
violence, higher morale, improved communication, and most importantly,
employees who behave with tolerance toward others while not feeling
threatened by the education and awareness information they receive.
You
also acquire employees who help maintain a respectful workplace by not
acting as bystanders to abuse. It is a very synergistic topic that has
multiple layer effects for organizations. Reducing the bystander effect
is really key to more positive workplaces. I may produce a PowerPoint on
this topic alone.
See the full unabridged program we offer here. Just scroll and click the video you will see half-way down the page.
This
program is editable, "brand-able", professionally narrated, and
available in DVD, PowerPoint, Video, or a Web course. That makes it good
for collecting certificates of participation as proof you took "due
care" in the event a legal claim ever happens for something like
discrimination. (By the way, I always recommend arm-twisting your
insurance company into a discount for reducing behavioral risk
exposures. Most states do that already for a drug-free workplace policy.
A topic like this one should be no different. See what happens. Let me
know.)
WorkExcel Tip:
When you purchase products from WorkExcel.com, you can download them,
edit, amend, delete content, and acquire them in any of four different
formats. All web courses include test questions, handout(s),
certification, and you own web course entirely. Web courses or videos
operate from your Web server. They upload in minutes--and they are
totally self-contained with embedded PDF handout(s). We can even insert
additional handouts you might want to distribute.
Explore the other links to your left in this email. Phone me with questions. I answer my own phone.
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Wednesday, November 8, 2017
Workforce Trends in 2018 EAPs Should Undertand to Take the High Ground for Program Growth
Forbes has issued predictions for workplace trends in 2018. Interesting . . .50% of the trends relate directly to human resource factors.
The predictions are heavy on issues concerning employee wellness, employee productivity, and reduced behavioral risk that can lead to productivity and economic losses.
Here are the HR related trends:
1. Leaders will encourage more human interaction. Companies will continue to promote their workspaces and design them to facilitate interpersonal relationships between employees. See more.
5. Financial and mental wellness gets prioritized. With 78% of Americans living paycheck to paycheck and student loan debt at over $1.4 trillion, workers are struggling and it's affecting their health. See more.
6.) Employee burnout causes more turnover. Employees are burned out from working longer hours with no additional compensation, while companies are posting record profits. See more.
8. Companies will take diversity more seriously. Employees must become more aware, tolerant, and buy into the value of diversity. See more.
10. The aging workforce. About three in every four Americans plan to work past retirement age and almost two-thirds said they will continue to work part-time. New challenges for HR. See more.
Download the full trends article here.
Are you a workforce professional -- HR, EAP, Wellness, concerned manager? Consider the skills, resources, and opportunities you represent or have to make a difference in 2018 and beyond.
Go Direct to the Forbes Article
The predictions are heavy on issues concerning employee wellness, employee productivity, and reduced behavioral risk that can lead to productivity and economic losses.
Here are the HR related trends:
1. Leaders will encourage more human interaction. Companies will continue to promote their workspaces and design them to facilitate interpersonal relationships between employees. See more.
5. Financial and mental wellness gets prioritized. With 78% of Americans living paycheck to paycheck and student loan debt at over $1.4 trillion, workers are struggling and it's affecting their health. See more.
6.) Employee burnout causes more turnover. Employees are burned out from working longer hours with no additional compensation, while companies are posting record profits. See more.
8. Companies will take diversity more seriously. Employees must become more aware, tolerant, and buy into the value of diversity. See more.
10. The aging workforce. About three in every four Americans plan to work past retirement age and almost two-thirds said they will continue to work part-time. New challenges for HR. See more.
Download the full trends article here.
Are you a workforce professional -- HR, EAP, Wellness, concerned manager? Consider the skills, resources, and opportunities you represent or have to make a difference in 2018 and beyond.
Go Direct to the Forbes Article
Workplace Diversity Photo of the Week for EAPs
EAP Photo of the Week
Click Link to See Caption
Click Link to See Caption
See WorkExcel.com's Diversity in the Workplace Awareness Product
Wednesday, October 18, 2017
Opioids Abuse Education Awareness and Prevention
EAP presentation product for educating employees about the opioid addiction crisis.
Monday, October 16, 2017
Increasing EAP Utilization Hack #13: Ask for Referrals
Asking EAP clients to refer a friend is one of the most powerful approaches to increasing your EAP's utilization. Do you practice this promotional strategy? Nothing is more convincing and influential than word of mouth referrals because they are tantamount to a walking live testimonials. Referrals from friends are trusted. If a good friend of yours says a restaurant is fantastic, it will motivate you more than a $5K full page display ad in the local newspaper. Clearly, this is a cost-beneficial EAP utilization improvement hack for you to consider.
The time to ask for a referral is at the moment of positive excitement when your EAP client says, "Wow, thank you so much for helping me." This is your cue to speak up and ask the EAP client to refer a coworker if the opportunity arises. It's that simple. You aren't asking every client to refer, but take advantage of those who would be obviously willing.
When you have an employee-client spread the word about the EAP, a lot is happening at that moment, and all of it is quite synergistic.
The employee client is promoting your program effectiveness, improving its reputation, decreasing resistance of would-be clients, helping others overcome the fear of asking for help, and intervening with your most ferocious and negative force, concern among the workforce that the EAP is not confidential.
All EA professionals believe their program is confidential, but not all employees do. The reason is simple. Confidentiality is so important that the fear associated with it creates its own anxiety and "disturbance in the force." Let's call it "EAP confidentiality perception attrition."
This anxiety gets passed along to the workforce where it is propagated. This is also what makes EAP supervisor training so important. You must tell supervisors in EAP orientations to not repeat, disclose, or otherwise imply knowledge of an employee's EAP attendance or even suggest an employee has attended the EAP. This is also a legal issue, but you want to impress upon supervisors the impact on the program's integrity and how this can negatively impact the perception of confidentiality among employees. If you want to make a bigger impression, say that the most at-risk worker--the one that might go postal--just might not attend the EAP because of something the supervisor said. (You can embellish from there.)
Fighting the natural attrition of perception of confidentiality requires promoting confidentiality, and employees who refer friends or coworkers to the EAP are naturally assisting in this effort.
I routinely make mention that the EAP is confidential in Frontline Employee EAP Newsletter to help you boost your utilization. But since articles are editable, you should insert this where, and as needed. It's vital. You want lots of touches during the year on this key point.
Do you have an EAP utilization improvement hack that you would like me to pass along or expound upon? Pass it along here at publisher@workexcel.com
Tuesday, October 10, 2017
Happy World Mental Health Day!
Each year, on October 10th, World Mental Health Day is celebrated,
which is a proclamation initiated
by the World Health Organzation. This
year is a bit special: The theme is "The Workplace" (Did you know?)
Work is sometimes--often--a 24/7 experience for many employees in the Western hemisphere (and beyond.) Suffice it to say, that work is on our minds a lot!
Our mental health is directly affected by work, and our mental health affects the workplace, productivity, and the bottom line. It's a two-way street, and enhancing mental health wellness is crucial to human welfare.
Depression and anxeity affect well over 500 million people worldwide. And the cost to productivity is a cool $1 trillion dollars.
Celebrate today by bringing attention to the importance of any work organization's employee assistance program, and remind employees and managers that the EAP stands ready to assist them.
You will find more information about World Mental Health day at these links, and consider any of the tip sheets from WorkExcel.com to help you celebrate it -- they are always reproducible, editable, brandable, and web-usable.
http://www.who.int/mental_health/world-mental-health-day/2017/en/
http://www.who.int/mental_health/in_the_workplace/en/
Resources
Tip Sheets for Workplace Wellness
Catalog of Products
2-Page Catalog
EAP Newsletters
Training/Awareness for Employees
Training/Awareness for Managers
EAP Tools and EAP Resources
Daniel Feerst, BSW, MSW, LISW-CP
Email me: publisher@workexcel.com
Publisher 1-800-626-4327
WorkExcel.com
Work is sometimes--often--a 24/7 experience for many employees in the Western hemisphere (and beyond.) Suffice it to say, that work is on our minds a lot!
Our mental health is directly affected by work, and our mental health affects the workplace, productivity, and the bottom line. It's a two-way street, and enhancing mental health wellness is crucial to human welfare.
Depression and anxeity affect well over 500 million people worldwide. And the cost to productivity is a cool $1 trillion dollars.
Celebrate today by bringing attention to the importance of any work organization's employee assistance program, and remind employees and managers that the EAP stands ready to assist them.
You will find more information about World Mental Health day at these links, and consider any of the tip sheets from WorkExcel.com to help you celebrate it -- they are always reproducible, editable, brandable, and web-usable.
http://www.who.int/mental_health/world-mental-health-day/2017/en/
http://www.who.int/mental_health/in_the_workplace/en/
Resources
Tip Sheets for Workplace Wellness
Catalog of Products
2-Page Catalog
EAP Newsletters
Training/Awareness for Employees
Training/Awareness for Managers
EAP Tools and EAP Resources
Daniel Feerst, BSW, MSW, LISW-CP
Email me: publisher@workexcel.com
Publisher 1-800-626-4327
WorkExcel.com
Office Romances and Productivity: Information for Employees and EA Professionals
Busier lifestyles have made finding romance more difficult today than in recent memory.
With
communication technology often reducing human interaction to
abbreviated text messages and shorthand emails, many find the office
Romance in the workplace, think twice before the plunge
to be a rare exception where they are still able to engage in meaningful, face-to-face interaction with others. Romance at work can be a natural consequence. And it can feel quite compelling.
Many companies suffer productivity losses from workplace romance issues, which is why policies against workplace romance sometimes exist. They are not illegal.
The following are the top concerns from a poll of HR practitioners according to research from the IRS Employment Review:
https://www.workexcel.com/blog/hmm-should-i-or-shouldnt-i-romantic-relationship-and-dating-someone-at-work-advice-for-employee-assistance-professionals-offering-guidance/
Romance in the workplace, think twice before the plunge
to be a rare exception where they are still able to engage in meaningful, face-to-face interaction with others. Romance at work can be a natural consequence. And it can feel quite compelling.
Many companies suffer productivity losses from workplace romance issues, which is why policies against workplace romance sometimes exist. They are not illegal.
The following are the top concerns from a poll of HR practitioners according to research from the IRS Employment Review:
https://www.workexcel.com/blog/hmm-should-i-or-shouldnt-i-romantic-relationship-and-dating-someone-at-work-advice-for-employee-assistance-professionals-offering-guidance/
Saturday, September 9, 2017
EAPs Massively Overlooked as Customer Risk Reduction Tools by Property Casualty Insurers and Risk Managers
EAPs Massively Overlooked as Customer Risk Reduction Tools by Property Casualty Insurers and Risk Managers: Risk Managers overlook employee assistance programs as tools to reduce risk for insurance customers and enhance their marketing efforts
Property Casualty Insurance Markets: The One Resource Overlooked in Workforce Risk Reduction
Lew sat quietly in his office at the Chino Mines in the 1950's trying to find a solution to a
massive problem he was hired to fix. Lewis Presnall, D. Div.-- was a pastoral counselor hired by Kennecott Copper Corporation to deal with a massive alcoholism problem among workers and their associated problems placing the company at risk.
These problems included injuries, morale problems, insubordination, harassment, absenteeism, tardiness, property damage, stolen property, firings, conduct and attitude issues, violence in the workplace, and family members coming to work and bringing domestic squabbles with them. Kennecott Copper was at wits' end. Perhaps this Lewis Presnall could figure it all out and solve the problem. He did and his work is what truly led to the creation of broad brush comprehensive EAPs 20 year later. Read more.
These problems included injuries, morale problems, insubordination, harassment, absenteeism, tardiness, property damage, stolen property, firings, conduct and attitude issues, violence in the workplace, and family members coming to work and bringing domestic squabbles with them. Kennecott Copper was at wits' end. Perhaps this Lewis Presnall could figure it all out and solve the problem. He did and his work is what truly led to the creation of broad brush comprehensive EAPs 20 year later. Read more.
Saturday, August 12, 2017
Value Added EAP: Burnout Contagion and Employee Assistance Programming
In light of new research, EAPs may want to consider screening for burnout contagion in employee assessments, identify patterns emerging with the workforce, and
proactively propose EAP programming to make a impact on the work
organization with interventions that reduce risk.
Humankind is, collectively speaking, a social animal. We are aware of one another on certain levels, and if one was to make a map of the world solely based on how relate to one another, you would also be looking at the travels of shared ideas, sickness, love and hate.
We connect with one another through various means and ways, including empathy, emotion, success and defeat. These ribbons of relation changes not just day to day, but sometimes minute to minute.
Among those, though, is something that simply does not get enough credit: burnout.
A new study by Michigan State University education scholars are proving how the culture of an environment (such as the workplace an EAP may find themselves in) can contribute directly to a contagious spread of burnout.
Do consider the information presented here: http://msutoday.msu.edu/news/2017/is-teacher-burnout-contagious/
Burnout is a terrible affliction--an insidious slow boil process--that can strike in just about any workplace, especially in a workplace environment that is not keeping the employees health and well-being into consideration. Late nights, unfair workloads, time away from family and home - all of these are indicative of a ticking time bomb! Eventually the human animal will break down, and pretending that such a thing will never happen to you can only bring harm to the workplace.
Consider, if you will, the fast-paced and emotionally charged setting of a hospital. RN’s bustling about, residents doing 20-48 hour shifts and worse. All it takes is one person to suffer from the various symptoms of burnout before it begins to spread like wildfire, causing mayhem within the personal lives and habits of the entire staff.
“Wherever there is smoke, there is fire,” or so it’s said. There are plenty of symptoms to be on the lookout for, and recognizing overpowering workload per person is one thing to keep in consideration. A culture that does not promote the mental well-being of their employees is one that will eventually suffer in quality of produced work and overwhelming turnover rates, costing a company in both time and money.
The modern day professional, no matter what level of employment they are at, should be aware and mindful of what kind of environment they are empowering within the workplace. Listen to one another, and hear one out. Pay heed to stressors and how they are affecting the workplace and the workers themselves.
Do consider such resources as found here: https://www.workexcel.com/stress-management-training-powerpoint-ppt-presentation-with-stress-management-tips-for-employees-or-ppt-dvd-web-course-video/
The benefits of having such an employee awareness program will easily pay dividends and help counter burnout within your company! Stress management is more than an art form, it’s a daily awareness.
By recognizing stressors and how to properly manage them, paying heed to co-workers, employees, and employers alike one can certainly fight back against such a negative culture, creating a workplace that will positively affect output and production as well as the mental health and well-being of all involved. #burnout #eap
Humankind is, collectively speaking, a social animal. We are aware of one another on certain levels, and if one was to make a map of the world solely based on how relate to one another, you would also be looking at the travels of shared ideas, sickness, love and hate.
We connect with one another through various means and ways, including empathy, emotion, success and defeat. These ribbons of relation changes not just day to day, but sometimes minute to minute.
Among those, though, is something that simply does not get enough credit: burnout.
A new study by Michigan State University education scholars are proving how the culture of an environment (such as the workplace an EAP may find themselves in) can contribute directly to a contagious spread of burnout.
Do consider the information presented here: http://msutoday.msu.edu/news/2017/is-teacher-burnout-contagious/
Burnout is a terrible affliction--an insidious slow boil process--that can strike in just about any workplace, especially in a workplace environment that is not keeping the employees health and well-being into consideration. Late nights, unfair workloads, time away from family and home - all of these are indicative of a ticking time bomb! Eventually the human animal will break down, and pretending that such a thing will never happen to you can only bring harm to the workplace.
Consider, if you will, the fast-paced and emotionally charged setting of a hospital. RN’s bustling about, residents doing 20-48 hour shifts and worse. All it takes is one person to suffer from the various symptoms of burnout before it begins to spread like wildfire, causing mayhem within the personal lives and habits of the entire staff.
“Wherever there is smoke, there is fire,” or so it’s said. There are plenty of symptoms to be on the lookout for, and recognizing overpowering workload per person is one thing to keep in consideration. A culture that does not promote the mental well-being of their employees is one that will eventually suffer in quality of produced work and overwhelming turnover rates, costing a company in both time and money.
The modern day professional, no matter what level of employment they are at, should be aware and mindful of what kind of environment they are empowering within the workplace. Listen to one another, and hear one out. Pay heed to stressors and how they are affecting the workplace and the workers themselves.
Do consider such resources as found here: https://www.workexcel.com/stress-management-training-powerpoint-ppt-presentation-with-stress-management-tips-for-employees-or-ppt-dvd-web-course-video/
The benefits of having such an employee awareness program will easily pay dividends and help counter burnout within your company! Stress management is more than an art form, it’s a daily awareness.
By recognizing stressors and how to properly manage them, paying heed to co-workers, employees, and employers alike one can certainly fight back against such a negative culture, creating a workplace that will positively affect output and production as well as the mental health and well-being of all involved. #burnout #eap
Friday, August 11, 2017
Seven Reasons Business Organizations Should Offer Employee Drug and Alcohol Awareness Education
Seven Reasons Business Organizations Should Offer Employee Drug and Alcohol Awareness Education: Employee drug and alcohol awareness education and training in PDF, Web Video, Web Course, and DVD Player
Monday, August 7, 2017
Yoga and the Treatment of Depression: Put this in the EAP Tool Box
Let’s talk about yoga and how it’s being proven to effectively reduce depression!
You know the types of tropes that get associated with yoga: upscale and overpriced coffee-drinkers, overly heated rooms, manbuns, yoga pants, and Hollywood’s love of showing how it can enhance those pelvic muscles. The thing to consider, though, is the actual mentality inherently within yoga itself, the kind of oneness and personal exploration within one’s psyche promoted within the practices.
Studies have been produced at the 125th Annual Convention of the American Psychological Association which notes how yoga can help with stress reduction, and can impact depression and the symptoms leading to it.
Whether it be bikram, hatha, or some other form of yoga, the increase in quality of life and physical health is noteworthy, and can surely be of use to one’s professional life as well as personal life. Finding the balance in both is truly key in effective and efficient life management, and can affect the overall output and quality of your work.
EAP professionals guide employees in how to find solutions for personal problems, the kind which may not be easy to simply brush off once they cross that door towards the office. Depression is a common one, and while many resources are recommended, this one has been ignored.
Well, not anymore! With more studies being produced showing how Yoga (of any known sorts) can help reduce stress and the symptoms of depression, it pays for the EA professional and wellness worker alike to give it a try and see how it can improve the overall health and happiness of the workplace.
It is suggested that you look up your local Yoga studios. It’s easy to request a sit-in to see if it’s a good feel for you, and no matter the level of expertise of yogi or students, you should always hear that you can assume the easiest pose and simply rest while being mindful.
Mindfulness, stress reduction, and overall quality of progression on an extremely personal level are the hallmarks of a good yoga studio.
Follow these links for more information about "Understanding and Treating Depression: Education for Employees and the news on Yoga and its impact on treating depression.
Tuesday, July 18, 2017
EAP Posters for Employee Assistance Programs: An EAP Utilization Power Tool
We give you 18 EAP Posters to start, and instructions to edit the templates we provide with them in MS Word or MS Publisher. The gist: You can create your own EAP Posters forever!
The idea is to never buy another EAP poster and use your own great ideas to match the workforce issues and needs you are facing right now.
Here is the guarantee: You will witness management in awe over your targeting of key issues from morale to daycare from opioid addiction to stress management. And management will see how your EAP is better than managed care company which could never match the value you offer. This will reduce risk of your program from being given the boot in favor of an #800.
Now you can look as relevant as you actually are with the visibility you need, which produces awareness, and more importantly the ability for your program to be remembered! Prompt more referrals with EAP posters and achieve better internal buzz about your employee assistance program (EAP).
Click here to jump to the product and download a free FREE EAP POSTER. If you want two, just email me.Imagine creating your own workplace EAP posters or safety posters. Yes, you can use them for safety messages too. Why not?
Make EAP Posters serious, unique, or hilarious. You have ideas, so use them with the help of this kit. (Note, your best ideas will show up when you are taking a hot shower.)
An EAP Poster become invisible after 6-8 views by passers-by. After that, it's done. Gone. This means you must refresh your posters. Don't buy posters...you will lose a fortune. Instead, make your own like these:
The employee assistance program poster kit provides 18 editable posters, and we also send all the free posters we've sent to EAPs over the past five years.Your work culture is unique. It has its own risk issues and concerns. Work climates differ and they change throughout the year. One way to prompt employee action is to use EAP posters to educate, inform, and increase utilization. Along with EAP newsletters, training programs, and other engaging tools, you can keep your EAP relevant as a key player in
your organization's risk management strategy.
EAP posters
can deliver a laser sharp message on a specific topic or concern. This
is what makes this product so powerful. Tackle topics like holiday
stress, down-sizing, organizational change, summer accident prevention,
going back to school, diversity awareness, alcohol awareness month--are
you getting the point about how powerful this product actually is?
Your ideas are the limit. Make new posters appear refreshed all over the organization. We do not know of a more powerful EAP strategy to create top of mind visibility than our poster kit, except for FrontLine Employee newsletter.
You know how hard it is to find new EAP posters. They are often too general. And you can't reproduce anything out there for sale. You must buy the posters one at a time. This is not a good thing. The truth is--your ideas are better than the publisher of such a product, including us!
So, the best way to go is to make your own.
Come up with awesome ideas among your staff and put them into action. Have a contest that creates buzz for your program. In fact, have employees in the organization join in.
The EAP poster kit solves the problem of refreshing your EAP's visibility. It will increase your EAP referrals guaranteed. It will also help you reduce risk and remind everyone of your program's relevance to the organization. Other ideas: conflict resolution, family issues, fixing absenteeism issues, couples conflicts, worry and concerns over job security, improving relationships with the boss....any of these problems could lead to referrals of your riskiest employees.
–Did you know you that you can get free photos with no copyright restrictions from www.pixabay.com or even google if you select "no copyright restrictions" on their images. Call me to learn about this. It is difficult in text, but here is screen shot.
That's how much we paid for this cute dog you see shown in the free download here.
With professional photos and captions you will re-invent posters all the time. It's addicting we have to say, and it's fun to see people's reactions. (Here's a secret. Use animals as metaphors or household objects like tea kettles. You find awesome ideas in picture libraries online.)
You know your workplace best, and you are in the best position to know what employees will look at, read, and pay attention to. You can't buy posters for your specific workplace--you must create them. This is the only poster kit America for EAPs that let's you do exactly that.
After creating an EAP poster, email the PDF to locations of your host company. Get the names of few contacts, and ask these individuals to help you put the poster up in strategic locations you've identified. To make it stiffer, simply put a card stock behind it and you are done!
Your ideas are the limit. Make new posters appear refreshed all over the organization. We do not know of a more powerful EAP strategy to create top of mind visibility than our poster kit, except for FrontLine Employee newsletter.
You know how hard it is to find new EAP posters. They are often too general. And you can't reproduce anything out there for sale. You must buy the posters one at a time. This is not a good thing. The truth is--your ideas are better than the publisher of such a product, including us!
So, the best way to go is to make your own.
Come up with awesome ideas among your staff and put them into action. Have a contest that creates buzz for your program. In fact, have employees in the organization join in.
The EAP poster kit solves the problem of refreshing your EAP's visibility. It will increase your EAP referrals guaranteed. It will also help you reduce risk and remind everyone of your program's relevance to the organization. Other ideas: conflict resolution, family issues, fixing absenteeism issues, couples conflicts, worry and concerns over job security, improving relationships with the boss....any of these problems could lead to referrals of your riskiest employees.
–Did you know you that you can get free photos with no copyright restrictions from www.pixabay.com or even google if you select "no copyright restrictions" on their images. Call me to learn about this. It is difficult in text, but here is screen shot.
That's how much we paid for this cute dog you see shown in the free download here.
With professional photos and captions you will re-invent posters all the time. It's addicting we have to say, and it's fun to see people's reactions. (Here's a secret. Use animals as metaphors or household objects like tea kettles. You find awesome ideas in picture libraries online.)
You know your workplace best, and you are in the best position to know what employees will look at, read, and pay attention to. You can't buy posters for your specific workplace--you must create them. This is the only poster kit America for EAPs that let's you do exactly that.
After creating an EAP poster, email the PDF to locations of your host company. Get the names of few contacts, and ask these individuals to help you put the poster up in strategic locations you've identified. To make it stiffer, simply put a card stock behind it and you are done!
Here's an example to keep employees from jumping off a loading dock that one company created. Can you see how a really specific safety posters can make a point and reduce risk, save thousands of dollars, and lost work time?
What more can we say about this product?
We give you 18 EAP posters right away. Each one is editable. Simply edit the content on go. Phone me to make this purchase at 1-800-626-4327 to request this kit now. I will give the link to download it and invoice you later -- no problem.
https://www.workexcel.com/editable-forever-employee-assistance-program-eap-posters-kit/
Wednesday, July 12, 2017
Fake IDs and Parenting: What's to Know?
Teens obtaining fake identification is nothing new. Although
most states have made it more difficult to duplicate a driver’s license since
9/11, young adults can still purchase IDs that make them old enough to buy
alcohol or get into a nightclub. What is new is that researchers have found that
young adults with fake IDs are more likely to get into trouble with drugs and
alcohol than their counterparts.
What researchers found was shocking. Teens and young adults
with fake IDs were drastically more likely to binge drink, smoke marijuana and
use more dangerous hallucinogens and narcotics. A fake ID also correlated with
getting arrested. An older study cites that 56 percent of fake ID holders used
alcohol the previous week, compared to 14 percent of under-age students who
didn’t have fake IDs. Read more at Linkedin...
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