Charles Benayon

Founder & CEO of Aspiria


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Tips to Surviving the Holidays: Dealing with Holiday Stress in the Workplace

Holiday stress tipsThe holiday season is about “good tidings”, the pleasure of gift-giving, and spending time with loved ones. Given the stress involved for many to ensure a happy holiday, many employees are feeling the burden of managing their personal lives in addition to their job workload.

A recent study of over 700 full-time employees found that a large percentage indicated that the biggest stressor during the holidays is work, but that the stress changes. The concern becomes whether work obligations will affect their holiday celebrations and many also feel stress from not being able to take time off from their job to prepare for and enjoy the holidays.

Time and money are two other large factors in an increase in stress during this busy season. Is there enough time for shopping, party planning, and cooking, in addition to their workload? The pressure of buying gifts is also a significant stressor for those concerned about being able to pay the bills the following month.

This increased stress can lead to lowered output at work. One survey showed that over 40% of respondents in management roles reported that productivity noticeably decreases the week before the holiday. There are multiple ways you can help lower the stress during the holidays, including some of these tips:

  • Be flexible – It is likely many employees will request time off around the holidays, so if possible, allow for these days by asking staff in advance if time is needed, to allow for smooth functioning in the workplace .
  • Simplify – Minimizing the number of workplace obligations when there is an increase in external holiday get-togethers can reduce stress. A festive workplace party doesn’t have to be over-the-top to be enjoyable.
  • Emphasize value – Appreciation is particularly effective when given during this busy season to maintain performance levels at work.
  • Offer assistance – If employees are showing a lack of focus or irritability, have a chat to find ways to manage their workload.
  • Relieve deadline pressure – Hiring extra hands, even temporarily, can help to alleviate stress on your permanent staff.

Whether it’s stress from work, family or finances, aiming to improve stressful situations within the workplace can create a more relaxed atmosphere with higher levels of productivity.

What is your business doing to alleviate employee stress within the workplace this holiday season?

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Awareness of EAPs Can Significantly Increase Their Value

0 - blogIn the challenging busyness of our everyday life, workplace stresses and deadlines, caregiving to children and elderly parents, finances, and relationships, all can become an overwhelming experience. Remaining positive and still being able to offer your guidance at home to our loved ones and to our employees at work, can become a burden. Knowing where to turn for help is a large part of accessing help, but when our emotions are maxed, we don’t always remember what resources are available, their value to us, and how easily they can be accessed. This is exactly why EAP services are so essential for the wellbeing of your business and your employees to make it run effectively, and it underscores the importance of “spreading the word”.

As you may know, three of the biggest issues facing businesses today are employee retention, absenteeism, and loyalty. If your employees are struggling with personal issues and work issues, it only makes sense that they might be distracted from their work and, as a result, be less productive. It is often the case that these issues could sometimes be prevented, and utilizing an effective EAP can make your employees feel more supported, and give them the help and tools they need to improve their personal and professional lives to reduce these issues in the workplace.

Despite the fact that there are so many obvious benefits to having an EAP in your workplace, why are these programs still so underused or not even used at all? About 80% of Canadian employers have an EAP, but only 8% of employees actually make use of these services!

Why might your employees choose not to use your EAP, even though many of them would benefit from their services? I can think of four common responses:

  1. Our employees don’t think an EAP is entirely confidential.
  2. They don’t see EAPs as a preventative resource, just one to access in need.
  3. Our employees think their EAP only offers psychological support.
  4. They don’t even know it exists!

How can you encourage a change in your employees’ perceptions of using an EAP? How do you make your employees aware of what exactly an EAP is, and the benefits of using the services they provide? Well, I’d start by addressing the above four misconceptions:

  1. Access to your EAP is 100% confidential. As an organization, it’s important to communicate this to employees. An EAP cannot confirm nor deny an employee’s participation in the EAP without written consent from the employee(within legal limitations).
  2. Break the stigma in your organization! Reassure employees that no one is immune to experiencing personal issues on and off the job, and that seeking assistance before issues become unmanageable is beneficial to them personally and professionally.
  3. Reiterate to your employees that their EAP is so much more than counselling – it also provides coaching, legal, financial, nutritional services, and management support at no cost to them. .
  4. Make your EAP provider’s phone number available, and let your employees know that all they need to do is make the call 24/7.
    1. Ensure employees are aware of the full range of services available to them, using any and all communication channels. There is a direct correlation between the promotion of your EAP and the utilization of your EAP. Make EAP education a part of your employee onboarding and training process. Don’t let employee wellness and productivity suffer when help is readily available.

Education and communication are the best ways to encourage employee use of your EAP and overcome any stigma attached to it. As your employees start to understand that your EAP is a completely confidential service to help them deal with life’s challenges before they become too much to handle, awareness and acceptance will increase, and trust and comfort will be engendered. The use of your EAP will rise, in turn increasing employee wellness and productivity.

Are employees in your organization encouraged to reach out for help, even before issues become difficult to manage? What tools does your organization have in place that can be used to communicate EAP benefits? What other ways of communicating the EAP to employees can you suggest for an organization?


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Getting Them Ready for Work – Disability Management

happy-employees-happy-customers-better-businessNot a day goes by without hearing of how a business is plagued with issues of workplace injury or illness. As a result, absenteeism goes way up, and revenues go way down.

One of the best ways to tackle this issue is to implement a disability management program (DMP) to reduce the occurrence and effectiveness of illness and injury on workforce productivity, promote employee engagement, and ultimately help prevent the risks that cause these absences.

Prevention is one important component of disability management. Companies should consider the importance of an Employee Assistance Program and wellness programs, occupational health and safety legislation and standards, special working arrangements, and emergency and business continuity plans.

When an employee becomes ill or injured, the expectation is that they return to work upon full recovery. We are now seeing that the longer one is away from work, the less likely they are to return.

To help your company create a disability management program aimed at returning experienced, trained employees to work sooner, I have outlined a few key components worth considering adapting into your DMP.

  • Create a healthy work environment by developing programs that speak to your employees’ needs, leading to a more positive work environment; research shows that a healthy workplace results in reduced absenteeism
  • Boost employee engagement by supporting workplace well-being initiatives, which have shown to generate higher levels of employee engagement, and in turn leads to higher-performing companies
  • Offer part-time return-to-work options to gain short-term productivity and maintain the relationship with employees who may otherwise be slow to return to work
  • Implement streamlined methods to reduce paperwork and additional costs. Streamlining could help to reduce or even prevent employees from experiencing any additional stressors. Waiting for medical appointments, medical note charges, or requests for more medical details may delay the return to work
  • Track reasons and frequency of absences in order to determine causes for absenteeism and then target programming and interventions to reduce them. You can work with your Employee Assistance Program (EAP) providers, use employee health risk assessments, anonymous employee surveys, or data from short- and long-term disability claims to gain a better understanding of the health issues facing your employees.

Absences are more likely to increase as employees age, and by being proactive and looking at patterns and causes, your company can put effective and targeted policies and programs in place to reduce productivity loss.

Do you believe your company would benefit from a structured absenteeism system? If your organization is currently tracking absenteeism, have the wellness programs offered changed as a result? I look forward to your feedback.