Charles Benayon

Founder & CEO of Aspiria


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Getting the Upper Hand on Mental Health in the Workplace

work-2005640_1920Rarely does a day go by that I don’t hear or read that roughly one in five people are experiencing mental health difficulties. I see this statistic so often that it shocks me to know that only six to eight per cent of employees who have access to an Employee Assistance Program (EAP) actually use it.

I’ve seen many employers show willingness to accommodate employee mental health and work-life concerns, and still employees don’t use the resources available to them. Why is that?

In my experience, these are the most common reasons an employee might not seek help for their mental health and work-life needs:

  • They aren’t aware of their EAP benefit.
  • They don’t believe they need help.
  • They have the perception that the EAP is not confidential and believe that their anonymity will be compromised at work.

If you’re keen to raise employee awareness and access to the workplace mental health resources available to your employees, the key is to be proactive with your communication of the program. Here’s what I mean:

 

Inform Early and Regularly

Unlike other benefits like a dental plan, it is not plainly obvious what to do when you are in emotional pain. When implementing a new EAP, does your organization have a communication plan to roll out to employees? For example, have you considered running live or webinar orientation sessions for all employees, and special manager sessions so that they know what to do if an employee lands on their doorstep with a personal problem?

If you already have an EAP, does your new employee onboarding process include information about your available EAP mental health and work-life services? That is, for new hires, consider adding information regarding the EAP to your orientation package, like an EAP brochure, wallet card, or fridge magnet, or consider scheduling a mental health video presentation. This can be particularly helpful for employees who may need help but don’t ask for it because they worry how their employer or fellow employees will perceive them. In a presentation setting, no one is singled out.

Have you considered providing orientation sessions on specific value-added services being provided through your EAP to highlight a solution to a particular mental health or work-life issue? Nutrition, life coaching, financial, and legal are but a few areas of interest to employees who are looking for solutions to mental health and work-life issues.

How about creating posters that highlight mental health problems and solutions through the EAP? Displaying informative posters in high-traffic areas, such as washrooms and kitchens, will grab the attention of employees and increase the probability that those with a mental health or work-life problem will seek help.

Does your organization run health fairs, special theme days, or wellness campaigns at work? If so, the EAP can be invited to participate in these events, focusing on education and awareness of the EAP or a specific part of the service such as nutrition, etc.

 

Conduct Surveys (for companies with 50+ employees)

If you are curious to know how many of your employees use EAP services, ask them! Anonymous online surveys can be a highly effective tool to gather important mental health information from your employees. Here are a few questions you may consider asking:

  • Which EAP services do you use?
  • Which EAP services would you like to learn more about?
  • How would you like to be informed about available EAP services?
  • What barriers are preventing you from using EAP services?
  • What new services would you like to see offered under the EAP that currently are not being provided?

Anonymous surveys allow you to both inform your employees about their EAP and collect valuable data on how to better showcase it.

Our experience shows that proactive communication of an EAP and its work-life services will result in service awareness and increased utilization. This is the value of the program. Conversely, an EAP that does not have effective employee communication will lead to the eventual death of the program. The combination of orientation sessions, written communication materials, internal surveys, and special events are powerful ways to raise mental health awareness of this important benefit and it shows employees that you, as the employer, care for their well-being. Your employees may already be using their workplace mental health and work-life services, which is terrific, but how many more employees continue to suffer in silence? For the continued betterment of your workplace, consult with your EAP so they can help you develop a strategic EAP communication plan. To realize the full value of this benefit, remind employees of their EAP whenever and wherever possible!

 

 

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Terry Fox Run: Supporting Your Workplace When a Co-Worker Has Cancer or Has Been Touched by Cancer in the Family.

people-2569234_960_720The annual Terry Fox Run on September 17th was not only an important event, but also a good reminder to talk about a very important issue – supporting your workplace when an employee or family member has cancer. Although the Terry Fox Run and other excellent cancer organizations continue to tirelessly raise money to battle this disease, we can all play our part, especially in the workplace.

The Canadian Cancer Society has released some daunting statistics in a new report. Almost one in every two Canadians is expected to be diagnosed with cancer in their lifetime, and one in four Canadians will die from the disease. In 2017, an estimated 206,200 Canadians will be diagnosed with some form of cancer. Our sad reality is that we will all be touched by cancer in some way. That’s why I thought it’s so important that we learn how to provide support in our workplaces, not only to an employee who has cancer or is touched by cancer in the family, but to the rest of the team as well.

Why is it so important to support the rest of your team if a co-worker has cancer or has been touched by cancer?

We’re often so focused on the employee who has been diagnosed with cancer that we may forget that it also has a huge impact on the employee’s family as well as having an effect on your entire organization; this can be particularly true for smaller businesses and within departments. Colleagues may experience fear, anxiety, guilt and disbelief. Watching a colleague and sometimes a friend struggle or be affected by a loved one who has a life-threatening disease can cause depression and feelings of helplessness. Very low morale can spread through an organization like wildfire.

How can we support our workplace when an employee or an employee’s loved one has cancer?

Coaching: Provide coaching to managers with a team who are affected by that colleague.

  • Provide information about cancer, prognosis, treatments, duration, side effects, etc. so they’ll know what to expect and how to prepare their teams (and answer questions)
  • Educate how to recognize signs of fear, anxiety, depression or feelings of helplessness

Support Groups: Establish support groups to provide peer support for those affected by a colleague with cancer. These support groups can meet in person and online to accommodate those working remotely or in other locations.

Encourage team members to show support: Doing positive things often inspires positive feelings.

  • Don’t avoid your colleague – it’s ok to ask them how they are
  • Treat your colleague normally, but don’t pretend they are not experiencing a life-altering event
  • Be available to listen
  • Stay in touch
  • Offer to do something practical like cook a meal
  • Try to be patient and understanding – your colleague may not always be in good humour

Discuss what resources are available:

  • EAP services
  • OnCallogic – a new service that provides organizations with mental health support for those affected by cancer through a series of specialized counselling sessions
  • Extended health care plans

The cancer diagnosis of one employee or that employee’s family member can have far-reaching effects on any organization, particularly on a small business or department. It’s important that, as an employer, you support your workplace when your employee or their loved one has cancer. Ask your EAP provider if they have a cancer support program. If you don’t already have an EAP in place, I strongly encourage you to reach out to an EAP provider for assistance.


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World Suicide Prevention Day: Suicide in the Workplace

Suicide Prevention.jpgSuicide is an incredible tragedy, at any age or stage of life. In the past, I’ve discussed the growing rate of suicide among young adults – teenagers in particular. However, suicide can touch anyone and sadly, suicide rates in the workplace are on the rise. September 10th is World Suicide Prevention Day. I think it is so important that we bring suicide out of the shadows and discuss what part we can play in preventing suicide in the workplace.

Is suicide a problem in the Canadian workplace?

You may not realize how prevalent suicide is in our workplaces and the numbers of Canadians affected by suicide are staggering. According to the Canadian Association for Suicide Prevention (CASP):

  • It’s estimated that more than 3,000,000 Canadians have been affected by suicide
  • It’s likely that many people in every workplace have known someone who has died by suicide
  • Suicide is the leading cause of injury-related death in Canada
  • Working-aged men and women represent one of the highest risk groups for suicide
  • Men of working age die by suicide 3 to 4 times more often than women
  • Women are hospitalized for suicide-related behaviour 1.5 times more often than men
  • Although suicide deaths affect almost all age groups, middle-aged men (40 to 59) have the highest rates

Why is workplace suicide on the rise?

Many attribute the rise in workplace suicide to globalization which has really altered the way we work. Job insecurity, the shift to contract workers, unrealistic targets and deadlines, the pressure to produce profit and the abandonment of any work/life balance are all contributors.

What can you do to prevent suicide in your workplace?

There are many things that you can do to prevent suicide and promote mental health in your workplace:

  • Promote information and resources on suicide prevention, intervention and postvention (suicide bereavement)
  • Create a caring work environment
  • Reduce the stigma that accompanies suicide
  • Give your managers and employees the right tools to be able to identify and support employees at risk of suicide
  • Once at-risk behaviour is recognized, act on it – make sure your employee gets the appropriate help, work on reducing stress levels, perhaps flexible hours or working from home…
  • Ensure that employees that are bereaved by suicide get the help that they need
  • Encourage help-seeking behaviours
  • Establish a response protocol in the event of a suicide or suicide attempt at work

What are the benefits to becoming a suicide-safer workplace?

There are many great reasons for becoming a suicide-safer workplace:

  • The number 1 reason is that you could be saving lives!
  • Workplaces injuries and absences will be reduced
  • A happy and healthy workforce is more productive
  • A compassionate and psychologically safe workplace inspires employees to be their best

It’s important for every company to play their part in suicide prevention. Does your company have a suicide prevention program in place? You can make a difference.


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How to Deal With & Prevent Office Gossip

You may think that gossip is the exclusive domain of teenagers and reality TV, but gossip, when it exists at the workplace, can create a toxic work environment. As a manager, dealing with workplace negativity is part of the job description, but gossip can take negativity to a whole new level. Allowing gossip to flourish unchecked can impact productivity, morale, employee engagement and retention. In some cases gossip can even lead to liability issues.

Tips for dealing with negative office gossip

  1. Stop the negative gossip on a personal level. Identify the gossiper(s) and set up a meeting “behind closed doors”. If there is more than one gossiper, set up individual meetings. Allow the employee(s) to explain their side of the story and discern if there are any underlying issues that need to be dealt with. Make the employee aware of the negative impact of their actions and clearly delineate the consequences if this behaviour continues (e.g. written warning).
  2. Meet with your entire team. Call a staff meeting to discuss negative gossip in the workplace and the impact that it has. Open the lines of communication and encourage your employees to feel free to bring their concerns to management instead of starting rumours without basis in fact. If necessary, introduce a policy that makes it clear that negative gossip will not be tolerated and speaks to the consequences of this behaviour.
  3. Encourage positive gossip. Yes, gossip can also be positive. Sharing individual and team wins can reinforce a strong team bond and improve morale. Studies have shown that very often employees are more motivated by professional recognition than money. Take some time at every staff meeting to share positive gossip stories. Create an achievement wall where employee accomplishments can be posted. Highlight an Employee of the Month. Keep the conversation positive and focused on the successes.
  4. Be a role model. You have to “walk the walk” and “talk the talk”. Model the behaviour that you want to see in others. Spread positive gossip.

How to prevent negative office gossip

While it may be impossible to completely eradicate gossip at work or water cooler talk, the key to addressing negative work gossip is Communicate, Communicate, Communicate! Frequently, negative office gossip occurs as a result of poor internal communication. Change in the workplace often breeds fear and fear breeds negative office gossip. Open the channels of communication. Create a safe environment for people to express concerns, ask questions and make suggestions. Remove any reasons for negative gossip.

Is your workplace an environment that communicates well and inspires positive gossip?


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Get Outside! Ecotherapy Can Benefit Your Mental Health

With Earth Day coming up on April 22nd, let’s celebrate by making a commitment to reconnect with nature and reap the benefits.

Urbanization has caused our disconnection with nature

More than 50% of the world’s populations now live in urban settings and we’re contending with sensory overload on a daily basis. In order to keep up with our lifestyles and work demands, many of us are sleep-deprived, fighting traffic or overcrowded transit systems, and eating at our desks. We spend little to no time outdoors in green spaces. As a result, numerous studies have shown that urban dwellers are at a much higher risk for anxiety, depression and other mental illnesses than people who live in more rural settings.

Some countries are actively using ecotherapy (also known as natural therapy or green therapy) to combat the effects of urbanization. These programs encourage interacting with nature and participating in outdoor activities, to help heal and nurture the mind and body. There are three therapeutic “healing forests” in South Korea (with 34 more planned by 2017). In Sweden, virtual nature spaces are prescribed for workers suffering from stress.

Fresh air is good for you

We all know about the benefits of physical exercise, but just being in nature can improve your mental outlook. You don’t have to bike or run; you can sit on a park bench, go for a stroll, or sit on a patio to reap the benefits. And you don’t have to make a major time commitment. You can benefit significantly from spending just 15 minutes a day in nature.

How spending time in nature can improve your mental health

There are many benefits to connecting with nature:

  • Mood elevation
  • Restored mental energy
  • Less anxiety
  • Lower stress levels
  • Increased alertness
  • Better concentration
  • Improved short-term memory
  • Better sleep
  • Increase in Vitamin D

Small changes can make a big difference

As an employer, you can help your employees reconnect with nature. With pleasant weather upon us this spring, encourage your employees to take their lunch breaks outside or at least go for a walk around the block. If your office building has outdoor spaces, put out some picnic tables. Organize group outdoor activities in the summer months – a weekly softball or Frisbee game over the lunch hour or after work, potluck lunch at the local park with a badminton net and three-legged races, golf tournaments, or a harbour cruise. These activities will boost morale and improve mental health, which is beneficial for your employees’ overall health.

What are you doing to help your employees reconnect with nature?


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High-Functioning Depression: The Mental Illness that Hides in Plain Sight

April 7th is World Health Day, and this year’s theme is “Depression: Let’s Talk”. While we have focused quite a bit on the topic of depression in light of “Bell Let’s Talk Day” only being a few weeks ago, I thought I’d discuss an issue that doesn’t get as much attention as it should – high-functioning depression.

Take a minute to think about an employee you talk to every day. You may chat with them about their family, discuss your plans for the weekend, or even joke around with them. Now imagine that on the inside, that employee is suffering from low energy, negative thoughts, and is struggling to keep a smile on their face. This is the reality for people living with high-functioning depression.

Just like regular depression, high-functioning depression results in loss of energy and feelings of hopelessness. The difference is, people with high-functioning depression don’t show any of these symptoms physically. They can go to work in the morning and perform tasks perfectly well. In fact, they could even be one of the highest-performing employees on your team. One could say that the “overachievers should not be overlooked”.

When it comes to high-functioning depression, a person’s outward behaviour doesn’t match the reality of what they are feeling. They plow through to get things done in their personal and professional lives, but are “exhausted”. High-functioning depression has been likened to “running a race with a weighted vest”. Because that vest is “invisible”, the illness often goes unnoticed by friends, family, coworkers, and HR managers.

Although the nature of high-functioning depression makes it difficult to detect, it’s certainly not impossible. There are subtle signs that may help you tell when an employee is suffering. Recognizing the signs can be crucial to preventing the situation from developing, and ensuring support is in place. Let me share with you some of the signs that an employee may have high-functioning depression:

  • Constant self-criticism and/or feelings of low self-worth
  • Place too much pressure on themselves
  • Feel like they are wasting time on the job
  • Feel like they have little life purpose or are lost
  • Feel like they are a nuisance to their family and friends
  • May have substance abuse problems outside of work
  • Worry about the small stuff and are unable to let things go

The feelings associated with these signs are not necessarily manifested on the outside and these signs do not necessarily indicate the presence of high-functioning depression, but glimpses of these signs can be flags for you to offer support.

It’s important for a manager, HR or otherwise, to remember that a mental illness doesn’t have to be seen to be real. Ensuring that you’re checking in with your staff and starting an open dialogue can make all the difference when it comes to helping an employee with high-functioning depression. Employees are more likely to ask for help from their employer when you provide them with a supportive environment.

Do you pay attention to the employees that seem “okay” on the outside? Do you have the support mechanisms in place to encourage open communication?


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Women and Wellness in the Workplace

This past March 8th was National Women’s Day. It was a day to celebrate the social, economic, cultural, and political achievements of women all around the world. Although it was only one short day, I think it’s great that we are taking the time to acknowledge all the wonderful things that women have accomplished.

One accomplishment that stands out to me is the growing number of women in the workplace. It’s fantastic that in 2014, women made up almost half of the labour force compared to just 37% in 1976.

While it augurs well that more and more companies are hiring female employees, it does bring with it a new set of mental health matters that an HR manager should consider. Although mental health affects everyone, women experience more stress, anxiety, and depression at work than men do. In fact, research has found that women are 1.4 times more likely to suffer from these mental illnesses than their male colleagues.

I’d like to share with you two main reasons why women in the workplace suffer mental health issues more than men, as well as some solutions you can use to help minimize them at your workplace.

Domestic Responsibilities

When women consider the choice to start a family, enter the workforce or return to work after having children, care for elderly parents, or pursue advancement within their career, they are considering work-life balance. Although working husbands and fathers have taken on more familial responsibilities over the years, women still tend to take on the majority of these responsibilities. Juggling career pressures with family obligations can increase risks of stress, anxiety, and even depression.

So how can managers give women the support they need? Providing programs that offer greater work-life balance is the key. This balance means different things to different families, but could include encouraging flexible working hours, allowing telecommuting, and implementing child-care services. I know it may not always be possible to establish these family-friendly services, but an important thing you can do is to be more accommodating and ask the women in your organization what would be helpful to them. Making small changes to your mindset can go miles in positively impacting the wellbeing of the women in your workplace.

Inequality 

Even though we have seen quite a positive improvement in women joining the labour force, many women still experience inequality in their career. One study shows that women earn about 26% less than men do. On top of still receiving lower pay, women also face higher levels of job insecurity as well as lack of career advancement. Unsurprisingly, this causes high rates of anxiety, depression, and distress among female workers. A large part of wellness is equality, so a valuable step you can take is to ensure that your workplace enforces pay equity.

To encourage female leadership, many companies are rewarding behaviours such as nurturing and communication. When an organization develops feelings of pride, trustworthiness, and respect, as well as welcoming ideas and building good fellowship, it will encourage women to move past the glass ceiling and create a foundation that can reduce stress and mental health issues in the workplace.

Making sure your organization has the tools in place to foster understanding and equality can make all the difference to female employees.  Checking in with them to see what more your company can do to retain happy, healthy staff is vital to their overall well-being.

Are you giving the women in your workplace the support they need?