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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Positively Productive

think-positiveAs we begin a new year, there is a sense of hope instilled in all of us. There are countless opportunities ahead, and a fresh beginning can inspire us in all aspects of our life. A lot of people make resolutions, and after a tumultuous year, I have as well: to be positive.

Positivity is a state of mind. It encompasses all elements of our life. So how can we be more positive, not only in our personal lives but at work as well? More specifically, as managers, how can we encourage this attitude amongst our employees when things get tough at work? Studies show that positive employees are more productive and exhibit more signs of motivation. So if you are looking to boost morale in your workplace this year, here’s a list of ways you can incorporate more positivity into your organization:

Be Social

In the workplace, we are often so busy working on projects and tasks that we forget to interact and be friendly with our employees and co-workers. The need to socialize started as an evolutionary method of survival. Not much has changed today; a study by UCLA researchers outlines the health benefits of social interaction, stating that social contact with others has a greater impact on overall health than cholesterol levels do.

So how can you create more of a social community in your workplace? While I am not suggesting creating a “party” atmosphere amongst your workforce, a simple “hello” to employees from higher-ranking staff each day, organized social events within the company, and encouraging employees to socialize and get to know one another are actions, among others, that can significantly boost morale in the workplace, and therefore increase job satisfaction and productivity.

Change your schedule

Most office employees work between the hours of 9 a.m. and 5 p.m. each day. While this may be the overall average workday, it doesn’t always work for each employee. For example, a single mother may need to drop her children off at daycare by 6 a.m. and pick them up by 4 p.m. at the latest. The daily struggle to find the time to manage both her job and parental duties could create a large amount of stress.

While it’s not always possible, try to work around your employee’s personal schedules. Maybe they would prefer to come in earlier and leave earlier or start later and leave later As long as you are satisfied with the work being done, making these changes can increase employee’s job satisfaction while reducing stress levels. Additionally, according to an article in the Journal of Applied Psychology, workers who can produce their own schedules are more efficient and less likely to call in sick than employees who work a strict schedule.

Allow employees to control their space

A 2013 Workplace Study by design and architectural firm Gensler found that employees who had control over their own workspace were not only more satisfied in their roles, they had higher motivation and productivity rates.

For example, their study reported that tech firms had a higher happiness rate in an open-concept office space. Facebook, in particular, has found success this way by allowing their employees to customize their workplace layout based on the project at hand. By allowing employees creative control of their workspace, studies show an increase in organizational productivity.

While a major change in workspaces may not be possible for all employers, talk to your employees about their workspace needs and evaluate how you can make this work for them. If they require focus and attention to detail, a walled cubicle may make sense. If they need to interact with employees more frequently, an open-concept plan would be more efficient.

At the end of the day, we spend a majority of our lives at work. If we want to make sure our employees continue to perform well, have high levels of job satisfaction and are motivated, it’s our responsibility to create a positive and enjoyable workplace environment year round.

What other ways can you think of to improve the positivity of your workforce?


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Good Grief: Managing Loss in Your Workplace

shutterstock_160641419Dealing with the death of a loved one is one of the most difficult challenges we face in life. I have experienced grief in my own life, so I know that it can feel like your entire world has abruptly collapsed, which is why returning to work after a personal loss can be incredibly tough.

In Canada, employers are required to give their employees three days of paid bereavement leave when a member of their immediate family passes away. While I appreciate that employees are given time off to grieve their loss, I know that it takes longer than three days to recover from a death in the family. I recently spoke with a friend of mine who had returned to work after the loss of his mother. He said, “It was strange to return to work and act professionally when inside it felt like my whole world had been turned upside down.”

Grief doesn’t just take an emotional toll on employees. A recent study found that 85% of management-level employees ranked their decision-making skills from very poor to fair in the weeks and months following the loss of a loved one. When someone is dealing with the complex emotions associated with loss, it can be hard to focus on projects and assignments. This, in turn, can impact other employees who rely on this individual for their work, therefore creating a stressful workplace environment.

So how can managers of people deal with grief in the workplace? While everyone deals with death differently, here is a list of tips for managers on how to manage grief in the workplace.

Make accommodations: While the grieving individual is away, understand that they might not be completely “back” when they return to work. Depending on the individual’s role in the company, you can try to alleviate some of their daily work stress by asking others to help pitch in. Having minor stresses eliminated from their workload will allow the grieving individual to ease back into their role more comfortably.

Incorporate grief training into your workplace: We spend a majority of our lives at work, so we are bound to experience grief at some point in our career. Knowing this, a proactive plan to deal with grief in the workplace could resolve a lot of issues. Teach your employees about the grieving process and how to deal with an employee who has lost someone. That way, if and when the time comes, they will understand how to better deal with the situation.

Give them a chance to talk: Some people want to talk through their emotions while others prefer to internalize them. No matter who the employee is, as a manager, make it your responsibility to let them know that you are there for them if they ever want to discuss their grief.

Get help: While there is a difference between grief and depression, the loss of a loved one can trigger depression. If an employee is having a difficult time adjusting after they have lost someone close to them and they continue to show signs of depression, contact your organization’s EAP provider. They can provide mental health support that will help your employee through this difficult time.

Loss can be overwhelming. Knowing your organization has the tools in place to help employees through this difficult time will make it easier to cope with grief in your workplace.


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How Fentanyl Has Become Everyone’s Issue

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Fentanyl has been making headlines, with drug use and abuse  becoming topics of discussion amongst health-care providers,  paramedics, and the police, but this potentially lethal drug is now  affecting the general public. How can you be affected?

 
When a patient has suffered some kind of painful trauma, it is not uncommon for them to be prescribed medication to help manage their pain. Fentanyl, like morphine and oxycodone, is an opioid, a class of drug that is prescribed for a variety of conditions and has incredibly powerful pain-relieving properties. After OxyContin (a stronger version of oxycodone) was pulled from the market, there was a window open for illegal drug sales. OxyContin was not only popular for people who became addicted as a result of over-prescription, it also appealed to heroin users. When production began booming on these illegal opioids, drug producers began importing more powerful ingredients from China, creating Fentanyl, a drug 50 to 100 times more powerful than morphine. Often, they would repackage the drug to their customers to make it look like OxyContin, leaving the user to either fatally overdose or become addicted to an even more powerful drug.

This issue brings to light the concern around drug addiction, and how important awareness is around prescription pain relievers.   A majority of prescription drug use doesn’t start out as a quest to get high; instead, people become addicted over time after being prescribed powerful medication.

If you are prescribed a powerful medication, make sure to ask your doctor and pharmacist about the side effects and any addictive qualities, and ask for a minimal number of pills and strength to start. Also, ensure you take your medication as prescribed, at the correct time of day and the correct dosage. If you have kids or young adults living in your home, make sure your medication is safely stowed away. For those living with addictions, whether it is to prescription or street drugs, the ramifications in the workplace can be seen with absences, missed deadlines and erratic behaviour. Be mindful of changes in fellow staff members’ behaviours and offering support is the first step to getting them help.

Another issue brought to the forefront is awareness around drug use amongst family members. Many parents of young adults who have overdosed or unknowingly took Fentanyl from a dealer had no knowledge of their son or daughter’s drug use. Certainly the challenges surrounding substance use are difficult for the individual as well as their familial supports, and often these supports need external help to cope.

If you or someone you know is living with drug addiction, talk to your EAP provider. Young students can speak to their SAP, or Student Assistance Program, at their school for confidential resources. There is help available and professionals with whom to discuss the painful issue of addiction. You don’t have to do this alone.


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What Does Your Company’s Dress Code Say About Your Workplace Culture?

A recent decision by Starbucks to allow its employees to wear any hair colour they like has sparked the dress code discussion again. Dress codes are not one-size-fits-all anymore; they really should reflect your company’s workplace culture just as Starbucks feels that this move balances the demands of employees with its brand and reputation.

There was a time in the not-too-distant past that all I’d see in corporate offices were formally-dressed men and women, regardless of their positions or the type of company they worked for. This rigid corporate philosophy has now gone the way of the floppy disc. In fact, according to the 2016 Employee Benefit Survey from the International Foundation of Employee Benefit Plans, approximately 50% of workplaces have a business casual dress code in place, 22% of companies offer a casual dress code for the entire week, and 40% enforce a casual dress code on Fridays only.

Does allowing more casual attire in the workplace increase or decrease productivity?

I’ve read many studies on this issue and there is no clear-cut answer. There are those who believe that if employees are allowed to dress casually, they’ll be more comfortable and happier and therefore more productive. Others believe that casual clothing results in a casual work ethic and therefore employees will be less productive. One study sponsored by The Master’s College in California published the following conclusions: “There is an effect on… performance in the workplace because of casual dress… Casual dress has equally positive and negative effects, and… dress codes may or may not be necessary for professional performance.” In reality, there is no way to predict how a dress code will affect the performance of your employees.

Here are some points to consider when determining the dress code for your company:

  • The nature of your business – financial institutions and law offices will typically have much more formal dress codes than web designer agencies where most coders dress like Mark Zuckerberg. Also, do you regularly see clients at your office? The answer to this question may determine what is appropriate office attire. Perhaps you consider two dress codes, an internal one for the office when you are not seeing clients and an external dress code when you are visiting clients.
  • Ask for input from staff through a survey – Just as Starbucks changed their policy on hair colour to meet employee demands, I recommend that you consult with your employees when establishing a dress code, to consider their requests.
  • Be clear what is not appropriate and indicate why – wearing flip-flops to the office (more appropriate for a beach), for example, may actually be a safety hazard.
  • A trial basis of a new policy – to see the effects, positive or negative, consider a 3 to 6 week trial and ask for feedback through another survey. Checking in with your staff can make them feel heard and appreciated.

What do you think your company’s dress code says about your workplace culture? Would you consider changing it?


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Staying Motivated During Uncertain Times

Aspiria-Motivation (1)Have you noticed how the news channels only seem to show tragedies around the world? I remember when an unexpected event would make headlines, and we were shocked by how horrific the situation was, and how many lives were taken. Today’s news headlines seem to be filled with airport bombings, gun massacres, immigrants fleeing en masse for their safety on lifeboats, uncontrollable forest fires, planes disappearing off radars, and stabbings in our neighbourhoods. The reports from all media are continuous, 24/7, and we are supposed to process the devastation and get on with our daily lives without interruption to our psyche?

As employers, you may have employees who are feeling the effects of all this chaos trickling down and affecting their ability to function at work at their best. You may observe this as more frequent sick days, employees arriving late or leaving early, and not asking for or taking more vacation time. Others may decline attending office parties, staff lunches, and other events or meetings with coworkers; difficulty dealing with problems, setting and meeting deadlines, maintaining personal relationships, managing staff, participating in meetings, and making presentations.

Depending on the individual employee, they can start to develop Generalized Anxiety Disorder (GAD). These individuals may not feel that they are actively worrying, but this exaggerated fear can cause constant stress, and can stop them from living life fully.

Some signs of GAD can include:

  • Excessive, ongoing worry and tension
  • An unrealistic view of problems
  • Restlessness or a feeling of being “edgy”
  • Irritability
  • Muscle tension
  • Headaches
  • Difficulty concentrating, and easily distracted from daily chores
  • Tiredness
  • Trouble falling or staying asleep
  • Being easily startled

How can you help? Be diligent in providing reassurance about their performance. As an employer, you can support your staff by encouraging an open-door philosophy to have a conversation about how they are doing and where they can find help. Show your support through posters in the lunchroom or through intranet communications, promoting self-help assistance or external resources such as the EAP.

Recognizing feeling of fear in ourselves and those around us, and supporting each other in unsure times, will help to motivate, rather than paralyze, creating a path to living life to its fullest.


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The Importance of Inclusion and Diversity in the Workplace

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Like you, I too was shocked to hear the news on June 12, 2016 of the worst mass shooting in U.S. history. There was no question, this was a hate crime.

Unfortunately hate crimes have woven themselves into the fabric of our culture. They’re all too common on our streets, in our workplaces and in our schools. No one is immune. Hate crimes are committed on the basis of race, ethnicity, religion, gender, sexual orientation, disability or national origin; none of them rational reasons. We can’t begin to understand a hate crime because a rational mind can’t comprehend an irrational thought process.

How can we combat hate crimes?

With over 20 years in the EAP business, I share the sentiment of Mayor Dyer when he called for the city to come together. “We need to support each other. We need to love each other. And we will not be defined by a hateful shooter,” he said.

It is so difficult, yet essential that in the face of adversity we are resilient and stay strong. To combat hate crimes, it’s imperative that we create diverse, inclusive and supportive environments in our communities, workplaces and schools. Everyone has a right to feel safe.

Five Tips for Creating a Diverse and Inclusive Workforce

  1. Identify new talent pools
  • Advertise postings in different media than where you typically post for new hires
  1. Offer diversity training
  • Lunch and Learns are a great way to educate your staff on our cultural and social differences
  1. Organize employee resource and affinity groups
  • Encourage the creation of “communities” within your organization that allows people with similar backgrounds and experiences to network, mentor, and socialize
  1. Support employee development
  • Staff of varying backgrounds, cultures, and belief systems bring a range of work styles and perspectives to the table, in turn enhancing creativity and efficiency
  1. Accommodate employee needs
  • Creating an open environment that welcomes diversity, whether it be through posters in the office to sharing company community partnership successes on social media, encourages staff to come forward with requests for accommodation

In addition to “doing the right thing”, organizations that have embraced diversity have shown gains in employee engagement, effort and retention. With workforces becoming increasingly global, accommodating our differences can create an inclusive environment that is more resilient and one where everyone can feel safe.

I leave you with these words from one of the great leaders of our time:

If we cannot now end our differences, at least we can help make the world safe for diversity.

John F. Kennedy

 

Does your organization embrace diversity and/or offer diversity training in your workplace? Does your organization practice inclusion?