Our Wellness Strategies Help Employees and Organizations Thrive

  • Employees who are thriving in all areas, not just physical, missed 41% less work due to poor health, were 65% less likely to file a claim, and had 81% lower turnover intent last year (Gallup and Healthways 2015)
  • 55% of American workers feel their employer doesn’t provide adequate resources for mental wellbeing (APA Work and Wellbeing Survey, 2015)
  • One in four of us has a mental health condition, 70% of employees are not engaged at work, 42% leave their jobs due to stress, and 46% is the average turnover rate (APA Fdn. Partnership for Workplace Mental Health; Gallup)
  • 86% of employees with depression who receive treatment have improved work performance, yet most wait years to get it (Partnership)

Promoting Wellness and Resilience Through Strong Teams

In this 75-minute workshop for work teams, we start by defining wellness in the broadest of terms. We explore the factors of resilience that help us thrive, and  evidence-based ways to enhance physical, social, mental, intellectual, and occupational wellness at work.

Then, each participant defines their own specific wellness goals. Finally, team members meet to 1) share goals and determine how they can support each other’s wellness goals, and 2) identify areas of commonality and decide on shared activities the team can commit to. We’ll close by determining how you’ll hold each accountable in a structured, supportive way. This is a great way to boost team performance and drive up utilization of existing wellness offerings. Come prepared to change your game!

Time: 75 minutes

This workshop elevated my relationship with my coworkers. We spoke openly with each other regarding how we need help in reaching our wellness goals. Also, by increasing mental breaks, my work time is more productive.” “It got us thinking about solutions versus problems.” “We explored alternative ways to achieve work/life balance throughout the actual workday.” “Our work team is going to start having walking meetings.” “This workshop was helpful in promoting team accountability.” 

Participants, 2017 

Managing for Mental Health, High Performance, and Legal Compliance

In this innovative training program, managers learn how to create a psychologically healthy workplace, how to use accommodations as everyday management tools, and how to comply with the ADA and FMLA. We cover:

  • The Links Between Total Employee Wellbeing, Engagement and Risk Management. Examine the business and legal case for early detection, support, and accommodation of mental health conditions. Discover management practices that build resilience, engagement, and high performance.
  • Mental Health Literacy. Explore common mental health conditions; incidence; efficacy of treatment and management of conditions; barriers to seeking treatment; and how to promote healthy and help-seeking behavior.
  • Accommodating Specific Employees. Learn your responsibilities under the Americans with Disabilities Act and Family Medical Leave Act and how to address situations quickly and effectively: what you should do if an employee appears to be or informs you they are experiencing mental health distress; how to talk to and support employees while maintaining appropriate boundaries; what you can and should say and do; what you should avoid saying and doing; how to handle confidentiality; and how to obtain and act on necessary information quickly. We’ll also cover best practices and legal parameters around alcohol and substance abuse, including marijuana.
  • Managing Across Functional Differences. We all experience difficult periods in life, and we all have different styles and levels of cognitive, social, and emotional functioning. In this module, we’ll review common employee functional impairments and simple, low- or no-cost work supports and accommodations that all managers need to know.

Time: 2 hours

Comforting to know how common this is and how treatable the approach can be. Mary, you were wonderful. Ton of info that I will use as a manager.” “The ideas for accommodations were great.” “It made me more open minded to employees that may be silently suffering with mental health issues.” “I think it has helped break the stigma – if you don’t have it in your life, sometimes it’s hard to understand.” “I learned that emotional health issues are more common than I thought and that it is treatable.”  “I will take more advantage of our EAP.”

Participants, 2017

Leaders: Design and Implement Your Total Wellness and High Performance Strategy

In this program for organizational leaders, legal, and HR, we’ll take you through the steps to create a comprehensive, integrated wellness strategy that will boost performance in your organization. We’ll use a two-part process:

Part 1: Assess your organization’s current approach to total worker health and wellness in these areas:
  • Strategic Vision of How Elevating Total Employee Wellness Improves Performance
  • Scope of and Participation in Wellness Program – Does it Incorporate All Dimensions of Health? Are People Using Available Resources? What is missing?
  • Current Level of Brain and Mental Health Literacy
  • The Five Elements of Psychologically Healthy Workplaces
  • The Five Most Common Sources of Workplace Stress and How to Mitigate Them
  • Cultural Climate and Messaging
  • Manager and HR Practices: Supporting Total Employee Health, Accommodating Employees and ADA and FMLA Compliance
  • Access to Affordable, Quality, Timely Work/Life and Mental Health Services
Part 2: Based on your assessment results, we’ll help you design and implement a Total Wellness Strategy tailored to your organization. Components will include:
  • Work Group. Decide on an integrated team that will own and implement this work.
  • Leadership Vision and Strategy. Define total worker health goals. Design a strategy, plan and timeline.
  • Wellness Program. Broaden your wellness program to include resilience, brain health, mental and emotional wellbeing, work/life integration.
  • HR/Legal/Management Training. Implement training on all dimensions of employee wellness, how to promote total worker health and high performance at the work team level, and how to support and accommodate employees experiencing mental health conditions and impairments in a compliant way.
  • Mental Health Services. Work with health care, EAP vendors and others to strengthen access to and encourage early utilization of affordable, quality mental health and work/life services. This work is performed in partnership with MINES and Associates, a national EAP and organizational psychology firm.
  • Culture and Messaging. Define and roll out leadership messaging to promote a total wellness culture.

 

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