Our Wellness Strategies Help Employees and Organizations Thrive

  • Employees who are healthy 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)
  • 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)

Healthy Workplace: Fostering Resilience, Mental Wellness, and High Performance

Employers are increasingly concerned about the adverse effects of stress and 24/7 connectivity on productivity, performance, and health care costs. Stress is the number one reason for absenteeism, turnover, doctor visits, and disability leaves, and the mental health symptoms of stress are growing fast. Yet, most employers have no strategy to address the problem.

In this workshop, leaders, managers, and human resources staff will learn:

  • How stress and employee wellbeing directly impact engagement, productivity, performance, and health care spend
  • The primary sources of workplace stress and specific tools for mobilizing your team to mitigate them together
  • How to boost employee resilience and performance at the team and individual levels
  • When and how to appropriately intervene, support, and accommodate employees who may be struggling
  • Your duties under the ADA and how to manage risk while maximizing performance
You’ll leave with a Wellness Plan tailored to you and your team that will help everyone thrive

Team-based Wellness 

In this 75-minute Lunch & Learn for work teams, we start by defining wellness in the broadest of terms. We explore the factors of resilience that help us meet and overcome challenges, 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:

  • Increase wellness program engagement
  • Build strong teams
  • Improve productivity and performance

Come prepared to change your game!

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 

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 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. Improve engagement in your program, and broaden it to meet the needs and interests of your workforce.
  • 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.

Lunch & Learn for Mental Health Care Providers: Help Your Patients Thrive at Work With an Expedited ADA/FMLA Process

Supporting employees at work who are managing mental health conditions can pose challenges for employers and mental health care providers. Managers are not trained in mental health or addiction, and most health care providers are not trained in managing or accommodating employees. Often, these situations are outside everyone’s wheelhouse.

The key to success for both employee and organization is an expedited, collaborative exchange of information between mental health care provider and employer. Yet far too often, a delay in obtaining critical information, and a lack of meaningful collaboration between the parties, result in a separation of employment.

This training outlines the steps mental health providers can take to maximize their clients’ potential to continue working successfully.

Mental health care providers will learn:

  • What information to obtain right away from the employer and patient
  • Handling confidentiality
  • What information should be included in the written notice to the employer
  • Legal pitfalls and how to overcome them
  • Reasonable accommodation options
  • What constitutes an undue hardship on the employer
  • Communicating with the employer – do’s and don’ts
  • Coaching patients through the ADA process

 

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