Losing a job can have a devastating effect on psychological health and well-being and those affected can experience feelings of anger, anxiety and loss of self-confidence. These are normal reactions to a potentially devastating situation. Losing one’s job is identified as one of the most stressful life events anyone can experience.
If your company is experiencing restructuring or downsizing, we have a Job Loss and Transition Health & Wellness Resource Package to help your employees get back on their feet.
With our Job Loss and Transition Health & Wellness Resource Package, we can help your employees prepare for this imminent loss.
While the financial crisis in Europe continues to put enormous strain on the community, burnout rates among workers are escalating. As a result, health and well-being are suffering – some 40% of European workers have missed work due to sickness – as workers try to adapt to disruptive working conditions, atypical working hours, restructuring and job insecurity.
A recent report out of Germany shows that burnout rates continue to climb and are highest amongst those DAX Stock Index companies undergoing restructuring. From 2004 to 2010, the number of burnout related disability days increased by nine fold from about 8 to more than 72 per 1000 employees.…
We can all learn from a country like Japan who is still dealing with the aftermath of the Great East Japan Earthquake and resulting tsunami of 2011 – a natural disaster that took the lives of 15,883 and shifted the earth on its axis by 10 cm to 25 cm, moving the main island of Japan eight feet to the east. This situation could have been much worse had they not been prepared and resilient in the face of the “toughest and most difficult crisis for Japan” since the end of the World War II.…
For transgendered employees, one of the most difficult decisions to make is transitioning in the workplace. When we speak of transgenderism, we are talking about a person whose gender identity or expression differs from conventional expectations of masculinity or femininity.
The number of trans employees is not large and is a topic that is rarely covered in the employee handbook. Often the transgender is left on their own to educate their colleagues and this can sometimes lead to dire consequences.
“I had more anxiety about transitioning at work than I did about any other area of my life because I had worked there for five years before transitioning, and people knew me as ‘she.’ Coming out at work for me meant transitioning pretty publicly, because all of the faculty and staff would know, and also all of the students.
When choosing an employee assistance provider, one of the defining assurances of quality is accreditation. Is the provider organization meeting the national standards in unwavering commitment to the health, safety, and rights of clients, and do they provide measurable results?
In 2001, Shepell·fgi became the first Canadian EFAP provider to be accredited by the global Council on Accreditation (COA) and is recognized as meeting the national, objective, independent and reliable validation of [our] organization’s performance.
COA accreditation standards for EFAP providers were developed in conjunction with the Employee Assistance Society of North America (EASNA).…
Technology has had a huge impact on the way people access support for their health and well-being, and Canadians expect to be able to turn to their digital devices and interact online in all aspects of their daily lives. We recognize this demand and are committed to offering our clients the most innovative and easy-to-access service when and how they choose.
In our most recent research report – The Digital Age: How people are accessing EFAP services – our clinical research team examined the impact digital channels play in providing support. They found that digital access is attracting a larger percentage of younger users who may never have considered accessing support before, even through traditional means.…
Resiliency is often described as your ability to bounce back from adversity and in today’s landscape, that’s a welcome attribute. Recognized as one of the most vital coping skills for surviving the workplace, resiliency enables you to be more flexible and able to bend to change. Someone who is more resilient is better equipped to face life’s challenges head-on, even in times of uncertainty.
Everyone is born with a natural resilience, but often we lose sight of this innate ability amongst all the hustle and bustle of life. With our Thriving under pressure workshop, we’ll show you how to improve self-awareness and teach you how to develop coping skills to help you increase overall resilience.…
We are proud to announce the much-anticipated National Standard of Canada for Psychological Health and Safety in the Workplace (PHSS) – the first of its kind in the world – developed under the leadership of the Mental Health Commission of Canada (MHCC) and the Canadian Standards Association (CSA).
Psychological health and safety is embedded in the way people interact with one another on a daily basis and is part of the way working conditions and management practices are structured, especially in the way decisions are made and communicated. While there are many factors external to the workplace that can impact psychological health and safety, the PHS Standard addresses those psychological health and safety aspects within the control, responsibility or influence of the workplace that can have an impact within or on the workforce.…
Every day managers and supervisors juggle priorities, deal with deadlines and make decisions. They are on the front line as they coordinate work, assess performance and communicate with staff. Along with these demands on their time and energy, managers and supervisors are also responsible for providing a healthy and productive workplace.
People leaders impact on the well-being of their staff
As we all know, a positive environment leads to higher employee engagement, resilience and retention. Building positive work relationships was, in fact, the #1 tip for driving engagement according to a Psychometrics’ Study called Control, Opportunity and Leadership.…
Leaders in every organization must effectively deal with sensitive employee situations, and mental health in the workplace is no exception. A recent Global and Mail article, Mental health – a manager’s toughest talk, outlined how difficult and uncomfortable it can be for a manager to have a conversation with an employee about a mental health issue. However, leaders must address mental illness if there is reason to believe it is the underlying cause of an employee’s lack of productivity and performance.
We know early diagnosis and treatment are critical for successful recovery and return to work, but managers should not attempt to diagnose the issue nor should they take on the role of therapist or confidante.…