Organizations that want to help employees overcome challenges to develop critical skills often turn to coaching for one-on-one career development assistance. Coaching can be effective for leadership development, conflict resolution, and other critical management skills. However, in order to be successful, a coaching program requires a three-way collaborative alliance between the coach, the employee (or “coachee”) and the organization. First, you and the coach should establish clear objectives and goals for the coaching initiative. Then a separate goal-setting meeting with the coachee should take place in alignment with the initiative’s objectives and goals.
What can your employees expect from coaching?…
Culture impacts everything we do, at work, and at home. While cultural values, beliefs, and norms are invisible, they fundamentally influence our behaviour – in many ways we do not realize!
With the growing diversity and mobility of today’s workforce, cross-cultural challenges and opportunities are present in every work environment; you no longer have to be an international organization to experience what have previously been deemed global challenges.
World Day of Cultural Diversity (May 21) provides us with a perfect opportunity to deepen our understanding of the influence of culture by uncovering five important basics that every business leader should know about cross-cultural competency and learning.…
By Sue-Ann Maislin, Senior Consultant, Workplace Learning Solutions.
A respectful workplace creates productive and engaged employees. On the other hand, workplaces where employees feel disrespected experience high levels of turnover, conflict, grievances, and low levels of engagement, attendance and productivity.
The Human Resources Director for one of our clients approached us seeking a solution to the following:
An employee alleged that two colleagues (one of them her supervisor) often made demeaning comments and joked about her appearance, ethnicity and gender. She asked them to stop but was ignored. One morning, she found an offensive cartoon affixed to her locker; her coworkers and supervisors stood nearby laughing.…
The first university-certified workplace mental health training program aligned with the National Standard for Psychological Health and Safety in the Workplace.
Companies are paying increasing attention to mental health in the workplace because of its link to productivity, employee engagement, and overall business performance. People leaders play a pivotal role in fostering mental health in the workplace and can influence employee psychological health and well-being in a positive manner. In fact, employees who describe their relationships with their leaders as positive and supportive experience:
- Improved overall mental and physical health
- Lower rates of absenteeism
- Improved job performance
- Higher levels of engagement
A recent survey, commissioned by the Great-West Life Centre for Mental Health in the Workplace, reports that 85% of frontline leaders recognize they have a responsibility to intervene when an employee experiences a mental health issue, but only 76% of those surveyed believed they have the practical skills and confidence to respond effectively to employee mental health issues.…
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.…