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.…
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.…
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:
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.…
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.…
We know that 20% of people will suffer from a mental illness in their lifetime, yet only a fraction of them reach out for support. At Shepell•fgi, we are making access to support simpler and easier to ensure that those who need help obtain the help they need, when they need it and how they want to receive it.
We offer six counselling delivery options:
3. Text-based self-directed
4. Video conferencing
My EAP now features First Chat
Our latest release of My EAP mobile device application includes First Chat – instant access to counsellors with just a touch or a click on your mobile device!…
As students struggle to adjust to new environments and social systems, the sense of security that comes from being anonymous on the Internet can seem like an effective way to establishing relationships. This can affect an individual’s identity formation, including the ability to become aware of their lifestyle, goals, abilities, needs and related factors.
Some students may use the anonymity of the Internet to create or re-create a sense of self, believing that these characteristics will transfer to their real life personas. These students tend to use the Internet excessively to maintain their online relationships, often at the cost of their academic success, and real life interactions.…
The Centre for Addiction and Mental Health states that 70% of mental illnesses have their onset during childhood or adolescence but that only 25% of young people in Canada with mental health problems receive professional help.
A 2009 study by the American College Health Association included data from six Ontario universities and found that:
- 51 to 60% of respondents in the province reported feeling hopeless;
- 33 to 43% of students reported feeling so depressed they were unable to function;
- 6 to 9% considered suicide in the 12 months before they answered the survey questions.
The Ontario University Students Alliance published findings indicating that students who do eventually receive help, wait an average of seven days for a counselling appointment.…
Mental health statistics (CAMH) tell us that 20% of Canadians will need help at some point in their lives. Yet, less than 20% use their organization’s Employee Assistance Program (EAP). It is our goal to make EAP accessible to anyone, anywhere, anytime, and in any way that people choose to receive help. Technology is one medium that is essential in achieving this goal, so that employees and their family members can get the support they need – via telephone or internet – to resolve issues and stay productive in the workplace.
First Chat is a great example of innovating with technology.…
Previously, we wrote about how to spot substance abuse in your workplace, and what steps you could take to get help for your afflicted employee, but what should you do in the worst case scenario? What should you do if an employee showed up to work under the influence?
If an employee is visibly intoxicated at work, that person is a safety risk to themselves and others. You must take action and remove the worker from the workplace. If you suspect an employee is under the influence and on the job, follow these steps:
- Approach the employee and observe how they respond and behave.
In our last entry, we mentioned some warning signs to look for if you suspect that one of your employees has a substance abuse problem.
One sign or symptom isn’t usually reason enough to be concerned. But, if you start to notice a pattern, you need to address the problem. As a manager you’re responsible for the safety of your team and drug abuse can jeopardize everyone’s well-being. If you suspect that an employee has an addiction there are few steps you need to take. Be sure to:
Observe and record.
Small and medium business owners aren’t expected to diagnose personal problems but rather ensure that their team performs well.…