Peace of Mind

By Elva Perez, Employee Benefits Account Specialist

Peace. It’s a word much easier said than achieved. Inner peace, while completely within our own control, can feel especially hard to reach when there is a plethora of external factors constantly banging on our psyche’s door. In an effort to silence this constant bombardment I looked for a guide to help me truly manifest this word.

I found one.

The peace of mind I have created from these practices in my daily mindset has helped me achieve a level of peace that no one can disturb. Happiness is work, but the reward is a beautiful feeling that I can’t even begin to explain. The hardest practice for me was accepting what can’t be controlled. Once I learned this, life seemed so much simpler.

See if this guide is a good fit for your journey too. Finding Peace of Mind: 6 steps toward ting Serenity.

https://psychcentral.com/blog/how-to-achieve-peace-of-mind

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Suicide and Crisis Lifeline Help for Alaskans

By Ashley Snodgrass, Employee Benefits Analyst

As of July 16, 2022, the National Suicide Prevention Lifeline is changing to be more easily accessible. Now help is only a three-digit number (988) away.

According to Alaska Department of Health Division of Behavioral Health, this change has been planned for many years. The goal is to make it easier to connect anyone in distress to “compassionate, accessible support,” including trained crisis counselors.

I’d like to highlight some statistics that support why this hotline is needed. These are taken directly from the State of Alaska’s FAQ about the new 988 hotline:

“Alaska and the nation are experiencing a mental health crisis. But the crisis is not irreversible.

  • In Alaska in 2020, suicide was the leading cause of death for American Indian and Alaska Native youth ages 10-19, and for youth ages 10-14.  Suicide was the 2nd leading cause of death overall for all Alaska youth and young adults, ages 15-34.
  • According to the most recent Youth Risk Behavior Survey in 2019, over 1 in 3 Alaska high school students reported feeling sad or hopeless almost every day for 2 or more weeks in a row; 25% seriously considered attempting suicide; and nearly 20% attempted suicide.
  • When fully implemented, 988 will improve Alaska’s system of care that responds to individuals experiencing a behavioral health crisis.
  • Those statistics are sobering, but there is good news:
      • Suicide is most often preventable. For every person who dies by suicide annually, there are 316 people who seriously consider suicide but do not kill themselves.
      • Over 90% of people who attempt suicide go on to live out their lives.”

An FAQ about the 988 Hotline has been made available on the State of Alaska’s webpage, accessible at https://health.alaska.gov/dbh/Pages/Prevention/988/default.aspx#faq

I’ve compiled some additional resources for mental health services in Alaska below:

 

In case of emergency, always call 911 or go to your nearest emergency room for treatment.

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New Mental Health Crisis Dialing Code Launched July 16

This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.

 

The 988 Suicide and Crisis Lifeline (Lifeline) launched nationwide on July 16. Similar to dialing 911 for medical emergencies, people in emotional distress or suicidal crisis can call or text 988 and be connected immediately to trained counselors who will listen, provide support and connect them to resources if necessary.

The three-digit dialing code is new, but the Lifeline is not. Previously known as the National Suicide Prevention Lifeline, callers only reached the 24/7 national crisis hotline by dialing 1-800-273-8255 (TALK). The easy-to-remember dialing code (988) is meant to replace that number; however, callers will still be connected to the same services, regardless of which number is used. The Lifeline provides services in both English and Spanish.

“We have a three-digit number for medical emergencies; we need a three-digit number for psychological emergencies—and that’s what this is.”

– John Draper, executive director, Lifeline

The Lifeline

Since 2005, the Lifeline has been a network of roughly 200 crisis centers funded by the U.S. Department of Health and Human Services’ Substance Abuse and Mental Health Services Administration. Since its founding, the Lifeline has received more than 20 million calls from people in distress looking for help when they needed it most. Nearly 2.4 million calls occurred in 2020 alone, illustrating America’s current mental health crisis.

Spreading the Word About 988

Suicide is the second leading cause of death among preteens and adults aged 25 to 34, according to the Centers for Disease Control and Prevention. The Lifeline is a direct connection to compassionate, accessible care for anyone experiencing mental health-related distress, including thoughts of suicide, mental health or substance use crisis, or other emotional struggles. People can also call the Lifeline if they are worried about a loved one who may need emergency support.

Just as Americans know to call 911 in a medical emergency, it’s vital to spread the word about 988 in your own state. This new three-digit dialing code could provide immediate support during someone’s darkest hour.

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May Is Mental Health Awareness Month

This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.

 

What is mental health?

Your mental well-being includes how you think, act and feel. It also helps you cope with stress, relate to others and make decisions. According to the WHO, there’s not a specific definition of mental well-being. However, various studies agree that achieving a state of mental well-being includes being able to:

  • Realize your full potential.
  • Work productively.
  • Cope with normal stresses of life.
  • Contribute meaningfully to your community.

Mental well-being includes mental health, but goes far beyond treating mental illness. For example, you could go through a period of poor mental health but not necessarily have a diagnosable mental illness. And your mental health can change over time, depending on factors such as your workload, stress and work-life balance.

What is mental illness?

Mental illness refers to a variety of conditions that affect your mood or behavior, feelings or thinking. Mental illnesses can occur occasionally, while others are chronic and long-lasting. Common mental illnesses include anxiety, depression, schizophrenia and bipolar disorder.

Mental illness is more prevalent than you might think. According to the Centers for Disease Control and Prevention, 1 in 5 U.S. adults will experience a mental illness in any given year, and more than 50% will experience mental illness at some point in their life.

Why is mental well-being important?

Your mental well-being is tied directly to your physical health. Individuals with poor mental health or untreated mental illness are at risk of developing many chronic conditions like Type 2 diabetes, stroke, heart disease and obesity.

Poor mental health can also cause negative effects in your work life as well as in your social life. If you have poor mental health, you may experience productivity issues at work and may experience withdrawal or feelings of loneliness.

How can you improve your mental well-being?

Because it’s such a crucial component of your health, it’s important to focus on maintaining or improving your mental health. Here are three simple ways to do so every day:

  1. Express gratitude. Taking five minutes a day to write down the things that you are grateful for has been proven to lower stress levels and can help you change your mindset from negative to positive.
  2. Get exercise. You probably hear all the time how beneficial exercise is to your overall health, but it’s true. Exercising can improve brain function, reduce anxiety and improve your self-image.
  3. Get a good night’s sleep. Strive for seven to eight hours of sleep a night to improve your mental health.

Where can I learn more?

For more information about mental well-being, please contact your doctor.

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The Impact of Employee Mental Health and Well-being on Workplaces

This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.

Employee well-being refers to the overall state of employees’ physical, mental, social and financial health, which can often be influenced by various workplace dynamics (e.g., workload, connections with co-workers and available resources).

While employee well-being plays a key role in employee retention, it also has a significant impact on business performance. As a result, it’s vital for organizations to take employee well-being seriously and do what they can to foster a culture that promotes well-being.

The following article provides more information on employee well-being and outlines several workplace well-being initiatives for employers to consider.

The Important Role of Mental Health in Employee Well-being

Over the years, many organizations have attempted to promote employee well-being by offering workplace solutions aimed solely at maintaining physical health. These solutions may include serving nutritious meal options on-site, offering smoking cessation programs or providing discounted memberships to local gyms.

While such solutions can certainly help employees make healthier lifestyle choices and reduce their risk of chronic illnesses, promoting employee well-being requires organizations to develop initiatives that address all aspects of workers’ overall health and happiness. Specifically, employees’ mental health must be considered.

Mental health consists of individuals’ emotional, psychological and social well-being. It affects how individuals communicate, form relationships, contribute to their communities and cope with adversity. In times of distress, individuals may suffer from poor mental health. Emotions associated with poor mental health include grief, stress, sadness or anxiousness.

It’s important to note that mental health differs from mental illness. In particular, emotions stemming from poor mental health are not diagnosable conditions but rather temporary feelings. On the other hand, mental illnesses pertain to a wide range of clinical mental health disorders (e.g., anxiety and depression). These disorders are chronic and affect how individuals think, behave and function in their daily lives. Yet, individuals who experience prolonged periods of poor mental health may eventually develop mental illnesses.

In any case, mental health is a key factor in determining employees’ well-being—one that organizations can’t afford to ignore. In fact, recent research from the Centers for Disease Control and Prevention (CDC) found that nearly three-quarters (71%) of U.S. adults experience at least one adverse symptom of stress (e.g., feeling overwhelmed or anxious) each year. Furthermore, mental health can make a difference in employees’ physical health. According to the CDC, poor mental health can increase individuals’ likelihood of developing a range of chronic conditions, such as diabetes and heart disease.

Considering these findings, it’s clear that employers must account for employees’ mental health when addressing their overall well-being.

How Employee Well-being Impacts the Workplace

Employees’ mental health and well-being can impact employers in various ways. Here are some key business objectives that may be influenced by overall workplace well-being:

  • Business performance—Employee well-being can make all the difference in business performance. According to the National Center for Biotechnology Information (NCBI), mental health concerns in the workplace can contribute to increased absenteeism rates, lost productivity, decreased customer satisfaction and reduced profits. In addition, the NCBI reported that work-related stress is a leading cause of poor job performance among employees, negatively affecting employers as a whole.
  • Stakeholder perception—Apart from business performance, employee well-being can also impact stakeholder perception. According to a recent report from the Harvard Business Review, the vast majority (91%) of working adults believe that a company’s culture should support mental health. As such, employers who disregard their employees’ mental health and well-being are more likely to be perceived poorly by stakeholders, resulting in reduced workplace morale, reputational damages and lost business. Such negative stakeholder perception could have lasting impacts on an employer’s brand, limiting its ability to attract top talent and remain profitable for the foreseeable future.
  • Workplace safety—If organizations encounter employee mental health and well-being concerns on-site, workplace accidents and related injuries are likely to follow suit. According to the National Safety Council, instances of both moderate and severe mental health distress have been linked to a greater risk of workplace accidents. This is likely because employees facing mental health concerns are often less focused, engaged and aware of potential safety hazards, resulting in poor decision making and unnecessary risk-taking. Taking a closer look at specific mental health concerns, between 60% and 80% of workplace accidents stem from workers experiencing stress-related distractions or fatigue on the job, according to research from Eastern Kentucky University. These accidents not only lead to injured employees but also contribute to higher workers’ compensation costs for employers.

Evidently, ignoring employees’ mental health and well-being can result in significant consequences for organizations. That’s why it’s crucial for employers to adopt effective workplace well-being initiatives.

Steps Employers Can Take

In order to promote employees’ mental health and well-being, organizations should consider implementing the following measures:

  • Foster a supportive workplace culture. First and foremost, it’s critical for employers to promote a company culture that prioritizes employees’ mental health and well-being. In doing so, employers will be able to show their employees that they value them beyond their work contributions and are invested in their overall health and happiness. Having a supportive workplace culture in place will also help employers lead by example within their workforce, highlighting the importance of maintaining work-life balance and establishing a more open dialogue surrounding mental health topics.
  • Establish a long-term strategy. In addition to fostering a supportive workplace culture, employers need to have long-term strategies for promoting employees’ mental health and well-being. Such strategies should be well-documented and clearly outline the steps organizations are taking to keep their workers healthy and happy. They should also list the specific objectives employers are trying to accomplish through their well-being initiatives. By having long-term strategies in place, organizations will be able to better identify the effectiveness of their well-being initiatives, calculate the return on investment for these initiatives and determine when initiatives need to be updated or changed. Key well-being initiatives for employers to consider within their long-term strategies include:
  • Conducting routine well-being awareness training and mental health screenings with all employees
  • Providing employees with a variety of well-being resources and helplines
  • Having managers conduct monthly check-ins with employees to discuss any issues that may be negatively impacting their mental health (e.g., excessive workloads or conflicts with co-workers) and find proper solutions
  • Educating managers on how to recognize symptoms of mental health distress and mental illness among employees as well as how to effectively respond to a mental health crisis
  • Creating an employee assistance program to allow employees to seek additional help for mental health concerns as needed
  • Offering greater work flexibility (e.g., remote work and flexible hours) or extra paid time off to help employees maintain work-life balance
  • Hosting on-site events, classes or similar offerings to allow employees to take a break from work and unwind (e.g., company picnics, mindfulness classes and exercise groups)
  • Reviewing all workplace policies to ensure they align with employee well-being initiatives and promote a supportive culture

Conclusion

Overall, it’s evident that employee well-being is a matter that organizations of all sizes and sectors should take seriously. By understanding how employee well-being impacts key business objectives and making a conscious effort to keep workers happy and healthy, employers can reduce their workplace well-being exposures and maintain successful operations.

For more employee well-being resources, contact us today.

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Employee Wellness Trends to Watch in 2022

This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.

 

The workplace continues to change as the two-year mark of the COVID-19 pandemic approaches—and employer-sponsored wellness programs are no different. The pandemic has put employee health and wellness in the spotlight, and employers’ wellness initiatives will continue to grow in 2022. According to the Business Group on Health’s 2022 Large Employers’ Health Care Strategy and Plan Design Survey, employers recognize that COVID-19 may have long-term impacts on employees. Notably, many employers anticipate increasing medical services due to delayed care (94%) and are concerned about long-term mental health issues (91%).

Given the pandemic’s immediate and lasting impacts on employee health, it’s no surprise that employers are expected to expand their wellness offerings in 2022. Here are four popular employee wellness trends to look out for in 2022.

1. Expanded Mental Health Resources

Many organizations have prioritized mental health during the pandemic. Many workers continue to battle stress and anxiety in both their personal and work lives. Not only are employees faced with changing workplace policies and responsibilities, but they are also navigating how to reconnect with friends and family. Fortunately, the mental burden of the COVID-19 pandemic has enabled more transparency and empathy around the topic, especially in the workplace.

Many employers will continue to work on ways to address employees’ short- and long-term mental health issues, as there’s a significant need and desire for mental health support in the workplace. According to a 2021 Calm for Business workplace mental health survey, 97% of employees said that employers should be trying to improve employee mental health. Consider the additional survey findings:

  • 76% of employees find mental health benefits critical when evaluating a new job.
  • 87% of employees feel nervous, anxious or stressed working through a pandemic.
  • 80% of employees are having difficulty falling and staying asleep during the pandemic.
  • 43% of employees attribute poor mental health to their job based on a lack of recognition and belonging.

Employers who are invested in their employees’ mental health often yield healthy employees who take fewer days off, contribute to positive workplace culture and are more productive. One way to address employee mental health is by ensuring mental health is an essential part of overall health care offerings. Additionally, employers may expand telebehavioral health and employee assistance program (EAPs), as well as increase the use of mental health apps. Employers who provide diverse health care resources that deliver behavioral, emotional and social services are in a great position to improve their workforce’s overall well-being.

2. Advancement of Health Equity

The pandemic has undoubtedly shed light on health disparities. Several underlying social and economic challenges (e.g., health care, income and childcare) can influence overall well-being. To tackle health inequalities, some employers are making employee benefits and wellness programs more affordable and inclusive. The goal is to ensure all employees have access to the health care they need. That can look different for every employee, so employers may start with focusing on general goals to help employees manage any chronic conditions or severe acute needs, such as cancer, or receive recommended prenatal care.

Furthermore, some health insurance providers are working with local, state and federal governments to improve health equity to ensure Americans have an equal opportunity to thrive and achieve their best health. Employers can select providers striving to make health care more affordable and accessible to all employees. Employers have a great chance to help employees maximize their full health potential by supporting efforts that advance health equity in the communities where employees live and work.

3. Increased Focus on Hybrid Work-life Balance

Employee wellness programs must continue to evolve to meet the demands of the current workforce. At this point in the pandemic, it appears the hybrid workplace is here to stay. As such, many employers are shifting their perspective of hybrid work from a novelty to the new standard in 2022; but with that shift, employers must recognize the unique challenges employees face as hybrid workers. As the boundaries between work and home are blurred, employees may experience burnout or undergo a decrease in their physical or mental health.

A healthy work-life balance seems like an unattainable goal for many Americans. Still, employers can do their best to help and offer robust resources and support, especially for hybrid or remote employees. A holistic approach helps address all aspects of the body and mind. Health plans may include access to mental health professionals and assistance dealing with stress and depression. To support varying personal responsibilities, organizations may also consider how to increase schedule flexibility or time off for mental health or recharging. Such companies may also be focusing on key performance indicators like employee satisfaction and retention. As more organizations operate in hybrid or remote settings, employees are more likely to expect such comprehensive wellness offerings from their employers.

4. Expanded Financial Wellness Resources

Money is a top stressor for employees, and the pandemic has reinforced that fact. Seventy-three percent of Americans rank their finances as their number one source of stress, according to a 2021 CreditWise survey. As the pandemic evolves, employers are uniquely positioned to support employees with much-desired financial guidance and educational resources.

First, employers should be aware of the most common financial goals of employees:

  • Building an emergency savings
  • Navigating cashflow changes
  • Choosing the proper health insurance and benefits
  • Preparing for significant life events
  • Saving for retirement

Many organizations employ a multigenerational workforce, which means employees often face unique financial stressors. To provide relief, some employers offer financial wellness programs that vary in complexity but can include virtual personal financial planning meetings, tuition reimbursement and seminars. The idea is to provide a wide variety of services for the workforce. Employers can help reduce employee financial stress by exploring financial wellness resources and support options and offering attractive programs for current and prospective employees. Financial wellness is a critical component of well-being and can be a competitive offering in today’s labor market.

Conclusion

All signs indicate that mental and financial wellness will become significant pain points in 2022. The pandemic also continues to expose health inequalities and an unattainable work-life balance for many American workers. The most robust 2022 employee wellness offerings and programs will likely be employee-centered, focusing on how to provide the most comprehensive, attainable and affordable benefits. Many employees will not only need resources for handling new pandemic-related mental and financial challenges but also support for working in a remote or hybrid setting as the lines blur between their home and work lives. This year, employers are expected to explore programs and initiatives that ensure all employees have access to the physical, mental and financial benefits they need to address the pandemic’s short- and long-term impacts.

Organizations can start with evaluating current wellness initiatives and thinking about ways to improve them. To ensure offerings and investments will resonate with the workforce, it can be helpful to survey employees first and see what they find most valuable and necessary for their overall well-being after two years of living through a pandemic.

Contact RISQ Consulting today for more wellness program ideas or ways to get started.

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You’re Not Stressed… You’re Afraid

By Jennifer Outcelt, Creative Content Architect

I was a bit stressed starting this blog post.

You see, I follow this AMAZING podcast called Ologies, by Alie Ward, which explores the study of anything that can be studied with an -ologist of that field. Their tag line is, “Ask smart people stupid questions.” I’m a huge advocate for lifelong learning and continuous curiosity and this podcast meets all my needs. I was stressed because I wanted to do this podcast (and these specific episodes) enough justice that it didn’t end up buried in the “unsolicited podcast suggestion” graveyard.

The episodes that I want to share with you are called “Fearology” and they cover the nature of fear and our human fear responses. It’s a scary good, two-part episode with the fearologist, Mary Poffenroth.

The most notable knowledge nuggets that I walked away with were:

  1. There are two types of fear, and your amygdala (which controls your stress response) can’t really tell the difference between them.
    1. Factual fears – actual threats to your life that are happening in a shared reality.
    2. Fictional fears – everyday fears that are not actual threats to your life (AKA most of the stupid stuff you stress on constantly).
  2. There are two categories of fictional fears
    1. The fear of being not enough.
    2. The fear of not being in control.
  3. Researchers analyzed the vocabulary of super successful people and found that they used the terms “fear” and “afraid” most, as compared to less successful people who used the term “stress” most.

I desperately want you to love Ologies for two reasons:

  1. I want you to be part of the community that appreciates and talks about this mind-blowing content.
  2. I want your life to be better and if you just listened to this podcast then I swear it would change your life and you’ll have a newfound love for all the wonder of the day to day and please, please, PLEASE, just listen to it!!!

Interestingly, my stress around sharing this post played their parts perfectly within my reasons listed above. I desperately want you to love Ologies because I want my interest to be validated in your eyes, AND I want to exert a small amount of control over what you listen to because I think it’s in your best interest. I was afraid of rejection and lack of control. My stress about sharing this was not stress at all… it was FEAR!

These “Fearology” episodes opened my eyes to how I miss identify fear as stress. They also gave me some great tools for owning and managing my fears. Here’s a yummy slice from the episode to wet your palate. I hope you give the full episodes a listen (or read; episode 1 & episode 2). And heck, while you’re at it… Give all the rest of them a listen too.

“In western society, we have this stress ‘badge of courage’. When you ask someone how they are: “Oh my God, I’m so stressed!” “Like, Oh my God, me too! There’s the kids and there’s the work and there’s the other things!” So we feel confident talking about stress because we can commiserate, but we don’t feel confident talking about the ‘f-word’ because there’s so much shame associated with fear in our society, and we are never taught how to deal with fear in a healthy way. When looking at fictional fears, most fictional fears will fit into one of two categories: either the fear of being not enough, or the fear of not being in control. So if you can kind of go back to that and say, “Okay, which category does this fit in?” Sometimes that will Name it to claim it. Identify it so the power goes away. Just [fingersnap] click you right out of the fear response. [Alie gasps] Yeah, it’s so fun because humans love to pigeonhole. We have an entire store called The Container Store [Alie laughs] because we love boxes so damn much!”

“Fearology” Episode 1: https://omny.fm/shows/ologies-with-alie-ward/fearology-pt-1-fear-with-mary-poffenroth

“Fearology” Episode 2: https://omny.fm/shows/ologies-with-alie-ward/fearology-pt-2-fear-with-mary-poffenroth

ALL Ologies Episodes: https://www.alieward.com/ologies

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I’m a FRAUD! – Imposter Syndrome Blues

By Jennifer Outcelt, Creative Content Architect

I must admit something to everyone here… I’ve been worrying about this for some time and the immense fear of being exposed has led me to take control and expose myself.

I’m a FRAUD.

I have no idea what I am doing. I have no special skills. I’m not qualified enough for anyone to listen to my opinion. I’m not deserving of my recent position shift. AND, it’s only a matter of time before everyone in the office realizes that I’m a big phony-baloney, covers me in fireweed honey and dogwood pollen, and sends me shamefully out into the wilderness to be ravaged by bears (or particularly aggressive beavers).

So, I actually know that none of the above is true. Or at least the left side of my conscious brain is aware that these feelings are the representation of a commonly experienced phenomenon known as Imposter Syndrome.

Impostor syndrome:

A psychological condition that is characterized by persistent doubt concerning one’s abilities or accomplishments accompanied by the fear of being exposed as a fraud despite evidence of one’s ongoing success.1

I’ve had a recent Baader-Meinhof experience with the concept of Imposter Syndrome. I first mentioned my feelings of inadequacy in a meeting with my new RISQ Servant Leader. The next day I confided in my therapist about my Imposter Syndrome feelings, and she was able to empathize from her own experiences. Later that night my husband watched a YouTube video from one of his favorite hobby artists about the topic. The day after that, my best friend brought it up in conversation about her recent shift to self-employment.

It’s everywhere! Everyone seems to be in a self-delusional state of inadequacy.

It’s surprising to know that even the smartest, most talented, uber successful people we can think of are also fraught with feelings of fraud. Albert Einstein, John Steinbeck, Maya Angelou, and Tina Fey are just a couple of objectively accomplished individuals who have been victims of their own Imposter Syndrome. Even more surprising is that the chances of experiencing Impostor Syndrome increase as your successes increase. Bummer, right? You spend all this time working towards a goal, whether it be theory defining science, worthy art, social change, or fame, just to chalk it all up to dumb luck and an unintentionally successful societal swindle.  My, we humans can be unkind to ourselves!

So what’s the big deal here? Everyone doubts themselves. Why is this so bad?

For me, I’m trading anxiety, fear, and increased burnout for a flawed version of humility. I spend a lot of mental energy contemplating why what I do is not that unique, not that creative, not better than other’s work, and not particularly worthy of the praise it receives. Heck, it took me years to just accept a complement flat out (and even now it’s mostly to avoid making the conversation awkward). For those who know me personally this might come as a surprise, as I’m generally considered to be a confident individual. What’s that saying, fake it until you make it?

But I haven’t been faking it! I’ve been working and learning and growing and trying and failing and trying again. There is nothing wrong with that path. So why does it feel so wrong to acknowledge it and praise it? It’s that darn humility thing again! For some reason I feel like if I were to accept my successes as completely deserved, it would make me a pretentious jerk. And once I become a jerk, people will look closer at my so-called successes and realize they are not actually mine to tout. Even announcing that I think I struggle with Imposter Syndrome gives me fraud like feelings! “Oh, you think you’re so successful and there is so much for you to feel like a fraud about? HA!”. It’s a vicious cycle… but is that really what humility should cost?

I ask a lot of questions, huh?

I don’t have answers to most of them. I’m sorry.

Given the prevalence of Imposter Syndrome, we can now conclude that ALL of us are frauds, right? Umm, NO. But what we can learn is that this feeling is common. We can look to others (who we think totally deserve their recognition) as evidence that we too are worthy. Deep down I know my accomplishments are mine, even if I find myself under a wave of doubt at times. I’m not alone. You’re not alone. We all need to examine the pressure we put on ourselves to not only be a success, but to own our success.

But again, who am I to talk? What do I know? Probably nothing.

 

1 “Imposter Syndrome.” Merriam-Webster.com. 2011. https://www.merriam-webster.com (11 August 2021).

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Mental Health in the Workplace

By Alison Nelson, Sales and Marketing Coordinator

Last week, Naomi Osaka, a world-renowned tennis player, withdrew from the French Open. Why would she withdraw from such an important match, resulting in a $15,000 fine? The answer is simple: mental health.

Naomi Osaka explained that she struggles with depression and anxiety and needed to put her health first. Unfortunately, critics were quick to label Osaka a “diva” or even a “special snowflake”. While most of the world applauded Osaka’s stand, and the mediation app, Calm, even offered to pay the fines for any tennis players who skip media appearances due to mental health, the initial critics provided an alarming reminder of the stigma surrounding mental health.

According to the World Health Organization (WHO), an estimated 264 million people suffer from depression and many of those people also have anxiety. WHO also states that depression and anxiety disorders cost the global economy one trillion U.S. dollars each year in lost productivity. Despite the staggering amount of people who have depression or other mental illnesses, and as the Osaka critics demonstrated, the negative stereotypes about mental health are alive and well. Yet, it is because of this stigma that employers can’t afford to stay silent.

Not only is there a direct correlation between mental health and productivity, but according to this article:

  • Employees with untreated mental health conditions use nonpsychiatric health care services 3 times more than those who do get treatment.
  • Mental illness is the single greatest cause of worker disability worldwide.
  • 62% of missed work days can be attributed to mental health conditions.
  • Turnover rates are higher for depressed employees, who are 20% to 40% more likely to become unemployed because of their condition.

Below is an image from Kaiser Permanente displaying the cost different between flu prevention and depression intervention.

The cost alone should incentivize employers to make an effort to destigmatize mental health, but how should you go about it? Below is a list from LifeSpeak of 10 ways employers can improve mental health in the workplace and you can read the full LifeSpeak article here.

  1. Speak candidly about mental health. The first step to beating the stigma is to stop treating mental illness as taboo. Whether it’s an article you read, a show you watched, or a personal experience you had, talking about it openly and without shame will help others realize they aren’t alone.
  2. Keep the conversation going. Workplace culture must be nurtured, which means you can’t just mention mental health once and expect it to catch on. Find multiple opportunities to incorporate the subject into your employees’ day so it stays top-of-mind.
  3. Include all levels of staff. Your employees won’t believe that you genuinely care about their well-being unless every manager and executive also demonstrates the importance of mental health.
  4. Encourage employees to take mental health days off. If you still require your employees to provide a doctor’s note or otherwise “legitimate” reason for missing work, it might be time to stop. Part of preventative health involves giving your mind and body a break every now and then, and allowing your staff to miss work in order to recharge can help them stave off more serious health issues down the road.
  5. Pay attention and be ready to help. If you do notice an employee behaving differently (ex: irritability or low mood), don’t hesitate to ask them if everything is alright. Even if they tell you they’re fine, remind them that you’re there to help and that they have access to assistive resources.
  6. Make sure the tools and resources are relevant. No matter how much information you supply your employees, it’ll never do any good if it’s outdated or irrelevant. In fact, it might even do harm. Frequently audit your mental health resources to make sure they’re accurate, up-to-date, and contain practical advice that your employees can use to get better.
  7. Facilitate access to these resources. Similar to the previous point, your staff won’t get much use out of the information if it’s difficult for them to find. Eliminate barriers to access by providing the content in a variety of formats (audio, video, written, etc.), and minimizing the number of steps it takes for them to find it.
  8. Prioritize confidentiality and anonymity. Even though mental health might be normalized in your workplace, some people might still feel uncomfortable discussing it, particularly if they struggle with addiction, trauma, or suicidal thoughts. Reassure your staff that their privacy is your top concern, and that their use of mental health resources will never be monitored or tracked.
  9. Design a mentally healthy work space. It’s important for your employees to feel energized and uplifted by their work environment. Research has shown productivity, engagement, and overall wellness increase when people feel comfortable in workspaces with natural lighting, plants, and other positive features.
  10. Focus on the positive. Mental illness is a serious issue, but it can still be addressed in a way that makes people feel understood, appreciated, and hopeful. Always remember to leave your employees feeling like they have a clear plan of action ahead and that they or their loved ones can get well.

Need more ideas for promoting mental health in your place of work? Click the links below to view additional resources.

CDC– Mental Health in the Workplace

Forbes– Stigma About Mental Health Issues In The Workplace Exists: Here’s What Companies Can Do About It

Forbes– Mental Health In The Workplace: A Look At Leaders’ Top Priorities

National Alliance of Mental Health– The Mental Health Movement in the Workplace

European Network for Workplace Health Promotion– A guide to promoting mental health in the workplace.

Mental Health America– Mind the Workplace

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