Many people look forward to the holiday season and the start of a new year. It often provides an opportunity to spend quality time with family, take a few days off from work, or go on a winter getaway.
While the holiday season can be a fun and joyous time, it can also be very stressful. The combined effort of shopping, attending social events, and entertaining guests can quickly become too much to handle. A poll by the American Psychological Association shows that eight out of ten people anticipate increased stress over the holidays. In some cases, the increase in stress and anxiety may even lead to depression. The Mayo Clinic reports that depression is often an unwelcome guest during the holidays.
“Gratitude makes sense of our past, brings peace for today, and celebrates a vision for tomorrow” – Melody Beattie
As we get busier during the holiday season and our lives become more hectic, it sometimes becomes difficult to recognize the things in our life we’re grateful for – we may even take some of those things for granted.
Look closely at the price tag and service offering differences between programs before you decide which is right for your organization.
When an organization invests in employee assistance programs (EAPs), it is making an investment in its people and in the bottom line.
Employees with access to EAPs benefit from brief, solutions-focused counseling that is combined with an assessment and referral to other resources for long-term needs. Problems are resolved and employees who receive help are more productive and less likely to miss work or leave the job because of a crisis. Work teams learn more effective ways to communicate and organizations become more efficient and harmonious.
Unlike their predecessors, standard benefits only won’t satisfy this selective group.
Is your current benefits program designed to attract millennials?
As of 2016, millennials became the largest generation segment to enter the workplace. Within the next two years, 50 percent of the U.S. workforce is expected to be made up of millennials. It will be 75 percent by 2030, according to the U.S. Bureau of Labor Statistics.
Have a plan and be prepared in the event of a critical incident.
Is your organization ready to handle a crisis or violent episode? Would your employees know what to do or how to spot the warning signs?
Creating a wellness program is not the same thing as creating and sustaining a culture of wellness in the workplace.
A wellness program has a beginning and an end, while a wellness culture is a way of life—one that’s followed by leaders and employees at all levels of the organization.
The good news is that you likely don’t need to reinvent the wellness wheel when it comes to establishing a culture of health and well-being.