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Linking Diversity and Wellness

 

Diversity in the workplace has been a significant issue that many organizations are working hard to correct. To adopt diversity in the workplace, organizations need to make sure it is securely ingrained in all they do, from hiring employees to promoting them as well as supporting them. An area where many organizations fall short in their diversity planning is in their wellness programs. It is time we take a closer look into the types of programs we are promoting and to whom we are promoting them.

Most companies develop wellness programs, not for all employees but a select few, the high-risk employees. Wellness initiatives tend to focus on employees who smoke, are overweight, or have a current underlying health condition that is costing the organizations more in healthcare. By narrowly focusing on these high-risk individuals, companies limit the scope of their programs and leave out a significant portion of their workforce.

While there is a correlation between obesity and health...

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No Longer Trustworthy

If you laid-off employees to cut expenses during the pandemic like many other organizations, you might have painted yourself as untrustworthy. No organization enjoys making the decision to let employees go; the cost burden of training employees and building relationships between staff usually does not outweigh the costs of losing those employees. But when the going gets tough, sometimes it is the best call for the organization. While many employees understand their employers' difficulty, they may still feel betrayed for being let go. Employees will generally react in one of two ways when being let go.

1 – No longer trust the company – Some employees feel they are completely unreplaceable. They might have been with the company a long time, and while they have been an exceptional employee, cuts needed to be made, and they were let go during the shutdown. These employees will feel betrayed and no longer trust that they have any job security. This can cause them to be...

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Financial Savings During the Pandemic

Employees who have spent the last year at home because they were laid off or switched to a work-from-home environment have seen significant cost savings. Some of these savings come from a decrease in fuel consumption from the lack of commuting, no more parking expenses, no need to spend money for lunch or a quick dinner after working late, and considerable savings on childcare. When you add up all the savings, it is easy to see why some employees are reluctant to return to the office. So what can organizations do to encourage employees to return to the office? How do we make these expenses worth it?

1 – Review your benefits – What benefits are you currently offering to your employees? Many employers provide standard health benefits, EAPs and 401Ks. Get creative and talk to your benefits advisor about new options such as life insurance, short-term disability, and student loan repayment benefits.

2 – Look into Financial Wellness programs and training – Just...

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Newfound Freedom: How to help your employees maintain their freedom

With the pandemic laying many employees off or switching them to a work-from-home experience, many employers are struggling to get their employees back into the office. How do we encourage employees to return to the workplace without feeling like they will fall back into the same old routines that were burning them out?

Work-life balance has been a buzz term used for the last few years. We knew before the pandemic people were feeling overwhelmed keeping up with the demands of their job and their families. Health was frequently put on the back burner, with the number one excuse for not exercising or meal prepping being that "I don't have enough time." It should not be a surprise that during the pandemic, many people suddenly had an abundance of time to take up new hobbies, spend time with families and take time for self-care. Many employees fear that a return to work means giving up their extra time and newfound freedom.

There are several things employers can do to help offset the...

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Why employees are not returning to the workplace

The pandemic of 2020 has many companies scattered. Organizations tried many different tactics to survive during the shutdown. Some allowed employees to work from home and tried to continue operations as planned. Many had to furlough or lay off their workforce until they would be able to reopen safely. With three vaccine options for people to choose from, many businesses feel encouraged to get back to normal. Unfortunately, many employees do not want to return to normal; instead, they embrace a new normal. This leaves companies in a serious predicament; they need their entire workforce to get back on track, but if employees are unwilling to return, how will they accomplish their goals?

It is easy to make excuses for employees not wanting to return to work. Reasons ranging from vaccine hesitancy, lack of childcare, and government handouts have been floating around in many leadership discussions. While these certainly can play a role for many employees, this is not the whole picture,...

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Are your employees growing?

 

There are two mindsets a person can have, a fixed mindset or a growth mindset. Do you know the differences between the two? Do you know the full benefits of having an organization full of employees with a growth mindset?

Fixed vs. Growth

A person with a fixed mindset believes there are hard limits to what a person can achieve; either you have it or you don’t. People with this mindset do not like challenges; they feel that performing their work should come naturally easy to them. Unfortunately, this means failures can be catastrophic to them. These are the employees who will cover up and lie about mistakes, they will blame others for their shortcomings and when the going gets tough or the organization changes directions, they are the first ones to abandon ship.

A person with a growth mindset believes that with enough effort and practice, anything is possible. They thrive on challenges and are constantly trying to stretch their abilities. They see failures as opportunities for...

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6 Easy ways to keep your mind healthy

 

Hopefully, the pandemic is nearing its end, but that does not mean we will be rushing back to “normalcy” right away. Many employers are choosing to keep employees working from home or going to a hybrid method which could lead to less social interaction and mental stimulation as your four walls may seem quite boring to you. Here are six easy ways to keep your mind healthy while continuing to work from home.

  1. Pre-Prepare meals. At this point, you might be sick of the same takeout night after night. Make sure your home is stocked with healthy, wholesome foods ready to eat so you can avoid delivery and takeout. Having meals ready will also make it easier to pack lunches for when you return to work.
  2. Get up and move every day. Spring is here, and with it the sunshine and warmer weather. Get up, go for a walk, and enjoy the fresh air. Rainy day? Make sure you get up and move around your house. Try one of our on-demand workout videos!
  3. Create/stick to your routine. I know it is...
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Is it Okay to not be Okay?

 

With a global pandemic, record unemployment, and cold weather, it is easy to get upset, depressed, angry, and frustrated. All of this has led many to post stating, “It’s okay to not be okay” on social media. But what does this actually mean, and is it safe? Let us break this down and examine what this means for us socially and individually.

Socially

It is a common occurrence; you walk down the hall, and someone says, “Hey, how are you?” and you respond with the typical “good” or “I’m okay,” but you might be having an absolutely horrible day. It is okay to say I am not okay. Do not be afraid to share your genuine emotions with those you trust. Feel free to open up and talk about how you are feeling. You will find that many people can relate, and you might find comfort in knowing you are not going through a hardship alone.

We are often afraid to speak up about our negative emotions for fear of being a “Debbie...

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Stop Calling Your Employees Losers!

 

When the hit TV show Biggest Loser first air on NBC in 2004, everyone got inspired to get up and lose weight. It created a remarkable movement getting people thinking more about what they eat and how much they move. Even employees, employers, and HR specialists got on board, causing workplace wellness programs to evolve.

While the biggest loser challenges had their place, the question we need to ask ourselves is, “Are they still relevant in 2021?” While the intention to help motivate employees to become more active and eat healthier is genuine, it can also be insulting and downright offensive. What message do you send to your employees when you challenge them to lose weight? Ways this can be interpreted range from “okay, wow, you think I am fat?” “What? Is my BMI now a liability for the company” “rude of you to assume I need to lose weight”?

There is no doubt that if you walked straight up to an employee and told them they could stand...

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Hard Worker or Workaholic?

 

Do you have an employee that seems to live at the office? Does that person seem to be the first one to arrive in the morning and the last to leave at night? Have you ever stopped and asked yourself why they do that? Is it because they love their work? Are they struggling with a project? Or are they a workaholic?

Workaholism is a very real issue that goes unchecked by employees and employers alike. Workaholism is a compulsion to work excessively hard and long hours and it affects nearly half the American workforce. The term “workaholic” originates from alcoholism and describes a person who works compulsively at the cost of their sleep and social functions, such as meeting friends or family.

Workaholism is a serious problem that is becoming even more prevalent due to the COVID pandemic. The lines between workspace and home space have become blurred as more employees are now socially distancing and working remotely from home. The Vision Council commissioned a survey of...

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