During the crises of 2020-21, an old stigma was lifted: Nearly everyone could admit they were emotionally stressed and struggling in some way. But what is the response that employers can offer their workers? What are the smartest, most creative and empathetic programs and support systems can companies offer in terms of mental-health care, general wellness, stress relief, and counseling? What were the insights about burnout and how to address it?
From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations. The Activity IDs will be sent to attendees after the conclusion of the session.
How can employers help workers build a personal, sustainable regime for wellness? Among the many practices to choose from–mindfulness, meditation, yoga, exercise, rest, good nutrition–what combinations have proven most effective as company-endorsed programs? What helps motivate workers to try these methods–and stick with the ones that suit them?
In a sense, team leaders are on the front lines when it comes to preventing and responding to the strains that affect employee well-being. What kind of climate can they foster to encourage workers to practice self-care, how can they spot early signs of employees who are struggling, and what can they do to have trusting conversations about these issues?
The old stigma about talking with a psychotherapist has faded, thanks to a more candid approach to mental health during the pandemic. How can employers, recognizing its benefits, encourage workers to seek help when needed? What are the best practices for making it available, keeping it focused and effective, and balancing the needs of employees with the management of costs?
The pandemic proved the usefulness of technology in putting help and information in the hands of employees. Where are the future benefits? Is telehealth here to stay–and in what situations is it most useful? How can phone apps and other technology help in a range of areas from maternal care to mindfulness? How can employers balance candid participation with the need for worker privacy?
A competitive, innovative business can be a demanding place to work. Yet employee engagement and retention depend on empathy and compassion–especially when workers are expected to take certain risks and deliver maximum effort. What does this kind of sensitivity look like in a workplace with high expectations?