How often at our workplace do we see our fellow employees/colleagues distracted, unable to meet deadlines, or struggling to focus because of their personal life baggage? What do we do to help them? Although most of us are empathetic, more often than not, we are mere spectators to our fellow employees’ struggles. As much as our professional lives are an essential part of us, our personal lives shape us into who we are and how we act.

Our personal and professional lives are so intertwined that, on several occasions, we find it extremely hard to identify that line of demarcation. Whether it is relationship issues, parenting struggles, marital issues, financial insecurities, health reasons, anxiety, stress, workload, work-life imbalance, or any challenges we face in our daily lives, they significantly impact our performance at work and how we behave at the workplace. For any organization to succeed in its sector, all employees must contribute their best to the team. And it is practically impossible if personal life problems interfere with work. This is where the Employee Assistance Program intervenes and helps every employee.

What is EAP/Employee Assistance Program?

An Employee Assistance Program is a work-based intervention program offered by employers to all employees to identify and resolve any issues that may adversely affect their work or personal lives. The scope of the Employee Assistance Program is to cover counselling support to resolve personal and professional struggles, financial/legal counselling, wellness workshops, and self-assessments to aid in self-development. Counselling support through the Employee Assistance Program covers a wide range of issues like relationship challenges, child and elder care, and diagnosed mental illnesses like chronic depression, fear and anxiety, Obsessive Compulsive Disorder, Bipolar Disorder, and PTSD, to name a few. The services of an Employee Assistance Program are offered to employees in all workplaces by stand-alone EAP vendors, who deliver these programs at no cost to all employees of an organization. The services are rendered to employees via phone, video consultations, online chats, e-mails, and face-to-face interactions in the workplace. In some organizations, the Employee Assistance Program is not restricted to employees but is made available to their immediate families, spouses, and children.

Psychological Counselling – An overview

To get a clear picture of what psychological counselling means, we should first understand the myths around the same. The general stereotype around counselling is that counselling is giving advice, judging a person, or offering a magic solution to one’s problems in life. However, the reality of counselling is far from what we think or assume.

Counselling is a process by which an employee/client and a counsellor set aside time to explore difficulties related to an employee’s stress, emotions, or feelings. In a much simpler viewpoint, counselling is nothing but a trained expert helping an employee/client see things more clearly without judging them and by maintaining strict confidentiality.

Top 3 reasons why employees approach a counsellor:

Although counselling through the Employee Assistance Program in the workplace can be availed for several reasons, there are 3 primary reasons for employees to approach a counsellor.

Relationship struggles:

When there is a bump in a relationship, it tends to affect both partners. This becomes even more formidable if the partners belong in the same workplace. Whether Pre-marital or post-marital conflicts, divorce, breakups, or parenting challenges, relationship issues affect an employee emotionally. Though there is a lot of hesitation in our society to pick up the phone and contact a counsellor, a significant number of employees in recent years have been approaching counsellors through the Employee Assistance Programs in their workplaces to settle their relationship issues and get better control of their lives.

Stress and Anxiety:

In this current trend, multi-tasking has become an integral part of our lives. Almost all employees in the corporate world manage their families and work simultaneously. This constant pressure to satisfy both ends puts them under tremendous anxiety and stress. Especially for parents with adolescent kids or kids with health issues, and those employees with a diagnosed mental health condition or those with a dependent elderly, the pressure seems never-ending. Sometimes, we need proper planning, simple hacks, and guidance to sail through tough times. This is where counselling support from the workplace helps. Counsellors can help clients gain insight and perspective of their situations and help them plan their activities to ward off unnecessary stress and anxiety. To achieve this, every organization must train and sensitize their employees to be empathetic and genuinely help their peers by driving and convincing them towards counselling support.

Suicidal thoughts:

When a person encounters suicidal thoughts, immediate intervention is required. Counselling support acts as a saviour for people who are emotionally distressed to the extent of taking a drastic step. Counsellors are equipped with skills to talk and understand their client’s points of view and lend a listening ear. Sometimes, a mere vent of frustration is enough to change the entire thought process and the course of action. So, if you notice your colleague, a family member, or a friend in emotional distress, convince them to talk to a psychologist through your workplace Employee Assistance Program immediately.

Signs that someone needs counselling:

All organizations must train their employees to be vigilant of their colleagues and family members so they can receive proper support at the right time.

Warning signs that someone needs help are,

Mood swings, Burnout, Constant worry, Frustration, changes in social behaviour, Confusion, Dipping performance, Addiction, Short temper, and Lack of sleep.

Benefits of EAP for an organization:

Now that we know how the counselling process works and how it helps employees surmount their emotional struggles, let us move on to the benefits of EAP for an organization. With the Employee Assistance Program support, there is

• Reduced absenteeism
• Reduced worker compensation claims, health care costs, accidents, and grievances
• Employee safety and security in the workplace
• Enhanced employee productivity in the team
• A positive work culture that leads to reduced employee turnover costs
• Better morale in the workplace

If you are an organization looking to implement EAP support, write to us at connect@cecureus.com. Visit our portal to book an appointment if you are concerned about yourself or a loved one. For more blogs, vlogs, workshop announcements, and event updates, visit our official website,?www.cecureus.com.

Emotional wellness is an integral part of our overall well-being and affects our day-to-day functioning and behaviour. If left unchecked, overwhelming emotional problems can unsettle our lives and the lives of those around us. The extended pandemic has thrown a sharp focus on our emotional wellness and has left numerous employees across sectors wondering how to achieve emotional wellness for themselves and their loved ones or someone they know, so they can cope with situations better.

Based on the Workshop conducted by CecureUs in collaboration with Dr. Bhavna, we discuss the different ways of assessment of the level of emotional wellness of employees, understanding the severity of our problems, taking corrective measures, and building a lifestyle to help employees feel better now and going forward in the new post-covid normalcy that will hopefully soon follow.

Part #1 of this blog looks at multiple ways to effectively assess the emotional wellness of employees and identify what problems may be ailing them. The assessment can then help us recognize the kind of help they may need or the changes to make in their day-to-day lives to feel better and maintain healthy emotional wellness.

We begin by asking – What is Emotional wellness?

Emotional wellness can be defined as the state of well-being that allows an individual to:

• Fulfil their potential
• Be able to cope with problems and situations better even in times of adversities, like Covid-19
• Be able to do productive work while having a sense of purpose
• Be able to make a contribution to society

While these definitions give any employee keen to make an assessment or an overall understanding of how emotional wellness feels, they may not help us gauge our problems or emotional well-being completely.

To do that, we discuss three assessments that can help evaluate the emotional wellness of ourselves or those around us.

Assessment of the level of Emotional Wellness:

Self-assessment based on some specific parameters:

Our emotional states depend on our problems and manifest in different ways. Emotional wellness is also unique from person to person. Some of us may feel frustrated more often, and some may feel extremely tired and spent emotionally and physically. Many of us may also question our physical and emotional capabilities because of our problems, and some may be experiencing body aches and pains more than the usual threshold. Headaches, disturbed sleep patterns for long periods, negative thoughts, and prolonged low levels of concentration and motivation are a few more parameters that can help us understand the impact of our problems on emotional wellness. These parameters are easy to comprehend through simple self-assessment tests.

If an employee has been experiencing any or more of the above for prolonged periods, it clarifies that their emotional wellness is not currently up to the mark and needs all the attention it can get.

Identifying our potential:

Potential versus achievement can reveal to an employee the information about their emotional states. One of the best ways to identify our potential and emotional wellness is by performing a SWOT analysis. SWOT is nothing but an S – Strength, W – Weakness, O – Opportunity, and T – Threat analysis.

Strengths and weaknesses are generally temperamental or based on character and feelings. Opportunities and threats are circumstantial.

If an employee has identified their potential and sees that their performance falls short of their current potential, it could be a red flag.

This is another assessment that can help an employee identify any problem with their emotional wellness.

Types of responses to critical incidents:

Any incident draws out a response from us, however minute. (An apt example of a critical incident is Covid-19). Our bodies and minds are no different. Based on what’s happening around us, or even within us, or the problems we face, our emotional wellness changes, and there are several ways our body responds to critical incidents, be it at home or at work. These physical and emotional responses may sometimes be unbeknownst to us, working as symptoms of deeper emotional problems that we need to be aware of.

Below are the different types of responses to critical incidents that help in assessing our emotional wellness:

 – Somatic Responses:

1. Somatic responses mean bodily responses, which are mentioned below.

• Insomnia – Is a sleep disorder that affects the ability of an individual to have a good long sleep.

Insomnia can be classified into 3 types:

Initial Insomnia (An individual finds it difficult to fall asleep. Sleep always seems farther away than desired), Middle Insomnia (An individual finds it difficult to remain asleep and wakes up several times in between, effectively breaking the sleep cycle), and Terminal Insomnia (An individual wakes up much earlier than desired and cannot fall asleep again).

• Emotional Eating – Overeating or giving up on food due to appetite loss.
• Aches and pains – You May feel aches and pains in different parts of the body without much reason for the aches.
• Heavy head, headaches – Pain in the front part of the brain (frontal cortex), migraine.
• Palpitations – Irregular beating of the heart. Most commonly feels like the heart skipped a beat or beats too fast.
• Fatigue and tiredness – Feeling emotionally and physically drained, tired, and low on energy.

– Cognitive Responses:

1. Difficulty in paying attention, poor concentration, and loss of focus
2. Indecisiveness
3. Increase in forgetfulness
4. Procrastination
5. The ruminative pattern of thinking – Thinking of something particular for a prolonged period

– Affective Responses:

1. Internalizing stress to our problems manifests as follows – feeling low, disinterest in activities, negative thought processes, social isolation, feeling hopeless and helpless, being prone to anxiety and phobias, and OCD.
2. Externalizing stress manifests as anger, short-temper, Irritability, and displaced anger (Showing anger meant for someone or some other situation on someone else)

– Behavioural Responses:

1. Demotivated and discouraged
2. Procrastinating
3. Less productive
4. Avoiding situations and absenteeism
5. Presenteeism – Being present physically but mentally and emotionally absent.
6. Overindulgence in social media
7. Increased consumption of caffeinated drinks like Tea and Coffee
8. Increased consumption of Alcohol
9. Smoking
10. Use of drugs (illegal substances or self/unauthorized prescriptions of pharmaceutical drugs

The responses help in the assessment of emotional wellness in a more detailed and descriptive manner. If an employee notices some or many of these responses or reactions in themselves or someone near and dear to them, chances are the employee/ dear one’s emotional wellness is not healthy.

Assessing and identifying form the first few steps to emotional wellness. However, acknowledging that one’s emotional well-being is not healthy is of prime importance. Once this is achieved, emotional recovery can be facilitated much more effectively. The resultant healing would help us deal with the current situation and equip us to be better prepared for any situation that life may throw at us without overturning our emotional and mental well-being.

To know more about our Prevention of Sexual Harassment (PoSH), Diversity, Equity and Inclusion (D,E&I) and Employee Assistance Programs (EAP) solutions do  write to us at connect@cecureus.com or call us at +91-7200500221.

What is Mental Health First Aid?

Mental Health First Aid is nothing but a concept similar to first aid but aimed at assisting people to maintain good mental health and a process to intervene. It is the first-hand assistance offered to any human experiencing new or worsening mental health problems or any individual in a mental health crisis.

Those trained in this field to offer assistance to people going through emotional distress are called mental health first aiders. The duty of mental health first aider is to identify the person at risk and refer them to a professional.

Why understanding what mental health is & mental health first aid is the need of the hour?

The concept of mental health and mental health first aid is still alien to our sub-continent, given the fact we have more than 1,39,000 people succumbing to suicide in 2019 alone, the highest in the last 10 years!

With technology engulfing our physical world, limiting human touch when virtual interaction took over as the new normal, it is high time that corporates educate their employees and human resource professionals on knowing more about what mental health is all about and how to identify people struggling with mental health challenges.

Through the certification course by the Mental Health First Aid India came an opportunity to equip me as mental health first aider. This helped me identify those struggling to maintain mental health and the process of intervening when anyone’s mental health and safety are compromised. This was beneficial in both walks of my life, both professional & personal.

Mental health first aid can be a boon to employees dealing with mental health issues like anxiety, fear, substance use, eating disorders, gambling and addiction problems, etc. Mental health first aiders are equipped with the knowledge to guide and provide assistance to individuals experiencing mental health crises like suicidal thoughts, maniac depression, psychosis, panic attacks, trauma and abuse, addiction-related issues, and other aggressive behaviours until the time they contact a counsellor.

Mental Health First Aid certification for Human Resource Professionals

We still see a stigma attached to any employee who visits a therapist/psychologist in our workplaces. Let us get some perspective on this. A psychologist is similar to your dentist or a personal trainer, who gives you the needed assistance. Obviously, the function varies and is centred around mental health, but the willingness to seek self-help and ensure safety and overall wellbeing is something no human should resist or stray away from.

Know the signs, know how to talk:

As a human resource professional for 7 years with a background in mental health and social work, psychology has always been my prime area of interest. Human interaction and mental health and wellness have been the centre of my work life. With the majority of an employee’s day spent at work, I feel that Human resource professionals should be primely equipped to identify warning signals of employee mental health problems to offer assistance before it is too late.

If you are a human resource professional, you must know the warning signs of mental health issues and crises to offer assistance to employees without delay. Some warning signs to watch out for may be,

• bizarre or unusual thinking
• hallucinations
• decreased social interactions
• dip in performance or sudden loss of focus
• emotional outbursts
• substance use
• guilt or worthless feeling

If any of your employees are experiencing any of the above symptoms, initiate a conversation. Instead of asking, “What is wrong with you?” ask, “How are you feeling?” Be transparent about your concerns about mental health. Let them know that you have approached them in their best interests. Respect the employee’s feelings and do not judge. Be empathetic while talking. Remember that dismissing their feelings or trivializing their emotions will worsen the situation. Know what to talk, how to talk.

The fact is mental health issues themselves are a broad spectrum. This makes mental health first aid training an absolute necessity for human resource professionals. The concept of this certification on mental health first aid for managers and human resource professionals is to read the signals of those employees identified to have mental health issues and empathize with them until a professional intervention is set in place.

Most multinational corporations have EAP – Employee Assistance Program. But the question is, do your employees feel confident to approach these platforms to open up about their mental health issues and seek assistance?

So, what if an employee or a friend of yours starts showing physical distress about a recent life incident. How would you approach them and explain that all humans have emotional vulnerability at some point in life?

Does talking about depression and suicide in humans still taboo for you?

These are the questions that need to be asked and barriers that will need to be removed to become a mental health first aider.

Never underestimate the power of a conversation.

About the Author:

Charles Vinoth F is an International HR Business Partner with Mphasis who comes with an experience of 7 yrs in the field of HR.

He holds a Master’s Degree in Social Work with HR specialization from Madras School of Social Work – Egmore, Chennai & A Bachelors Degree in Commerce from Loyola College – Chennai.

HR by profession and an Artist by passion who loves to pause, inspire, and share.

To know more about our Prevention of Sexual Harassment (PoSH), Diversity, Equity and Inclusion (D,E&I) and Employee Assistance Programs (EAP) solutions do write to us at connect@cecureus.com or call us at +91-7200500221.

 

 

The year 2020 has been a ton load of all things unexpected. From having longed for unlimited work-from-home a year ago, today, most employees yearn to go back to our “normal” routines, to our workspaces, but alas!

However, considering the personal safety and safety of those around us, working from home seems the best option in current times. With the unsettling pandemic, putting our health and safety at risk would undoubtedly be unwise.

While some employees have adapted fabulously to the indefinite Working from home with assistance from their organizations, some find it all the more stressful, with the workspaces invading our homes and the work-from-home culture merging the boundaries between professional and personal lives, putting their emotional health and safety in jeopardy.

Here are a few practical but easy-to-implement tips to help you settle down better at your home workspaces, balance your work and home front, and make working from home a smooth ride.

A Dedicated Workspace:

Set up a workspace that you would use only for office work, however small that space is. Considering the pandemic, employee safety, and some employees working from their hometowns, many organizations provide their employees financial assistance to set up a workspace at home. See if your organization provides that assistance and avail the same. Use ergonomic chairs for back and neck support to avoid feeling weary by the end of a working day. It would be best if your workspace is not superimposed on your personal area of the home that is meant for relaxation. Make space for your coffee (or beverage of your choice) mug, notebooks, and other stationery you may need while working. Doing this would help you stay more focused when working and more at ease while you relax.

Draw boundaries and set expectations:

Decide on your working hours and ensure that your team is aware of the same. Beginning and ending your working hours at stipulated times helps you set expectations and ensures that you have a regular routine. Keep children away from workspaces. This brings more focus during your working hours. Make sure that you disconnect as soon as you are done with your work. Keeping your work-related devices at a place, not within easy reach further helps with the temptation of checking that mail that came in just as you were logging off or ending your working hours. (Probably saving you another 2 hours you may spend more at work, and helps spend more time with your family!) Times are challenging. If any of your loved ones are affected by Covid or your safety is compromised, inform your manager and team so that they can plan the work accordingly. If you feel overwhelmed, contact a counsellor through the Employee Assistance Program. This will relieve you of the stress and provide emotional assistance and coping mechanisms.

Take breaks:

While at office workspaces, we have colleagues and teammates who ensure that we step away from our desks and systems for a break, even if it is just for a few minutes. At home, however, the chances of us losing track of time are at an all-time high. Breaks are needed to correct our postures and stretch, failing which our joints and muscular health and safety would be compromised. Set reminders to take a 5- or 10-minute break every two hours, move around a bit, and take a few sips of water. Resist looking into your mobiles during these times and instead step out for a breath of fresh air. This can help you clear your mind for the working hours, feel more relaxed when returning to workspace, and lower your stress levels, helping you get back to work refreshed. The employee assistance programs offer workshops that help you manage your time and health better. Register for the workshops to get the needed assistance to focus on your work better.

Maintain a to-do list:

Create a To-do list that you can access from all your devices. If there is something that you remember to do, even as you relax, update your to-do list so you can refer to it when you next get to your workspace. Having an accessible to-do list helps you prioritize your work and keep track of all tasks you need to accomplish. Not only does it give you a clear picture of

your day, but a to-do list also gives you a sense of purpose and a sense of accomplishment that does wonders to your mental well-being and emotional safety.

Staycations:

Several employees have been putting off utilizing our paid leaves, stating that we are already home and do not feel the need to take a day off. While working from home has its perks, taking a day or two off can do wonders for an employee’s emotional safety, wellness, and physical health. While travelling is a risk to our safety and definitely is off the agenda, for now, you could always opt for a staycation and spend guilt-free time with family or friends. But also remember to follow the safety protocols. Do not go too hard on yourself if a day does not go as planned. The next day definitely ought to be better. Include physical activity in your daily routine, and try eating at least two healthy meals for immunity and safety during this pandemic.

These tips are simple but can make a huge difference in offering assistance to maintain a sound work-life balance while working from home during this pandemic.

To know more about our Prevention of Sexual Harassment (PoSH), Diversity, Equity and Inclusion (D,E&I) and Employee Assistance Programs (EAP) solutions do write to us at connect@cecureus.com or call us at +91-7200500221.