Work Smart Corporate Wellness Blog
WELCOME! There are TWO blogs on this website.
The Live Smart Resiliency Blog provides tips on helpful ways to cope with everyday life stressors. Discover more about these strategies by clicking the green Live Smart Resiliency Blog button.
The second is this Work Smart Wellness Blog which addresses workplace challenges and strategies to promote a comprehensive workplace wellness program.
This Work Smart Corporate Wellness Blog highlights articles from our Corporate eBrief, Path To Wellness that has been publishing employee wellness information since 2002. It focuses on employee and corporate wellness strategies for the beginner to the seasoned professional. Our hope is that it will provide you with how-tos and update you on significant research and statistics that may assist you in your wellness initiatives. For specific wellness topics, use the search feature at the top of this website.
To receive the full eBrief every month, click Here or on the "Absolutely!" link at the bottom of this page. New subscribers will receive a free white paper on Wellness Programming: Developing Buy-In.
We welcome your input, your questions and your best practices. Have a specific topic in mind? Use the search button to find posts that address specific stress or wellness issues.
Effective leaders address staff performance reviews throughout the year, providing positive acknowledgment and necessary coaching to address issues.Read More
Effective communication is practiced by successful leaders. An effective leader is able to tell the story, and the facts, to bring people on board.Read More
Difficult People and Managing The Emotional Contagion. Employees working in groups can catch emotions like viruses, known as emotional contagion.Read More
Taking time to learn about mental illness could make all the difference to a colleague. How To Promote In Your Workplace? Five Action Steps For EmployersRead More
The hardest part of work-life balance is around making choices based on your priorities. Find out what employers can do to be supportive.Read More
Family friendly programs are programs that free up time and energy or those that bring more satisfaction to family related matters.Read More
Four Steps To Take Your Workplace Wellness Program To The Next Level by targeting specific drivers and integrating it into the fabric of the organization.Read More
Stigma around mental illness is perhaps the biggest barrier to care. Fear of being criticize or judged may prevent them from reaching out for support.Read More
Workplace Wellness: Well-Being Continuum. Are you offering tools, and resources aimed at promoting employees well-being and preventing psychological harm due to workplace factors?Read More
Leaders can help their employees prevent burnout. Burnout is about feeling empty, lacking in motivation, and beyond caring.Read More
As an employer, you have an obligation to protect the health and safety of your teams by ensuring that all workers performing work are Fit for Duty.Read More
Happiness does not just happen. As a leader, look at how you can you focus more on gratitude, generosity and self-care within your teams.Read More
Social Connections. Employees are feeling more isolated and alone and leaders need to focus on building support and social connection.Read More
Supportive Conversations. We need to get over our fears and we need to treat the person who may be suspected of dealing with Depression with the confidence.Read More
Workplace Wellness: Return On Investment Through Participation.Read More
Employers must reduce stress that can double the risk of disability associated with depression and they need to make disability management a priority.Read More
Motivation Workplace Wellness. It is not until someone has a clear mental picture of the future that they can hope to be successful.Read More
Building Your Wellness Budget. As budgeting and resources continue to be a barrier to offering a comprehensive wellness program, practitioners need to be able to effectively present their budgets and their rationale to top-level management.Read More
Workplace Wellness and Leaders. In the quest to achieve a strong, and flourishing company, the leadership team must be physically and mentally healthy.Read More
Is Your Workplace Doing Enough To Protect Your Employees? “When one fears that nothing will be done or that they will not be taken seriously, sexual harassment can run rampant in an organization.” The Canadian Labour code defines sexual harassment as any conduct, comment, gesture, or contact of a sexual nature that is likely to cause offence or humiliation to any employee; or that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. Sexual harassment is unwelcome and unwanted, yet 50% of Canadian women say that they have experienced sexual harassment over their careers, making it commonplace. (Insights West) Of the 28% who have reported the harassment, only 46% said that the offending employees were penalized or reprimanded. It is no wonder that there is such a low expectation for significant action…and why the #MeToo campaign took off like wildfire. So What Should An Employer Do…5 Strategies Step One: Create A Policy This policy is essential to starting the conversation around what is appropriate and what is not. It starts the conversation around the grey areas. 30% of respondents to the Insights West survey said that the didn’t report the harassment because they didn’t feel that their employer would do anything about the complaint and 27% feared retaliation. Step Two: Create Clearly Outlined Procedures Outline an easy to follow complaint procedure within your Policy. Identify a person or department that will respond to the complaints and how to by-pass their immediate supervisor if they feel that they are not responsive or part of the issue. Step Three: Train, Train and Deliver More Training There is a duty to train that the employer MUST follow. Employees and leaders need information and instruction on the content of the policy and the intent of the policy. They need to know the complaint and investigation process. They need to be aware of the levels of corrective action that can be taken. Step Four: Respond and Investigate Act quickly and investigate thoroughly. Any time a complaint […]Read More