Work Smart Corporate Wellness Blog
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.
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We welcome your input, your questions and your best practices.
Disability Management Many managers and team leaders, like yours, still don’t have the understanding or the resources to help employees after they have taken leave for depression, anxiety, addiction or other mental-health issues. Thousands of workers each year do not return to work and end up on permanent disability because of this lack of understanding on disability management. Previously, stigma and a lack of knowledge, prevented many workplace health and safety programs from including mental-health issues. More than a decade ago, the Global Business and Economic Roundtable Roadmap to Disability Management, presented a wide range of recommendations for detecting mental illness, and reducing the workplace factors that could cause or contribute to it. It placed more responsibility on employers in helping mentally...Read More
This is a hard time of year. Summer and vacation time may be a forgotten memory. Weather is changing, indicating that winter is just around the corner. Year-end is looming. Making budget is an issue. Holidays are approaching. The pressure is all around us. It is also the time of year that seasonal depression (SAD) may take hold. SAD is more than the blahs or the blues. It’s symptoms can include lethargy, sadness, disconnection, an inability to concentrate, sleep issues, a sense of worthlessness and even thoughts of suicide. I find this time of year hard and I know I am prone to experiencing the winter blahs. I know that getting outside into the daylight is one way to combat...Read More
Wellness Budget It’s tough. As wellness practitioners it can be very difficult to justify your wellness programs through a return-on-investment lens. You know it is the ‘right thing to do’, even if the ROI is not easily or immediately seen. To ensure viability and sustainability of your wellness programs, a clear understanding of the budgeting process is needed. Budgeting has three distinct areas: budget principles, budget justification and budget sustainability Budgeting Principles: How is your budget decided? • Top-down budget planning? – This is where the wellness department is given a finite dollar amount and you must run your program within that defined limit. You decide which programs are most important and how to include new initiatives. •...Read More
Often our discussions around wellness focus on the strategies company leaders can use to assist their employees. Leaders are frequently forgotten in this equation of corporate wellness. But in the quest to achieve a strong, surviving and flourishing company, its’ leadership team must also be assisted in remaining physically and mentally healthy. Leaders face unique challenges, often work in isolation and are not usually trained on how to effectively manage their stress. Click to tweet By addressing these challenges, providing information on how to better maintain their health and by building support, corporations can more effectively develop the overall wellness that they are striving for. S – Leadership Challenges – Addressing The Situations Leaders face a variety of challenges throughout...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...Read More