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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On any given day, 10 to 15 per cent of Canadians are experiencing a work-limiting mental disorder. Over the course of a year, 20 to 25 per cent of the population will experience mental disorders. Over the course of their working lives, up to 40 per cent of workers will experience a mental disorder. Fewer than 30 per cent of those who need treatment actually get it. Mental Illness Awareness Week (MIAW) is an annual national public education campaign designed to help open the eyes of Canadians to the reality of mental illness. The first full week in October was established in 1992 by the Canadian Psychiatric Association, and is now coordinated by the Canadian Alliance on Mental Illness and...Read More
Although a significant cost to an employer, there are many intrinsic benefits to providing employees with a comprehensive benefit plan. For most employers, it is the ability to find and keep highly qualified employees that is the key driver to providing these benefits and becoming an employer of choice. Despite cost containment efforts in recent years, employer spending on benefits programs for employees represents a significant cost and is currently averaging about $8,500 per full-time equivalent. And according to a recent report by industry experts at Mercer, these costs are going to continue to increase, “Affordability in a global context is taking on increasing importance as labour cost vies with the need for productivity growth to remain competitive. Sustaining benefits...Read More
From the small, mom-and-pop shop to large corporations, to even entire governments, we are plagued with shared stories of workplace bullying, harassment, and drama. And not surprisingly in today’s political climate, there is no shortage of media coverage on the ill effects of a toxic workplace. There is a difference between routine workplace hassles and working in an environment that stresses you out to the point of dread and illness. According to one definition, a toxic workplace is a workplace that is marked by significant drama and infighting, and where personal battles often harm overall productivity. One of the main contributors to a toxic workplace is a toxic leader A toxic leader, is not just a poor boss. They are...Read More
What sets a program up for failure? Unsuccessful Workplace Wellness Programs have some common characteristics, that those who are initiating wellness in their own organization, can learn from. Excellent Programs often fail because: They don’t have true commitment from all levels of management They are not accepted by the employees that they are designed to serve They don’t get the resources they need to continue They don’t address the most important health and wellness issues They may not be effective interventions to address the specific issues To ensure that wellness programming efforts are successful: Learn as much as you can about the situation: environment, the people and their issues Find out about their health needs: facts, opinions...Read More
Though everyone may want something unique from their job, there are some common things that employees want their job to provide. Overall employees want to gain a sense of confidence, competence and control. During the 1960s, clinical psychologist Fredrick Herzberg researched the reasons behind employee satisfaction and discovered that certain workplace factors contribute to job satisfaction and motivation = motivators – while a completely separate set of factors contribute to dissatisfaction = hygiene factors. This became known as the Two Factor Theory of Motivation. Herzberg found that people need to have the hygiene factors met, because they are unhappy without them. However, hygiene factors do not provide satisfaction and do not lead to higher motivation. Employees are just dissatisfied without...Read More