In today’s changing business landscape, organizations are increasingly recognizing the importance of employee well-being. Mental health is taking center stage as a critical aspect of overall wellness, and Employee Assistance Programs (EAPs) have become a vital tool for fostering a healthy work environment. However, despite significant investments in EAPs, many organizations struggle with low utilization rates, resulting in challenges like low employee Net Promoter Scores (eNPS), high attrition rates, and increased absenteeism. If your organization is facing these hurdles, Infinit Care is here to guide you in maximizing the impact of your EAP investment. Understanding the ChallengesSeveral factors contribute to low EAP utilization. Lack of awareness tops the list, as employees may not fully grasp the scope and benefits of the program. Complicated rules, along with the misconception of "not needing it now," deter employees from seeking support. The stigma surrounding mental health often prevents employees from taking advantage of available resources. Moreover, gatekeepers, both within the organization and externally, can inhibit employees from accessing EAP services. Finally, a generic, one-size-fits-all messaging approach fails to resonate with diverse employee needs. Empowering ChangeTo overcome these challenges and elevate EAP utilization, a strategic approach is essential. Infinit Care recommends a multi-faceted strategy that revolves around data, communication, and a comprehensive well-being roadmap.1. Data-Driven Insights: Start by evaluating mental health data from various sources - your EAP provider, mental health specialists, and HR analytics. This data can provide insights into utilization patterns, helping identify gaps and opportunities for improvement.2. Employee Well-Being Assessment: Implement employee well-being assessment tools, either from vendors or self-administered. These assessments help track the impact of EAP services, ensuring that the program aligns with employees' evolving needs.3. Employee Surveys: Conduct regular surveys to gauge employee stress levels, job satisfaction, burnout, and perceptions of work flexibility, morale, and company culture. These insights offer a pulse on the organization's mental well-being and identify areas for intervention.4. Workforce Data Analysis: Analyze workforce data on productivity, absenteeism, and attrition. Connecting EAP utilization to these metrics can illustrate the program's impact on employee performance and retention.5. Establish Measurable Goals: Set achievable and measurable goals for cultural change, both within the organization and with EAP vendor partners. A focused approach helps align efforts towards meaningful outcomes.6. Integration with Strategy: Embed your EAP utilization strategy within your organization's balanced scorecard or a similar framework. This integration ensures that mental health initiatives are integral to your organization's overall strategy. Creating a Well-Being RoadmapA critical aspect of driving EAP utilization is to develop a comprehensive well-being roadmap. Infinit Care advocates for a strategic plan that goes beyond simple budget increases. Instead, organizations should focus on creating a transformative plan that addresses the root causes of low utilization. A roadmap includes a step-by-step approach to improving awareness, reducing stigma, simplifying access, and enhancing the overall employee experience. <img src="https://lh5.googleusercontent.com/OQGTYYWiww6uI8TKepIR52r3YHRYBiB0On1fa3eLjD71UPxIq24XL_vWwjX4uNZlLAZ0sDlmXbdEtzLJCtzPzVBn2EIZdsbrPE245Jt99MVE3F25-VegQ9rdkI2bp9kJSy0XPDWQO1CUQhWCT8aplTY" height="424" width="624">In 2024 and beyond, allocating 5% more to your EAP budget may not be enough to trigger significant changes. A structured plan, tailored to your organization's unique needs, can unlock your employees' potential and drive positive outcomes for both individuals and the organization.Improving EAP utilization is not just about investing more; it's about investing smartly. By addressing the reasons behind low utilization and implementing a strategic approach that leverages data, communication, and a well-being roadmap, organizations can witness a remarkable transformation in employee engagement, satisfaction, and overall mental well-being. With Infinit Care as your mental health partner, you're poised to unlock your employees' potential and foster a thriving workplace culture in the coming year and beyond. <blockquote class="ql-align-center">Plan for step-change and unlock your employees’ potential!</blockquote><a href="https://infinitcare.co/contact-us" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 102, 204);">Talk to us today.</a>

In today’s changing business landscape, organizations are increasingly recognizing the importance of employee well-being. Mental health is taking center stage as a critical aspect of overall wellness, and Employee Assistance Programs (EAPs) have become a vital tool for fostering a healthy work environment. However, despite significant investments in EAPs, many organizations struggle with low utilization rates, resulting in challenges like low employee Net Promoter Scores (eNPS), high attrition rates, and increased absenteeism. If your organization is facing these hurdles, Infinit Care is here to guide you in maximizing the impact of your EAP investment.

Unlocking Employee Potential: A Guide to Improving EAP Utilization in 2024

Workplace safety is usually associated with the employer’s ability to control the recognized health hazards in the workplace. Guidelines and safety protocols are provided, pursuant to the Occupational Safety and Health (OSH) regulations under the law (Republic Act No. 11058). However, an important factor of this safe workplace is often put on the sideline: psychological safety.&nbsp;	The concept of psychological safety in the workplace was introduced in 1999 by Amy Edmondson, an organizational behavioural scientist, in her paper entitled: ‘Psychological safety and learning behavior in work teams’. In an interview, Edmondson describes psychological safety as,“a workplace where one feels that one’s voice is welcome with bad news, questions, concerns, half-baked ideas and even mistakes.” Edmonson in her paper expressed that companies with a trusting workplace culture performed better. In psychologically safe workplaces, employees feel safe, secure, and are able to work without fear of negative consequences.&nbsp;&nbsp;	One major barrier of ensuring psychological safety in the workplace is bullying. Contrary to popular belief, bullying exists and happens in the workplace. According to ACAS in the UK, bullying is a behaviour from a person or group that's unwanted and makes you feel uncomfortable, including feeling: frightened, less respected or put down, made fun of, or upset. The lack of action against bullying in the workplace, both on the part of the employee and the employer, can lead to further negative consequences. A victim of bullying is likely to experience both physical and mental effects such as feeling anxious before work or when thinking about work and dreading work and wanting to stay at home. The performance of an employee who is a victim of bullying is heavily affected; this also impacts the performance and productivity of a company.&nbsp; 	It is believed that psychological safety in the workplace is the gateway to success. Edmonson in partnership with The Fearless Organization developed The Fearless Organization Scan which measures the level of psychological safety in their closest context in an organization. There are four dimensions in the scan, namely:&nbsp;<ul><li class="ql-align-justify">Attitude to risk and failure - the degree to which it is permissible to make mistakes;&nbsp;</li><li class="ql-align-justify">Open conversation - the degree to which difficult and sensitive topics can be discussed openly;&nbsp;</li><li class="ql-align-justify">Willingness to help - the degree to which people are willing to help each other; and&nbsp;</li><li class="ql-align-justify">Inclusivity and diversity - the degree to which you can be yourself, and are welcomed for this.</li></ul>	You can conduct a survey with questions about psychological safety to determine the level of psychological safety. It is suggested that this survey be conducted anonymously; this way an employee who feels unsafe will be more likely to answer the survey honestly. Another way of measuring psychological safety is through conversations and dialogues by using statements about psychological safety as talking points.&nbsp;&nbsp;&nbsp;&nbsp;There are several challenges in creating a safe workplace, especially a psychologically safe one. It is important to note that it begins with a simple step - acknowledging that psychological safety is an essential part of a safe workplace.&nbsp; Source:Dennis Relojo-Howell: Here’s Why Psychological Safety in the Workplace Is Important – And How to Foster It; 2019 <a href="https://www.psychreg.org/psychological-safety-in-the-workplace/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">https://www.psychreg.org/psychological-safety-in-the-workplace/</a> accessed 8 November 2021&nbsp;Cory Stieg: ‘Psychological safety’ at work improves productivity–here are 4 ways to get it, according to a Harvard expert, 2020. <a href="https://www.cnbc.com/2020/10/05/why-psychological-safety-is-important-at-work-and-how-to-create-it.html" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">https://www.cnbc.com/2020/10/05/why-psychological-safety-is-important-at-work-and-how-to-create-it.html</a> accessed 8 November 2021 ACAS Working for Everyone: If you're treated unfairly at work. <a href="https://www.acas.org.uk/if-youre-treated-unfairly-at-work/being-bullied" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">https://www.acas.org.uk/if-youre-treated-unfairly-at-work/being-bullied</a> accessed 8 November 2021 &nbsp;The Fearless Organization Scan. <a href="https://fearlessorganization.com/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">https://fearlessorganization.com/</a> accessed 9 November 2021

Psychological Safety - What is it really?

In November 2022, the <a href="https://newsinfo.inquirer.net/1691966/millennials-gen-z-majority-of-callers-on-mental-health-hotline" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">National Center for Mental Health reported that the majority of callers to the national mental health hotline in the past year were below 29 years old.</a> Common concerns include feelings of anxiety and depression, and issues with their relationships.&nbsp;At Infinit Care, we see the same signals that this generation has lower well-being scores than older generations. In a survey conducted by Infinit Care between July to September 2022, we found that <a href="https://www.rappler.com/brandrap/workers-philippines-well-being-crisis-are-employers-wellness-programs-enough/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">employees aged below 30 years old scored lower on the World Health Organization’s Well-Being Index (WHO-5).</a> Moreover, the statement that scored the lowest in this demographic, across industries was “I woke up feeling fresh and rested”. Not only are Gen Zs feeling low, they’re also not getting the rest they need to face challenges in the workplace. Is this all in their head?<a href="https://www.bmj.com/content/361/bmj.k2608.full" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">Some studies </a>indicate that the higher numbers of Gen Zs reporting that they have mental health concerns is less about them having more mental health challenges than older generations, and more about them feeling confident to speak up about what they’re going through due to higher mental health literacy.&nbsp;<a href="https://www.apa.org/monitor/2019/01/gen-z" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">Financial and workplace stress</a> dominate their top reported concerns, affecting how they show up in the work. According to the <a href="https://healthmatch.io/blog/the-gen-z-mental-health-wave-what-is-causing-the-surge#:~:text=Research%20also%20indicates%20that%20Gen,%C2%B2" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">American Psychological Association (APA)</a>, while this cohort is least likely to self-rate their mental health as “very good”, they’re also the ones who are more likely to reach out for help. And if they don’t get the help in a timely and relevant manner, especially at work, they’re <a href="https://www.cnbc.com/2019/10/08/millennials-gen-z-have-quit-jobs-due-to-mental-health-issues-survey.html" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">more likely to leave their jobs</a> due to mental health reasons. Impact in the workplaceAs employees spend 8 or more hours at work in a day, it is important to maintain good well-being to effectively contribute in the workplace. In a <a href="https://www.cnbc.com/2019/10/08/millennials-gen-z-have-quit-jobs-due-to-mental-health-issues-survey.html" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">survey</a> conducted in the US among Millenials and Gen Zs, 61% said their mental health affects their performance at work and 37% said their work environment has affected their state of well-being.<a href="https://www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-health/mental-health/index.html" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">Poor mental health</a> has a negative impact on employee engagement and communication with colleagues. It also hampers important cognitive functions like decision-making and problem-solving. In knowledge industries specifically, ensuring that employees are mentally well is critical to achieving organizational objectives.&nbsp;It is in the interest of organizations to provide employees with mental health support considering the impact that poor mental health has on job performance.What can organizations do about Gen Zs and their mental health?Gen Zs will make up <a href="https://www.weforum.org/agenda/2022/09/the-4-expectations-gen-z-teams-have-workplace-future?DAG=3&amp;gclid=Cj0KCQiA5NSdBhDfARIsALzs2EBfRonmUTnQ8c3RajTjx29wKnfYPYh6lCSQqhxLHnD50WuOhHKLwVUaAqNFEALw_wcB" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">more than 30% of the workforce by 2025.</a> And in an increasingly stressful work environment, Gen Zs will come to demand more from their employers when it comes to mental health support.&nbsp; ﻿Here are a few practical ways to get started: Build strong support systems at workAs the generation who have newly entered the workforce, many of them may still be learning the ropes and feeling overwhelmed by job demands. Look after those who just joined the company in the last two to three years - they’re the ones who started working in the middle of a global pandemic, having had to manage the challenges of remote work, and feeling isolated from their colleagues in the process.Line managers should organize regular check-ins, and senior workers should be encouraged to reach out to their younger colleagues from time to time to see how they’re coping. As face-to-face interactions return to higher frequency, take the time to build work relationships through the regular meetings and occasional team building activities. Develop a holistic approach to wellnessMany mental health professionals would advocate a proactive and holistic approach to looking after one’s well-being. It is not enough that the workplace provides access to counselors and psychologists - while definitely helpful, preventive approaches can be more effective in tackling mental health concerns.Most organizations already have wellness efforts such as promotions centered on healthy eating and exercise. Integrate these programs with the mental health initiatives by touching up on the importance of sleep and rest in building good mental hygiene. Encourage healthy habits like meditation and mindfulness exercises into the wellness agenda. Offer more flexibility by adopting a hybrid approachGen Zs are digital natives. Make it easy for them to voice out their concerns and get the support they need by ensuring that mental health professionals and other resources are available 24/7, with a touch of a finger.&nbsp;As workplaces move to a long-term hybrid set-up, revisit your mental health programs and also employ a hybrid approach in providing support. Allow employees to go to counseling virtually, in the comfort of their own homes, but also organize regular schedules in-person for those who are more at ease with face-to-face interactions. The key is to have more flexibility in the programs that you implement. Encourage mental health breaksIt’s already 2023. Employees should not feel judged for taking a break to look after themselves. Oftentimes, people crave for a mental health day when they’re on the verge of burnout. Before things go from bad to worse, encourage employees to take their vacation leaves and not put them off towards the end of the year.&nbsp;Revisit your company culture especially around meetings. Are you always organizing hour-long meetings…back to back? Try shorter meetings, and ensure breaks are put in between sessions to allow employees to focus on their work or have some quiet time. Perhaps even institute no-meeting Fridays to lessen the stress felt by employees by a toxic meeting culture. Create an open culture that focuses on employee well-beingIt all boils down to creating a culture where well-being is put front and center. Leaders have to model how to look after one’s mental health to their subordinates by showing them that they too can end work on time, and take vacations and self-care days.&nbsp;During town halls or smaller department-level meetings, carve time for sharing of mental health stories: create an environment where mental health is openly talked about minus the stigma and judgment. It’s even more powerful when leaders model vulnerability and openness by leading the way in demonstrating that it’s okay to not be 100% at all times. What’s important is one is taking the steps to look after themselves.Gen Zs are known to value purpose and work-life balance. And more and more, they like to work for organizations that align with their priorities and values. Well-being is an all-important concern for this generation. It’s high time we listen to them - everyone in the organization will benefit, even the older ones!

In November 2022, the National Center for Mental Health reported that the majority of callers to the national mental health hotline in the past year were below 29 years old. Common concerns include feelings of anxiety and depression, and issues with their relationships. 

At Infinit Care, we see the same signals that this generation has lower well-being scores than older generations. In a survey conducted by Infinit Care between July to September 2022, we found that employees aged below 30 years old scored lower on the World Health Organization’s Well-Being Index (WHO-5). Moreover, the statement that scored the lowest in this demographic, across industries was “I woke up feeling fresh and rested”. Not only are Gen Zs feeling low, they’re also not getting the rest they need to face challenges in the workplace.

Depressed Generation: Are Gen Zs more likely to have mental health issues?

With Covid-19 resulting in massive social distancing in our personal and work life, the need for a mental health service is becoming more and more pressing. Many companies are answering the call to improve the mental health resilience of its employees and are initiating the process to be in a relationship with mental healthcare provider. With many options available, what should one look out for in a Mental Health Service? A technical solution should be the major considering factor in the current climate due to its ease of access and time flexibility. As a company is made up of complex individuals, a mental health service that can provide multiple solutions and avenues will be effective in improving the mental health of the work environment.WebinarsWebinars, if you are unfamiliar with the term, is a live online conference that allows for interaction between the participants. Webinars allow for mental health experts to interact with many employees in a short amount of time. This online interaction allows for employees who are more shy to have their queries answered as they would not have to face the social pressure of a live conference. A good webinar is one that is primed and tailored for your company needs. For example, if your business is related to hospitality, it would not be helpful to have a webinar on 'Working from Home: Stress Management'.Virtual CounselingWhile many people's familiarity with counseling lies in the media conception of a therapist in an armchair, virtual counseling is becoming a popular medium for therapy. With the busy and erratic schedules that one may have, the function to book a counseling session at any moment that is suited to your schedule is extremely necessary. While Webinars provide a quick and large reaching source of education for a company, virtual counseling provides constant and personal guidance to employees. Mental resilience can be likened to training one's physical body and is a process that requires regular attention. Counseling is more than just for crisis prevention and is also becoming a necessary process for emotional growth.Resource ProvisionWhile webinars and virtual counseling are effective guides for the growth of one's mental health, they function through the presence of a mental health expert. To supplement the down time between guided sessions, an effective mental health service is one that provides resources and guides for self-growth. These resources can include info-graphics on stress management techniques or even op-eds of other people's experiences with mental health issues. Audio resources that provide meditation and mindfulness exercises can also provide immediate relief to employees experiencing a minute crisis. Availability and access to these resources allow for individuals to pace their own learning and to set personal targets and goals to their mental health education.As such, a combination of these three solutions in conversation with one another is a huge marker of an effective mental health service. The aim of these solutions is to meet as many needs as possible as everyone's learning style is different and some practices may be more effective than others. With mental health becoming more of a pressing issue for companies, an effective leader of the workplace answer the call to provide the best possible mental health service for their employees.Interested in a mental health service for your company? <a href="https://www.infinitcare.co/contact-us?ref=what-the-best-mental-health-service-can-offer/" rel="noopener noreferrer" target="_blank">Contact us!</a>

What The Best Mental Health Service Can Offer

Virtual counseling is becoming more and more common during this pandemic season. While many people’s familiarity with counseling lies in the media conception of a therapist in an armchair, virtual counseling is becoming the more popular medium for therapy. With the busy and erratic schedules that one may have, the function to book a counseling session at any moment that is suited to your schedule is extremely necessary. While Webinars provide a quick and large reaching source of education for a company, virtual counseling provides constant and personal guidance. Mental resilience can be likened to training one’s physical body and is a process that requires regular attention. Counseling is more than just for crisis prevention and is also becoming a necessary process for emotional growth.How do I know if I need counseling?If you are experiencing stress, anxiety, grief, sleeping issues, relationship issues, or conflict with others that is affecting your day-to-day life, you may benefit from counseling.Here are some reasons why people seek counseling<ul><li>Feeling a sense of isolation and loneliness</li><li>Experiencing self-doubt</li><li>Feeling sad and unmotivated</li><li>Relationship problems</li><li>Difficult life transitions</li></ul>What can I expect from a counseling session?Counseling is a process of building a collaborative relationship through conversation and exploration. There’s no one size fits all. Your counselor will seek to understand your particular concern and help you identify a solution that best fits your situation.Your counselor will ask you questions and take the time to get to know you and the specific issues that led you to seek counseling. Your symptoms, challenges and problems will be discussed in order for the counselor to help you figure out the right intervention for your specific concern. Your counselor will try to put you at ease and will not force you to say anything that you wouldn’t want to share.I think I’m ready. What’s next?Making the decision to prioritize your mental health is already a great first step. Consider <a href="https://app.infinitcare.co/users/sign_up?ref=how-and-why-virtual-counseling-works/" rel="noopener noreferrer" target="_blank">attending a first session</a> if you are still unsure about committing to therapy!&nbsp;

How and Why Virtual Counseling Works

This year's World Mental Health Day (10th October) comes at a time as the world experiences COVID-19 and the consequences of social distancing. Stress levels are high from the fear of being caught infected with the virus and from an unstable economy. Fear of losing our jobs and the potential cascading effects unto our livelihood and families generate high levels of anxieties. World Mental Health Day is a reminder that as a community, we can strengthen our connections to one another regardless.In Singapore, a study was implemented to investigate the stress levels of workers from a variety of industries. The study that was conducted by the National University Health System's (NUHS) Mind Science Centre, found that <a href="https://www.straitstimes.com/singapore/health/more-work-from-homers-feel-stressed-than-front-line-workers-singapore-survey-on" rel="noopener noreferrer" target="_blank">61 per cent of those working from home reported feeling stressed, compared with 53 per cent of front liners.</a> Working from home creates a working environment that is inseparable from one's own private life. With no physical office space, the stress from work begin disrupt the work/life balance that an individual may have cultivated prior.National University Health System's (NUHS) Mind Science Centre, found that 61 per cent of those working from home reported feeling stressed, compared with 53 per cent of front linersOn an individual level, the Center for Disease Control and Prevention (CDC) have cited ways to recognize symptoms of stress and workplace burnout such as feeling irritation, uncertain, lacking motivation and insomnia. However, a lot of the pressure to deal with mental health issues has been placed on the individual and as cited by the World Health Organization (WHO), "<a href="https://www.who.int/campaigns/world-mental-health-day/world-mental-health-day-2020" rel="noopener noreferrer" target="_blank">[investment] in mental health programmes at the national and international levels, which have already suffered from years of chronic underfunding, is now more than important than it has ever been"</a>.So as a leader or manager of your company, how should you get started with implementing a mental health program?One possible guideline is the 3Es, coined by <a href="https://www.linkedin.com/in/rudiramin/" rel="noopener noreferrer" target="_blank">Rudi Ramin</a> (a venture builder and mental health advocate), which are Engage, Educate and Embed.To engage is to have mental health become an open topic of discussion among your peers and colleagues. Much about mental health conversations is kept behind the walls of stigma. However, engaging is beyond just one's peers but also to capture the attention of your stakeholders. These individuals are able to make institutional changes and supply funding necessary for a mental health program to be initiated.Education are movements such as what the CDC and WHO has been establishing with individual training their abilities to recognize stress and anxiety symptoms. Educating also helps overcome the stigma of mental health issues by providing information that demystifies the many misconceptions we might have about mental illness, further reinforcing the ability to engage with one's peers and colleagues.Lastly, like all muscles in our body that needs to be trained, to embed is to ensure that mental health initiatives are continued and regular. One of the many myths about counseling and therapy is that these should only be used in times of crisis prevention or recovery. However, regular check ins with a trained mental health professional are becoming more common place even if one may not feel that they are suffering a crisis in the present moment. These check ins help train one's emotional resilience and allows one to constantly strengthen one's hope during a tumultuous time.As World Mental Health Day continues through this pandemic, there is a call for the leaders to begin mental health initiatives in their companies. The pandemic is now the perfect turning point for the workplace to become a mentally and psychologically safe space.

World Mental Health Day 2020 – A Call for Workplace Mental Health Programs

Remote work has been around for a good number of years now, and while more and more companies are adopting it, a lot of organizations have never even considered it until recently. As the whole world reels from the disruption brought about by COVID-19, the business landscape is experiencing an upheaval it never even saw coming. This pandemic has certainly upended our ways of working at a large scale and with no definite end in sight, as we speak.For industries and businesses that are fortunate enough to remain viable, they have moved their workforce to the work from home arrangement. It would be good to note at this point that remote work and work from home have similarities, however, the former still allowed for some semblance of freedom while the latter requires sticking to the confines of your home. This is due to the fact that this pandemic brought with it things like the need for social distancing, lesser mobility, and quarantines. Indeed, work from home presented itself as the only safe and practical option as the coronavirus rages on. Some challenges have emerged due to working from home, and they tie into the rising mental health issues of employees.Here are some reasons why this is happening:1. There is no delineation between one’s work and personal lifeA lot of employees feel that ever since they have started working from home, work has encroached into their personal space. And we’re not just talking about the spatial aspect of where we live. For most people who have had no experience working remotely, working in the same physical space where you sleep, spend time with your family, and where you supposedly “kick off your shoes and put up your feet at the end of every workday”, they feel that a boundary has been crossed.&nbsp;Because they will mostly feel like they have been exposed and are therefore losing control, they will feel anxious and scrutinized. And this will affect how they work, how they interact with their colleagues, and how they communicate.2. There are just so many distractionsOnce the novelty of working from home wears off, the distractions become more evident. There will be interruptions left and right on top of other adjustments ranging from household chores that need to be taken care of, home relationship dynamics that need to shift, and even new schedules and ways of working that need to be figured out. With all of these changes, it’s expected that employees can feel overwhelmed and stretched too thin.3. It’s just really difficult to focusBecause of the ways COVID-19 needs to be contained, the decision to move the workforce to a work from home setup had to be done urgently and abruptly. There was no time to set the right expectations with the employees nor give them ample time to prepare. And even if there were, as with anything, there is a learning curve and employees will not be able to right away identify a method that works for them given the new situation. They have had to navigate this new way of working with factors that used to not overlap with their professional life. They had to and may still be determining what works for them now that they work from home. To add to this, they surely are already restless, worried and anxious about the coronavirus and they are concerned about their health and safety, those of their family’s and friends’, among other things that they are preoccupied with4. Working from home can make employees feel detached and isolatedWhile working out of an office, you would find some employees who will prefer working on their own, but just the fact that they work with colleagues physically present around them, their social interactions are still at play. They participate in face-to-face meetings, have water cooler conversations, and go out to lunch with friends. Working from home, however, is devoid of all these. And that can really make a person feel lost, out-of-sorts and isolated. Because human beings are social creatures, no matter how much of an introvert you are, or how much you enjoy solitude, feeling lonely and alienated can gradually creep up on you.5. There is such a thing as technology fatigueWork from home is possible because of technology, however, it certainly is a double-edged sword. You need your devices to stay connected and be productive but at the same time, they can make you feel stressed and exhausted.&nbsp;Because employees are now working from the comfort of their own homes, this does not necessarily mean this is comfortable for them. Companies must realize that employees who work from home need support, perhaps even more than on-site employees, especially now that the world is battling a pandemic. How can companies help employees navigate the challenges of working from home?&nbsp;It’s clear that when employees grapple with stress, anxiety, uncertainty, worry, and loss of control, it takes a toll on their mental health. Companies should be able to help them deal with this. Where do they start?Companies have really begun to embrace online mental health services like Infinit Care. Infinit Care’s roster of services includes the provision of mental health services for employees easily accessible via an online platform, as well as telecounseling. With online counseling, employees are able to consult with mental health professionals and advocates, and it’s as easy as making a simple booking on the app. They will benefit from these experts who have years of experience, skill, and mastery under their belts. To add to that, employees can also attend mental health webinars and workshops to help equip them in nurturing and safeguarding their mental well-being. For larger companies, Infinit Care can even set up a dedicated mental health crisis helpline to ensure everyone is supported in the best way possible.&nbsp;In light of the coronavirus, companies shouldn’t just look after the physical health of their workforce. They must take a holistic approach. A lot of workplaces are really beginning to understand that they must take proactive and pragmatic steps in promoting the overall well-being of their employees and to do this, they must look beyond just their physical health. It’s no secret that companies who do so reap the rewards of healthy, resilient, emotionally agile, and productive employees.

How Working From Home and Covid-19 Contribute to Rising Mental Health Issues Among Employees

The <a href="http://bwc.dole.gov.ph/images/Linkages/DOLE_DTI_JointMemorandumCircular_No_20_04.pdf" rel="noopener noreferrer" target="_blank">DTI and DOLE Supplemental Guidelines on Workplace Prevention and Control of COVID-19</a> was updated on August 14, 2020 in the Philippines. The update raises attention towards the mental health of employees and new requirements for companies to adhere to in ensuring their mental well-being. This requires companies to be in alliance with a psycho-social organization for employees to be referred to for daily well-being or for crisis intervention.This Philippine Mental Health Law are in line with the COVID-19 pandemic which has had a negative impact on the working lives of many. As stated by the Center for Disease Control and Prevention (CDC), "Public health actions, such as social distancing, can make people feel isolated and lonely and can increase stress and anxiety.".While displaying and presenting helplines for crisis intervention are helpful tools of support during this period, they provide an impersonal and passive role for ensuring mental wellness of employees. Healthy habits for mental wellness are cultivated and trained like a muscle and require consistent and active treatments from mental health experts and from the community in the work environment. As such, enlisting the help of a psycho-social organization allows for employees to have access to quick and personal connections to address pressing mental health needs.Being allied with a psycho-social organization would mostly involve having access to mental health experts such as counselors and therapist. Other supplements include workshops and webinars that are targeted at helping employees adjust to changing phases of the pandemic. Examples include moving to a work from home lifestyle or even coming back to an open office with new pandemic restrictions. These are largely stressful changes in lifestyles that needs addressing by mental health experts. Working from home (WFH) includes the inability to draw boundaries between work and rest as the environment remains largely the same. Learning healthy ways to draw the line between home and work life in a WFH environment is becoming a necessary strategy to ensure mental wellness.On counseling, employees are allowed anonymous access to a mental health expert that can provide a professional relationship to address work and personal stresses without judgement. As the stigma of mental issues continue to be pervasive in society, a professional relationship with a counselor or therapist provide an environment to which employees can address their issues without shame or worry of their reputation being tarnished. One's public identity is an important aspect that many would want to keep secure when addressing their stresses. As such, one should ally with a psycho-social organization that ensures privacy and confidentiality for its clients so that employees are more open to reaching out to mental health experts.With these changes to the the DTI and DOLE Supplemental Guidelines on Workplace Prevention and Control of COVID-19, it has become an important and pivotal movement for mental health to be addressed in the workplace. What was largely neglected prior has become a mandatory call to action for managers and leaders of the workplace to tackle a global pandemic. It is an exciting time to see the leaders who answer this call and are ready to ensure the well-being of its employees and peers.

DTI DOLE Changes in the Philippines’ Workplace Mental Wellness

When you ask employees what makes a company a great place to work for, they usually talk about intangibles. Expectedly, they do not mention things like a generous compensation package nor grand incentives. Interestingly enough, they do not bring up things like great onsite shower and rest facilities, entertainment and game lounges, or even slick, beautiful offices housed in glimmering, modern skyscrapers. What they do point out are workplace characteristics that may not be the first ones to come to mind. The workforce of today loves belonging to companies that can walk the talk on their employees having a voice, owning their time, and enjoying the flexibility, as well as being provided diversity and inclusivity in the workplace. All these on top of being able to create opportunities to give back to the community, and getting access to learning and development, make employees extremely proud to work for certain organizations.It is no longer enough to provide good healthcare coverage or fitness gym memberships. The days of simply continuing archaic engagement activities and outdated wellness programs are fading fast if they haven’t already. Because of this current health crisis, companies are - and will continue to be - forced to think about employee well-being beyond what they have practiced for years before this pandemic hit. The coronavirus has framed for all of us how we haven’t really thought of mental health before. However, we are reckoning that, now more than ever, it’s not something we should sweep under the rug. Here are some reasons why your company badly needs a mental health program.More than ever before, today’s world is full stressorsA lot of stressors are physical and visible. Because we can see and hear these stressors, we can address them. Heavy traffic, long commutes, tight deadlines, challenging clients, heck, even a paper jam in one of the office printers. These are situations that can trigger stress, but because they occur fairly regularly and we are familiar with them, we have found ways to cope. With the pandemic, more complex stressors have surfaced or intensified: the seemingly endless loop of bad news, all the feelings that come with confinement, and just the overall sense of being in a situation you simply cannot control. See, with mental stressors, it can be an entirely different scenario. Because of the coronavirus, employees are reeling from things like the heightened rigors of parenting, the burden of sickness in the family, the pressure of marriage, detachment, and overwhelming uncertainty. With the complexity of human emotions encompassing loneliness, anxiety, and guilt, an employee shouldn’t have to look far for support.Employees are aware of the importance of mental healthThe employee of today is well-informed. It is no longer taboo to discuss mental health issues and to come forward with an admission of not knowing how to process one’s emotions and how to manage the tendencies that come with them.&nbsp;It is becoming increasingly common to disclose to a colleague that you’re having trouble sleeping because of the uncertainty you feel. There is no shame in revealing that, as a new mother, you feel guilty for leaving your baby. Especially with millennial employees, there is little to no stigma to declare that you’re feeling out of sorts or are battling depression.&nbsp;The workforce is now dominated by a generation of employees who do not subscribe to the “grin and bear it” ideology. On social media, they do not hide their anger, alarm and agitation. Facebook and Twitter broadcast people’s personal feelings and what goes through their minds.Especially in dealing with the pandemic, people openly talk about their fears and uneasiness. Employees know they can express how they feel, that it’s important for them to do so, and most importantly, they know that, when their company provides access to support, they will take them up on it.Mental health problems adversely affect businessThis seems obvious, but we have not rightfully acknowledged it and felt the weight of its value before COVID-19 happened. Mental health issues have an impact on employee morale and motivation, resulting in loss of productivity, increased human error, rampant absenteeism, and high worker turnover. As we all reel from the mental health impact of the coronavirus that is far from over, we need to get really serious about acknowledging its importance. When companies have a good mental health program in place, employees are more motivated and effective, and that can only mean good things. They can and will not only weather this storm better, but they will be key in reinventing and rebuilding after the tempest.It’s just the right thing to doBusiness owners and leaders have the moral obligation to safeguard the overall wellness of their employees - the lifeblood of the company. You shouldn’t be doing the bare minimum anymore. In this day and age, it’s imperative for companies to promote not just a healthy and fit body, but also a sound mind. The inclusion of mental health programs and initiatives should be part of every company’s strategic plan. Creating a culture that fosters mental health paves the way for employees to find meaning in the work that they do. When they feel protected, appreciated, and valued, employees contribute more than what is expected. DuPont, Barclays, and Manulife are examples of companies that have made strides in mental health advocacy. It’s interesting to see how they and other organizations will rise up to address the unique challenges that COVID-19 brings.So, where do companies start? How do they begin to look into the mental health of their workforce? This is where Infinit Care comes in. Infinit Care, as a mental health company, has stepped up to the plate to help organizations provide mental health services to their employees. Companies have taken advantage of its mental health support available via an easily accessible platform for online counseling or telecounseling done by licensed counselors and psychologists, as well as regular webinars on various mental health topics facilitated by mental health experts. For big organizations, Infinit Care can also set up a dedicated mental health crisis helpline. The need for a comprehensive mental health program that leverages technology for it to be sustainable cannot be ignored any longer.&nbsp;The coronavirus has brought to the surface more clearly than ever before the need for companies to support and empower employees to become more resilient and emotionally agile. It shouldn’t have taken a pandemic to make the rest of us realize that.In this time, it is best to begin to be in conversation with a mental health organization and understand how counseling can help your workforce and team.

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