How Can an Employer Help an Employee Deal with Mental Health in the Workplace

How Can an Employer Help an Employee Deal with Mental Health in the Workplace Welcome to our new online series on Mental Health in the Workplace. Taking care of our employees mental health is vital and weve brought together some of the worlds experts on this topic to share their thoughts with you. Our panel of 10 specialists will tell you everything there is to know about supporting your staff when it comes to their mental health in your place of work. Nick Patel Mental disorders comprise a wide range of problems, each of which has unique symptoms and treatments.   As such, employers, especially those with diverse populations and needs, should promote activities and provide resources that address the breadth of potential challenges employees may be experiencing.   One of the major challenges of mental health is the stigma associated with talking about it.   Creating a culture that embraces openness and understanding, where employees feel comfortable discussing mental health, is a great place for employers to start. Nick Patel, CEO of Wellable. Renae Shaw There is no one ‘right’ way to help an employee deal with mental health in the workplace. However, having a company culture that enables employees to be honest and open without fear of being judged or treated differently is a great first step. It is important that those in a position of responsibility are well-trained to be able to have open and honest conversations with their team on a regular and one-to-one basis. This means that team members can advise on in-work benefits and sign post resources, such as private counselling, employee assisted programmes and local schemes, all of which can help someone in both the short and long term. Renae Shaw, Head of HR at Search Laboratory. Lee Keyes Employers can work to secure good mental health coverage in insurance policies for employees, especially parity with physical health coverage. They can also continuously scan existing policies, benefits, and structures which may present barriers to accessing mental health care. . Dr. Lee Keyes, is a Psychologist and Emeritus Director at the University of Alabama. Emma Mamo We believe that everyone should have their mental health and wellbeing supported at work. The day-to-day demands and pressures of work should not be a barrier to good mental health. Stress and poor mental health costs UK businesses between £33billion and £42billion a year through reduced productivity, high turnover and sickness absence. This is equivalent to £1,205- £1,560 for every employee in the UK workforce. Therefore, it is in employer’s best interest to support employees to have good mental health at work. Smart employers know that organisations are only as strong as their people â€" they depend on having a healthy and productive workforce. We recommend employers adopt a three-pronged strategy that: Promotes wellbeing for all staff Tackles the causes of work-related mental health problems Supports staff who are experiencing mental health problems Emma Mamo, Head of Workplace Wellbeing at Mind. Brendan Street We all have mental health in the same way we have physical health. Creating a workplace environment where mental health is viewed in this way and discussed openly amongst employees, is one of the best ways to help staff feel they can seek support without being judged. Establish a mental health champions network to combat negative reactions and encourage open workplace dialogue. Promoting more flexible work patterns, like allowing employees to take time off for their mental health or partake in remote working will enable individuals to continue their roles effectively during difficult periods. Businesses can introduce Employee Assistance Programmes (EAPS), often offered with group risk products like  Income Protection, for those who may need more advanced support. Brendan Street, Professional Head of Emotional Wellbeing at Nuffield Health. Shona Davies Its important for employees to feel safe and to know that if they reach out for help, they will get it. The employer should be able to offer free, confidential discussions with a trained mental health worker who can signpost the employee to resources and services that can help them. Mental ill health should be treated just like any other illness â€" the brain is an organ just like any other and can malfunction just like any other. Give them the space they need to heal, send them a get well card and remind them of their value to the business. Shona Davies, Founder of Shona Davies Consulting. Chieu Cao It’s very important to create a company culture where employees feel they can speak honestly with their managers and employers about their mental health and know that it is ok to be suffering mentally. It’s great to see policies such as flexible working and unlimited holidays aiming to improve work life balance and as a result, mental health. But these alone aren’t enough. It’s key to have more tailored mental health initiatives sitting alongside these too. At Perkbox, for example we also have: an EAP offering 24/7 support and structured counselling, mental health first aiders on site, and Perkbox Medical; a health cover that’s affordable, accessible and easy to manage for every business. Chieu Cao, Co-Founder of Perkbox. Lucy Faulks The  most important thing is to create a work environment in which its the norm to talk be that about anything theyre experiencing in their work life or personal life. Its especially important for the leadership team to share any personal experiences around mental health, for team leaders to make sure theyre asking their team members on a regular basis how they are and to share any concerns in a safe space,  and for the company to have an open and visible policy around mental health just like they would have a policy for sickness absence or equal opportunities. Lucy Faulks, Co-founder of Elevate. Paula Whelan Many employees are afraid to tell their employer that they are experiencing a mental health issue for fear of it affecting their performance review, promotion opportunities, how they are viewed etc. It is important that employers send a clear message to all employees that their mental health matters and that they will get all the support they need in the workplace. Employers should take the time to get to know their employees, they will then become aware if someone is struggling or having a difficult time. It is important to listen, not to make assumptions, ensure confidentiality, be supportive and encourage someone to seek additional support if needed. Paula Whelan, Head of Diversity Inclusion at Right Track Learning. Nicole Thurman For employers, its about addressing mental health and providing resources.   One that I’ve seen be effective is an employee assistance hotline they can call, which will triage them to counselors or to inpatient immediate care if need be. But this shouldn’t stop at just the employees, leaders can also call the number to obtain help in how to work with an employee who is struggling. Onsite medical clinics are growing in popularity among employers. Adding a full-time mental health counselor who is part of our onsite medical clinic is extremely beneficial. Instead of needing to schedule an appointment offsite, having that benefit at the clinic allows employees seeking help to simply schedule an appointment, and leaders and human resource professionals can help people get to the clinic when necessary, or get them in to see the counselor. A counselor is also there for anything that requires immediate attention, like someone threatening suicide. Nicole Thurman, Vice President, Talent Management at CHG Healthcare.

Writing Double Major On Resume

Writing Double Major On ResumeOne of the most common questions that students ask when they are trying to figure out how to write double major on resume is how to write one. While it might seem like a simple task, the reality is that it takes more than just a good head start to get a strong resume. There are a lot of aspects that go into an effective writing exercise. Some students prefer to work with a professional, but this isn't always the best option for those students who don't have access to one.Students who write their double major on resume on their own need to consider all of the different facets that go into the process. It doesn't matter if you are studying towards your English degree or your math degree, when it comes to writing a resume it's important to have a strong foundation. There are two things that students should consider when they are writing their resume. First, they need to think about their strengths and weaknesses so that they can put a solid foundation on wh ich to build their resume.The second thing that a student should consider when writing their double major on resume is what kind of career they want to pursue after college. Do they want to get into sales or management? What kind of work experience do they want to have? These are the things that are crucial to remember when writing your resume.The way to effectively writing your double major on resume is to get a strong foundation. What do you enjoy doing? This will help you when you are developing your resume so that you can easily see where you can strengthen it. If you don't have a passion for what you are doing, it's not going to be as easy as when you first started.In addition to the aforementioned topics that students should consider when writing their double major on resume, you should also think about your weaknesses. If you have some ofthe things that you dislike, you may want to consider having them removed from your resume. It doesn't really matter how many things you don 't like, it's the fact that you don't like any of them that will make it difficult to impress potential employers.When students write their double major on resume, they often don't put much thought into it. They don't know how to structure a good resume and they might not even have one at all. When a student has never written a resume before, they often don't know how to structure one that is going to attract attention. They need to know how to format their resume for it to stand out.Students need to have a decent grasp of how to write a resume when they are trying to figure out how to write double major on resume. Once they know how to format their resume, they can then put in some more thinking into what they really want out of their resume. If they already know what they want, they won't have a hard time figuring out how to properly format it.Once a student learns how to write double major on resume, they can then begin to customize it to their needs. After a few drafts, the stud ents can start to put their personal touch on the resume to make it look unique. Before, it's always been a struggle for students to figure out how to properly format resumes. With the proper tips, students can finally take care of their resume and get it looking just how they would like it to.

What Countries Are Winning the Global War for Talent [INFOGRAPHIC]

What Countries Are Winning the Global War for Talent [INFOGRAPHIC] Our friends at INSEAD  today released the 2014 edition of its annual Global Talent Competitiveness Index (GTCI). The study, which focuses on the topic of ‘growing talent for today and tomorrow’, was produced in collaboration with the Human Capital Leadership Institute of Singapore (HCLI) and Adecco Group. Measuring a nation’s competitiveness based on the quality of talent it can produce, attract and retain, the index placed Switzerland at number one, followed by Singapore and Luxembourg in second and third places, respectively. As in 2013, GTCI rankings are dominated by European countries, with only six non-European countries in the top 20: Singapore (2), the United States (4), Canada (5), Australia (9), New-Zealand (16) and Japan (20).  Many of the other economies in the ‘top 20’ have strong immigration traditions, including the United States (4), Canada (5), Sweden (6), the United Kingdom (7), and Australia(9).   These high performing countries also have long prioritised education, as is the case for the other Scandinavian countries, all in the top 15: Denmark (8), Norway (11), and Finland (13). The GTCI study reveals six key factors affecting talent competitiveness across countries of different GDP per capita and development levels: Key takeaways Openness is key to talent competitiveness: Switzerland, Singapore and Luxembourg all have a high degree of openness to trade, investment, immigration and new ideas, embracing globalisation while leveraging their human resources. Fiscally stable countries need talent competitiveness for sustainable development: mineral or oil rich countries, or those with context-specific competitive advantage, should foster talent competitiveness to ensure sustainable prosperity. Talent growth can be internal or external: some countries like the US and in Europe successfully focus on developing talent within their own borders, while others such as China attract foreign talent or send their elites abroad for further education. Countries must consider employability or risk high unemployment: ‘talent for growth’ means meeting the actual needs of a national economy. Switzerland, Singapore and the Nordic countries customise their education systems towards appropriate levels of ‘employable skills’. Education systems need to reconsider traditional learning: talent development in the 21st century must go beyond traditional formal education and develop vocational skills. Technology is changing the meaning of ‘employable skills’: technological changes will affect new segments of the labour market, impacting the 250 million ‘knowledge workers’ globally today. Related:  What Countries are Best at Attracting Talent? [STUDY]

5 Trends to Transform How We Learn in the Workplace 2019

5 Trends to Transform How We Learn in the Workplace 2019 Shaped by technology, new advances and alternative ways of thinking; the way we learn is changing. International teaching providers, Teachingabroaddirect.co.uk pulled highlights from the report ‘Trends in Learning 2018’ by the Open University to show how learning has evolved to include 5 trends that will transform the way we learn in 2019. 1. Spaced Learning In terms of memory (both short and long-term) we learn best in a series of short learning sessions. This is the reason why Spaced Learning is popular. Typically, with spaced learning, individuals are encouraged to study for a 20-minute period, followed by a 10-minute break when the learner will engage in a related activity (putting the learning into practice.) This is repeated with the focus on recall, where the learner will apply their learned knowledge. The process of learning, reflection, repetition, and application can help people rapidly learn new skills and retain information. This has become increasingly valuable to employers in recent years. Employers are aware of the luxury of whole days or weeks dedicated to employee training is fading fast. Today, quick but impactful teaching is prioritized. Compliance training is one area where Spaced Learning has proved popular. It enables organizations to break down the technical and (slightly) boring annual programme into small, accessible sections. Tip: Gamification is an effective way to introduce the concept of Spaced Learning. 2. Post-Truth Learning To combat the fake news epidemic, people are seeking out information that is reported responsibly and accurately. How do we know what information to trust? What sources to trust? The questions we are beginning to ask fall under the umbrella ‘epistemic cognition’ which basically means knowledge about knowledge. Epistemic cognition refers to knowledge about important, fundamental concerns around objectivity, subjectivity, rationality and of course, truth. At the root, it is about encouraging people to question, rather than to blindly accept what is fed to them. This is important in the current world because people get their information from endless sources â€" be it traditional media, social networks, blogs or apps. It is essential learners begin to take a critical, analytical approach to information gathering. In the workplace, encourage employees to think about scenarios that involve conflicting accounts. In doing so, individuals will learn to question information and decision-making processes. Tip: Make challenging assumptions a positive in the learning environment. 3. Immersive Learning Using innovative technologies such as augmented reality (AR), virtual reality (VR) and mixed reality (MR), the concept of Immersive Learning allows individuals to experience realistic scenarios which make for an interactive and memorable learning experience. Immersive Learning is effective in providing point of need training and support, which makes it an appealing tool in the workplace. There are big benefits to learning how to respond to and overcome crisis situations but in a simulated, safe environment. At its core, Immersive Learning is all about experience and exploration. Tip: Identify a real business problem where you think an immersive experience will be most effective. 4. Learner-Led Analytics Using algorithms to determine the best, most targeted path for individuals to learn, Learner-Led Analytics is a far more personalized route to learning. By using data to identify goals and ambitions, learners can monitor their own performance and gain a deeper understanding of how and why they learn. By using data in this way, companies can paint a picture of the learner and organization, creating a far more engaged workforce. Moreover, employers can use analytics to gain a deeper, more holistic understanding of the skills situation in their organization. Where are the skills? Where are the skills gaps? Are there any trends to note? That is the way learning is going â€" a targeted, personalized approach that meets the needs of learners and the organization. Tip: Be prepared to put learning in the hands of the individual. 5. Humanistic Knowledge Building Communities Humanistic knowledge building communities promote the development of knowledge, both individually and collectively. The humanistic element focuses on helping people to be creative, self-directed and open to experience. Whereas, the knowledge-building element focuses on enhancing and sharing knowledge. In the workplace, technology can be used alongside this trend, to create a better connected and more engaged workforce that is also human. Think tools like Slack which bring elements of personal communication (such as emojis and GIFs) to the formal world of work, to make communication more light-hearted; more human. However, organizations should be mindful that these tools and ways of working take time to embed. Communities such as these are formed gradually and blossom when the mindset shifts from “what’s in it for me?’ to ‘what’s in it for us?” Workplace culture needs to nurture, encourage and support the idea of an open, shared environment. Away from tech, practices such as working out loud circles and other initiatives around ‘show your work’ are a fantastic way to start building your own community and to support and encourage individuals to be visible in sharing what they know.

What To Look For In The Best Resume Writing Company

What To Look For In The Best Resume Writing CompanyIf you are looking for the best resume writing company, it is possible to find a good deal of assistance in this regard on the Internet. However, you have to be sure that you are dealing with a reputable company. The resume service company should be based in a country where the English language is used as the primary or an official language. While this may seem like a lot of work, it is actually easier than you might think.It all comes down to where you live and where you do business. The company that you hire for your resume should be based in a country where English is widely spoken. You can find this out by researching their business address and phone number.If you live in a small village, you probably will not need to deal with hiring professional resume writers. Even if you live in the small town of Copper Mountain, you still will not need to hire them. Even though you may know someone who has or does use a resume writing servic e, they are likely to have a different view on the use of such a service than you do. The company should be able to speak in English and have a professional attitude.When you are looking for the best resume writing company, you will also want to find out what the major differences are between them. This is especially important because there are some companies that have many similarities. They may give you exactly the same service and include the same type of sample resumes, but they may be slightly different in their prices or in the actual content of the resumes they produce. Being able to compare the differences between the companies and their samples is very important.It is a good idea to be in touch with more than one writing company. It may be that you are only interested in hiring one company and you want to get at least one sample of their work. You can always go ahead and have a meeting with one of the writing companies, but if you do decide to hire one, it is usually a good idea to have some sort of recommendation from a friend or relative who has used their services.It is also important to remember that different companies have different levels of experience. Some will be willing to help you do your job more quickly and more cheaply than others. For example, if you need the resume written very quickly, some companies may not be able to meet that criteria.A third reason to seek out some recommendations about how to write a resume is that it may be worth your while to learn how to write one yourself. Most of the top companies have writing manuals for you to refer to. You may want to invest in this training so that you are not stuck working with a terrible company. Remember that it is possible to hire yourself and save some money on the price of a resume writing service as well.When you take all of these things into consideration, you should be able to find a good company that has samples of the resumes that they produce. This should help you choose the best company for your needs.

Giving Youreself Time for Rejuvenating, Replinishing and Dreaming...

Giving Youreself Time for Rejuvenating, Replinishing and Dreaming... Giving Youreself Time for Rejuvenating, Replinishing and Dreaming Giving Youreself Time for Rejuvenating, Replinishing and Dreaming July 29, 2011 by Career Coach Sherri Thomas Leave a Comment Ahhhhhhhhhhh, I just returned home after renting an ocean-view condo in Long Beach for one month. One full month of playing at the beach, building sandcastles, staring out at the ocean and daydreaming, digging my toes into wet sand and then watching it all wash away. When Im at home, I spend my days helping clients transition into their dream career and in  my free time I  share my tips in  TV and radio  interviews,  speaking at conferences across the country and writing for my blog and newsletter!     So the only time I have to think about my own career is when I go on vacation.   Its important to carve out time in our busy calendars to rejuvenate our spirit and daydream about possibilities.   (In fact, this is one of the key assignments I give to my clients which is why I believe they have such a high success rate!) My dream is to be able to take off one month during the summer, AND the entire month of December off  (I looooove the Christmas holidays ;))       That  would mean working 10 months of the year, and taking 2 months off.  Im not there yet, but with each year, I get closer to making it a reality.   So tell me, What is your career dream?   ??

The NFL Draft The Perfect Hiring Process

The NFL Draft The Perfect Hiring Process 1 Flares 1 Flares This is a guest post from Matt Charney, a former corporate recruiter turned social media manager.   He wants you to know that these opinions are his own, not his employer’s.   Find him on Twitter @mattcharney or connect with Matt www.linkedin.com/in/mattcharney. There’s nothing like the NFL Draft, when the eyes of the nation tune in to watch an event which, at its core, consists of 255 verbal offer extensions. Kris Dunn recently wrote the NFL Draft represents a “test tube for the Talent Management game as a whole.” It’s the perfect search, really, one that’s almost unfair to employers watching the prime time spectacle unfold. Consider: 1) All candidates are all interested and available. Additionally, they must all formally register with the NFL and declare for the draft. Fortunately, no front office executive passes, saying, “How good can they be if they apply?” 2) There’s a fixed pool of incoming talent, all of whom can be easily located on what’s referred to as the “Big Board.” There are no sources of hire metrics or tracking for NFL players, so personnel offices don’t have to justify their existence by taking candidates from the “Big Board” and saying they discovered them, you know, on a social network or something. 3) The candidates arrive pre-slated, and diversity’s never an issue (unless you’re looking for a woman or a player from a non-BCS conference). 4) The search ends at a specified time and date. Period. Other than the team with the first pick, hiring decisions must be made within the matter of a few minutes. There’s no, “well, I’d like to see at least a couple more options before moving forward. 5) All offers are eventually accepted, and there’s no chance of a counteroffer or the player deciding to wait around for another few months in college because the timing’s just not right to make a move. If only talent acquisition were really this easy. Of course, even in the “test tube” environment of the draft, there’s one critical lesson to be drawn: knowing if the hire’s going to work out is impossible. The NFL has one of the most rigorous prescreening processes of any corporation, involving skills testing (the Scouting Combine, the Wonderlic, etc.), references (game footage, character interviews), succession planning (depth chart, roster). Each player probably receives more scrutiny in the weeks leading to the draft than most boards ever give to potential CEOs. So why for every Tom Brady (fifth round pick) is there a Ryan Leaf (#2 overall selection)? Because quality of hire, in the NFL and in talent management, has proven nearly impossible to ascertain during the selection and hiring process, a long term metric to a short term process. The most important skills in the draft, and in business, are the ones that aren’t on a resume, or even ones that can be easily defined. It boils down to organizational fit; historically, the most successful picks (and employees) have been those with shared values and vision. How does the NFL assess something so amorphous? “It came down to a gut feeling that he was the right guy for us,” said Denver’s Josh McDaniels of his decision to stake his franchise’s future (and millions in guaranteed money) to Florida QB Tim Tebow, sounding like most hiring managers. Maybe the NFL Draft isn’t that different from other hiring processes, after all. Only in this one, someone other than the recruiter gets to play the role of “Mr. Irrelevant.”