‘Health & Wellness’ Category
Wednesday, July 21st, 2010
By Valerie Nosek
Several weeks ago, Ease@Work was asked to participate in a diabetes education program at one of our client organizations. At first, we thought it was because Ease could offer consultation with a certified diabetes educator through the nutritional coaching feature of our services. However, we were surprised to learn that we were being requested to focus on depression as associated with diabetes.
The group conducting this program had taken a survey of employees attending the sessions, asking pertinent questions about their actual diabetes care program, but also included in the survey were questions about depression, such as:
• How often do you feel blue or depressed?
• How long do these episodes of feeling down last?
• Does feeling down make you feel isolated or unable to enjoy things you used to enjoy? Etc.
Almost 50 percent of those who took the survey gave responses that indicated some level of depression.
Those in diabetes education are very familiar with the link between depression and diabetes. However, we found that link between mental health and diabetes is not as well-known in the general medical community or even by those who have lived with diabetes for years.
According to the American Diabetes Association (ADA):
• People with diabetes are at greater risk for depression
• Poor diabetes control can cause symptoms that look like depression
(high or low blood sugar during the day may make you feel tired or anxious; low blood sugar levels can lead to hunger and eating too much; low blood sugar at night can disturb your sleep; high blood sugar at night may make you get up often to urinate and in turn leave you feeling tired during the day)
The ADA goes on to say that there are no easy answers about why those with diabetes have a greater risk for depression, but they suspect a variety of reasons contribute to the likelihood, including:
• The stress of daily diabetes management
• The feeling of being set apart from family or friends due to the extra work of managing diet
• Other health complications from diabetes
• Feeling of losing control due to trouble or inability to keep blood sugar levels where you want them
• Tensions between family members, friends, doctors and other medical providers involved in diabetes care
• A vicious cycle of depression and low energy can lead to poor blood sugar testing/monitoring, which in turn exacerbates the situation; or anxiety may make it hard to maintain a good diet, or lead to skipping meals, which again, will cause blood sugar levels to get out of control.
As a comprehensive employee assistance program (EAP), we could offer assistance to a diabetic employee/or a family member in a collaborative manner on a number of levels:
• Consultation with a registered dietitian certified in diabetes education (CDE). A CDE could help the individual with menu planning, provide information on healthy food choices, discussion of any particular blood sugar control questions and more.
• Consultation with a counselorexperienced with depression as associated with medical conditions, such as diabetes. A clinician could help the individual/or family member address stressors, anxiety, feelings about not being in control, how to recognize/deal with depression, etc…
• Consultation with a fitness coach. Getting proper exercise is also a factor in managing diabetes effectively. Physical activity is also known to boost the “feel good” hormones produced by the body, which can alleviate some forms of depression.
On a personal note: A couple weeks after Ease’s participation in the diabetes education program, I happened to be talking with a longtime friend who is a diabetic. He was struggling emotionally and said he really didn’t feel like talking with me or anyone else…not to take it personally, but he just felt completely spent and down. I also knew he had been having trouble recently keeping his blood sugar levels in check.
When I asked him if he was aware of the connection between depression and diabetes, he was completely unaware…and this from a person who has been managing diabetes for over 25 years.
After talking with him a little longer, it was as if a light bulb went on for him – the connection between certain events and situations in his life seemed to make more sense when paired with the role depression may have played in them. I offered him some reading resources, and while I did not expect to remedy his situation, at least I know he has more awareness about the link between diabetes and depression, and that he is open to addressing the issue with a professional.
If you are diabetic, make an effort to monitor your mood as well as your blood sugar. If you find yourself struggling, call your EAP and speak to a counselor. If you know somebody who is diabetic, do not assume that they know of this connection. Chances are, they are not aware of it and they might be more likely to take action to get help if they understand the biological link to this common mental health issue.
Tags: depression, diabetes, diabetic depression, diabetic education, nutrition, nutritional coaching
Posted in Health & Wellness, Mental Health | No Comments »
Friday, April 23rd, 2010
By Stephanie Patek, Ease Account Manager and Fitness Coaching Supervisor
It is quite unlikely for an untrained, although somewhat active person, to step out on the pavement and complete a half-marathon (13.1 miles), especially without pain or injury. It is similarly unlikely for a sedentary individual to complete a shorter distance, such as a 5K (3.1 miles) without following a structured training program.
I’ve seen all too many individuals who intend to tackle a goal, and end up backing out of a race because they failed to follow a progression plan. Perhaps they became too insecure about crossing the finish line, or fell to injury because they detoured from their program and pushed themselves too hard at the beginning.
Like the progressive nature of successful running programs, the same philosophy can be applied to workplace wellness challenges.
Progression is key.
Behavior change usually requires a lengthy process of breaking a bad habit – 21 days according to most research. Change also requires the persistence to adopt or expand upon a healthy habit – yet another 21 days. It is critical when designing a wellness challenge that the challenge is designed to indicate a level of improvement over time.
A “progressive” set of goals can be the fulcrum of change, and capture an audience that needs some time to adjust to a “fit” lifestyle.
As an example of this process, during a recent challenge facilitated at the Center for Families and Children over the course of 8-weeks, participants were asked to increase their level of exercise from 90 minutes a week (for weeks one, two and three) to 120 minutes a week (for weeks four, five and six), ending with 150 minutes per week (for weeks seven and eight.) Twenty-percent of the employees who participated in the challenge successfully progressed through the full progression of increased activity. And, although the results appear to be low, in actuality those employees who met the challenge increased their minutes of exercise by 40%.
Tougher challenges yield greater- measurable – results.
Similar, tougher challenges – facilitated in a progressive nature – can offer immediate post-challenge insight on health improvement. Not simply that the employees completed a challenge and finished, but that they did make measurable improvement in their fitness over a course of time.
Tracking healthy outcomes through workplace wellness programs can be challenging. We often hear statements from both vendors and employers commenting that the success of wellness programs is “tough to measure.”
By implementing a progressive format in your workplace wellness challenge, your organization can immediately pinpoint those employees who have successfully “trained” to improve their health. In as little as eight weeks, a significant impact can be made to the physical capabilities of employees completing challenge.
I encourage those dedicated to wellness in the workplace to think past the minimum basic health standards set by health agencies; to encourage staff to go beyond the minimum amount of exercise needed, and present a training challenge that will actually make a significant healthful impact for each individual who participates.
Ease@Work improves workplace wellness as both a benefit to employees requiring individualized assistance with nutrition, fitness, smoking cessation, stress, etc., but also as a tool for management. We assist management with the establishment of wellness committees and the implementation of wellness programming and even challenges like the one outlined above. For more information visit our website or click contact us above. Your message won’t get lost in cyber-space, we promise.
Tags: behvior change, wellness, wellness challenges, workplace wellness
Posted in Health & Wellness | Comments Off
Thursday, April 8th, 2010
By Valerie S. Nosek, Ease@Work Coordinator
Did you know that tobacco use still leads the pack in being the number one preventable cause of death? Yes it’s true – despite all that we’ve learned about the ill effects of tobacco use, people continue to smoke and use other tobacco products.
According to the American Lung Association’s (ALA) Freedom From Smoking ® program, about one out of every five deaths is tied to tobacco; and for every person who dies of a smoking attributable disease, there are 20 more people suffering from a serious illness related to smoking.
As a human resource professional, benefits manager, company owner or CEO, how can you help but wonder what smoking and tobacco use is costing your organization in terms of insurance premiums, absenteeism/sick days, loss of productivity and ultimately the possible death of an employee?
I recently had the privilege of attending and completing an ALA workshop conducted by Gloria Ayres, ALA Program Director, to become certified as a Freedom From Smoking ® facilitator. Our group included individuals from wellness organizations, hospitals, the insurance and employee assistance program (EAP) industries – all of us looking to help customers, co-workers and others in the community who want to quit smoking.
In preparing for the class, I thought about my motivations for wanting to become certified to teach smoking cessation classes. Of course, I want to help our EAP customers when they request smoking cessation classes for their employees and the ALA’s Freedom From Smoking® is a premiere program. But I also realized I had other motivations.
As a former smoker, I understand what your smoking employees may be struggling with…how hard it is to quit smoking and break that habit (or dependence) on tobacco. I smoked for over 20 years (if you count when I started sneaking smokes as a teen); I have now been smoke-free for 12 years. When I was smoking, I never really believed I could be successful at quitting…but I figure if I could stop smoking and stay smoke-free for this long, so can other people.
I know how it feels to wake up with smoker’s cough…and I know how good it feels when you realize, “Gee, I’m not coughing anymore!” I know how dirty my fingers would feel when I was digging through an ashtray for a longer butt to smoke when I was out of cigarettes and desperate for one; I don’t miss that. I also don’t miss spending my hard-earned money on packs of cigarettes – at over $5 a pack now, that would have been almost a $20-a-day habit for me. Who can afford that?
But more than that – who can afford what tobacco use does to the body?
- More than 4,800 chemical compounds have been identified in tobacco smoke; at least 69 of these are known to cause cancer
- Non-tobacco materials found in cigarettes include insecticides, herbicides, fungicides, rodenticides and pesticides…not so funny that the suffix “cide” means “to kill.”
- Every puff of a cigarette increases heart and breathing rates, constricts blood vessels and decreases the amount of oxygen blood can carry through the body.
- Lung cancer is not the only cancer tobacco users need to fear…how about laryngeal cancer, oral cancer, esophageal cancer, pancreatic cancer and renal cancer?
- Let’s not forget other health issues associated with smoking – chronic obstructive pulmonary disease, emphysema, chronic bronchitis and other cardiovascular diseases.
When I quit smoking, I didn’t have access to a program such as Freedom From Smoking ®; I also didn’t know about EAP’s or that an EAP could help with smoking cessation by providing counseling and behavioral change support. Had I been armed with these tools, I may have been successful in quitting earlier – or at least felt more prepared to quit – not as overwhelmed.
- If your worksite is going (or has gone smoke-free) and you know a number of employees are still smoking;
- If your organization has wellness initiatives;
- If your benefits program distinguishes between smokers and non-smokers (either with penalties for smoking/rewards for not smoking)…
…consider offering the Freedom From Smoking ® program to your employees.
Your employees will progress through the sessions, gaining the confidence and skills needed to quit tobacco. They will make real progress in setting a quit date and having the support to see them through those difficult initial days and weeks. They will learn the coping techniques needed to stay smoke-free.
Talk with your EAP representative about smoking cessation programs and how your EAP can support employees who are trying to quit smoking. Along with addictions or behavioral change counseling, a comprehensive EAP, such as EASE@Work, offers nutritional and fitness coaching – which can also help employees maintain a healthy weight while quitting.
If you’d like more information about bringing Freedom From Smoking ® to your site, call me at 216.325.9323 or Contact Ease@Work for more information.
Tags: quitting smoking, quitting tobacco, smoking cesstion, tobacco cessation, tobacco in the workplace, tobacco use
Posted in Health & Wellness, Return on EAP Investment | Comments Off
Friday, March 19th, 2010
By Swan Khanna-Salehi, LISW, LICDC, CEAP, SAP, Ease@Work Clinical Manager
A drug-free workplace is an expectation of every organization and the right of every employee. The degree to which an organization makes efforts to assure a drug-free workplace varies significantly. In some cases, the organization assumes that their employees are not abusing drugs on the job and figures that their managers would be able to identify substance abusing employees. This is probably the most common reason that I hear from organizations that do not have a formal drug-free workplace program.
If this is the case in your organization, consider this question. Do you utilize hair testing for pre-employment drug testing? Wouldn’t a casual drug user stop using while job hunting? If they were smart they would. You hire smart employees don’t you? According to Omega Laboratories, Inc. the typical detection window for urine testing is 2-3 days. THC, the active drug in marijuana, is the one major exception which can be detected in urine for up to 20 days. How long is the average job search? Longer than 20 days? Even if you are utilizing pre-employment drug testing, only the more expensive hair test will detect illicit drug use for up to 90 days.
You want to be sure you do not hire substance abusers, but pre-employment testing is only one element in establishing a drug free workplace. It is also important to discourage the abuse of drugs and alcohol among your current employees with random drug testing. The less expensive option of urine testing is effective here because of the element of surprise.
Your EAP is a very important component of any drug free workplace and there are several ways your drug-free workplace program should be benefiting from your EAP. Even if you do not drug test at all, your EAP can help to reduce the incidence of substance abuse in the workplace in a number of ways.
- Drug free workplace policy: Your EAP can review your drug free policy to ensure that it is effective and can help you to establish one if you do not currently have such a policy.
- Employee education: Employees need to be told what substance abuse is and that the company does not allow it. The policy makes this official, but you should have your EAP spend at least an hour per year providing substance abuse education to your employees. Questions about prescription drugs are among the most common at these employee trainings. Can a prescription drug generate a legitimate positive drug test? Yes! An out-of-date prescription will not overturn a positive drug test. If an employee is prescribed a pain medication for an injury that resolves before the prescription is finished, they might keep the remainder “just in case.” Is it safe to take that medication several months later? Maybe, but maybe not. It is possible that this employee may have had changes in their diet or health that may cause a different reaction than what they experienced when the prescription was current. A more serious complication could be caused by an adverse drug interaction with a new prescription, over-the-counter drug or herbal remedy.
- Supervisor education: According to the article “Bad habits on campus: how to deal with staff and faculty who are addicts , ” in the July 1, 2008 issue of University Business, “Issues of discrimination or retaliation will pop up when supervisors or managers act as unlicensed Psychiatrists.” According to Alan Cohn, LISW and director of faculty, staff and employee relations at the University of Virginia it is “a liability, a legal issue” for a supervisor to jump to the wrong conclusion about drug abuse. A well trained supervisor is better prepared to identify and deal with a substance abusing employee. They will also have more confidence when dealing with reasonable suspicion. One thing that supervisors learn from our supervisor education sessions is that they can call us at any time, 24/7 for a management consultation with a counselor to discuss a difficult employee issue whether it pertains to substance abuse, psychological change or any other employee behavioral issue.
- A confidential, no-cost solution for employees: Perhaps the most important way your organization should be benefiting from an EAP is by giving your employees the means to get help on their own. Many substance abusers want to be freed from an addiction but do not know where to turn. Even if you have a “last chance agreement” policy, fear is still a significant barrier to approaching management about substance abuse. An EAP will make any workplace safer because of this feature, but a workplace with random drug testing will benefit in multiples from the EAP because the random testing provides significant additional motivation to seek help.
BWC Discounts: According to Ease@Work Sales Manager Patrick Gaul, the majority of calls to Ease@Work for information about substance abuse related services used to be from businesses interested in discounts from the Ohio BWC. The BWC DFWP program was an especially good incentive when they used to encourage all businesses to participate in the program by offering discounts from 10-20% for establishing a Drug Free Workplace Program that met their standards. As of last year the Ohio BWC took this incentive away from thousands of Ohio companies by disqualifying those which already receive another discount, including a group rating. Apparently there are more changes in the works. According to an email update that Patrick received from Advocare, Inc., a Cleveland-based group health and workers’ compensation managed care organization, “It is very likely a new drug-free safety program will replace the existing Ohio Bureau of Workers Compensation’s (BWC) program by July 1, 2010.” The update went on to say that the potential changes are a mixture of good news and bad for DFWP companies. For example they are considering elimination of the stacking rule, but only for companies at the advanced level which requires random testing of 25% of the workforce. They are also considering elimination of the 5 year limit for the discount program, but the discounts will be reduced to 4-7%. If you would like to receive industry updates from Advocare, you can reach them at www.advocare-inc.com.
Tags: addiction, dfwp, drug abuse, drug free workplace, substance abuse
Posted in Health & Wellness, Management Support, Mental Health | Comments Off
Friday, January 29th, 2010
When mental illness enters the workplace
by Patrick Gaul
The Society for Human Resource Management recently published an article of offbeat or humorous stories related by HR Managers to SHRM Online. One example was a request by a Wiccan employee for time off work to celebrate the Winter Solstice. The request was granted and the Manager “received [an] education on maintaining an objective perspective and to not pass judgment.”
The article then went on to describe a few other anecdotes submitted to SHRM Online and ended with a story recounted by an HR Director describing a valuable employee who had requested that the company
“…somehow protect him from the alien rays that were shooting at him from his computer and slowly killing him”
At this point, my EAP filter kicked in and I immediately thought, “Great, a story about how the EAP saved the day. She’s going to get this guy some help, right?” Wrong. The article went on to describe the HR Director’s resolution.
“So I sent the office manager to a medical supply store and we purchased one of those large lead dental protectors and I convinced the employee that by putting that apron over his computer when he was not there would keep all ‘rays’ from coming through to him… Yup, he bought that and stayed with us for another few years”
I imagine many people reading the article found this funny. I can appreciate this type of humor, especially if it was in a movie like Office Space. In that movie, Milton clearly had some problems, but he is one of my all time favorite characters and I have no problem finding humor in his disturbed personality. What’s the difference? Milton is a character! I think that people today have a hard time understanding the difference between the way fictitious characters are treated and the way people should be treated in real life.
According to Ease@Work Counselor Sandra Lavelle, the employee fearing the alien rays “is likely to suffer from a serious and chronic mental illness and this company’s solution in reality is not that simplistic nor appropriate.” She went on to say this story “…speaks to the ignorance of mental illness by the general working public as well as management in Human Resources”
I know that these might sound like harsh words, but why is it that companies are more concerned about liability exposure presented by an employee requesting a non-traditional religious holiday than they are with getting proper treatment for an employee suffering from mental illness?
As I was preparing to write this post, I received an email from a friend who is a Special Education Teacher. She was thrilled because a parent had thanked her for being the “bright spot” in her disabled son’s life. Apparently this child is difficult to deal with because of his special needs and most people are not as patient with him as his teacher.
If we look around, there are many examples of people mistreating other people simply because they are different. For centuries racism and sexism were accepted and it wasn’t until very recently, in the context of history, that critical mass was reached with regard to the disapproval of blatant racism and sexism. In many respects we have a long way to go but at least the business community can no longer discriminate on the basis of a person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
I am not calling for prosecution of people who make fun of mental illness or people who are impatient with special needs children. I would like it though if people would begin to think like a professional when encountering interpersonal challenges. A special needs child should not rely on his teacher to be the one and only “bright spot” in his day just because he does not behave like the other children. An employee suffering from delusions should be able to get professional help when turning to his HR Director for help rather than being made fun of in a national forum for the HR industry.
So, the question remains: How would I expect the HR Director to respond to the employee fearing alien rays which were slowly killing him through his computer?
An evaluation by the EAP would have been a great start. According to Lavelle, “The recommendations of this evaluation would best meet his needs pharmacologically and may give him counseling resources for therapy to best assist him to manage his mental illness. This individual then has the best possible outcome to stay well and be a productive employee.”
And isn’t that what being in management is all about?
Most full-service EAP’s would be happy to provide an in-service for management on ways to deal with difficult employees by utilizing the services provided by the EAP. If your EAP will not do this, get a better EAP. It’s that simple. Finding a better EAP is much easier than replacing a manager, addressing legal fallout, or risking personal injury from an incident in which employee behavior was treated inappropriately.
Tags: discrimination, employee mental illness, mental illness
Posted in Health & Wellness, Management Support, Mental Health | 1 Comment »
Monday, January 11th, 2010
by Patrick Gaul
Building and maintaining a board of directors can be a challenge for many organizations. Ideally the motivation for a potential board member should be passion for the service your agency provides. It is also important to have the right mix of board members. “Diverse boards are better able to expand capacity and weather tough times” according to the article Board Diversity: Your Biggest Challenge in the May/June 2009 issue of Nonprofit World.
If you are looking at ways to improve development, why not look at the things you highlight when recruiting employees? Are there any benefits that can be efficiently extended to board members?
I recently had a conversation with an administrator at a non-profit Ease@Work customer. She had been telling a board member about the new fitness coaching service we had recently added to our program. This board member was interested in this service because, like most of the US population, she was looking for help with weight loss.
She called us to ask if they were allowed to include board members in the census of covered employees. My immediate answer was yes, of course she could. When I checked their contract I learned she could even do so without incurring any additional cost because adding their board members would not increase their numbers beyond the maximum allowable under our agreement.
Ann Kent, the Non-Profit Services Director at Business Volunteers Unlimited told me, while there are no laws against offering something of value to a volunteer board member, our customer should check her organization’s bylaws. In this case, since this agency can offer our program to their board at no cost, it is highly unlikely that the bylaws will forbid it. In most cases our agreements are based on a per employee rate. Even then, at approximately $2 per employee per month our program should be well within any limits set in the bylaws.
In many cases the benefits offered by your organization will be too costly to extend to your board members and may not be needed by the board member. Health insurance comes to mind. Your board members probably already have access to an EAP as well. However, if they work for a large national company they probably do not have an EAP that offers as many high quality local resources like in-person fitness or nutritional consultations. When they find out how inexpensive it is, they’ll applaud you for making such a wise benefit choice.
Tags: board benefits, board development, board diversity, board member recruiting, fitness coaching, nutritional coachig, wellness
Posted in Health & Wellness, Management Support | Comments Off
Friday, January 8th, 2010
By Valerie S. Nosek, Ease@Work EAP Coordinator
As a business owner, manager or human resource (HR) professional, have you noticed a rise in employee use of sick time? Or, have you seen an increase in employees and their family members using health care benefits? Has there been a spike in employees accessing your employee assistance program (EAP) benefit?
If so, you’re not alone. According to a report published by the Associated Press, “Growing worker stress reflected in benefits use, Watson Wyatt survey says,” more and more employees are calling in sick and using their health-related benefits.
Not surprising during a down economy, said Shelly Wolff, a representative with Watson Wyatt. “Wolff said sick day increases are often tied to job stress, which can trigger health problems. Companies that cut jobs frequently heap more work on remaining workers.”
The Watson Wyatt survey supports Wolff’s conclusions, with 78 percent of those surveyed saying that “excessive work hours” were a leading cause of stress for them.
As for increased health care usage, the cause may be two-fold. One: job stress can trigger or exacerbate health problems, resulting in a need for professional medical care. Two: the employee may feel that they and their dependents need to use their healthcare benefits while they still have them. (I know I have personally heard employees say they were going to have some procedure done that they had been putting off, just because they were uncertain about the security of their job and wanted to make sure they had their medical issues taken care of before a possible reduction in force.)
Sometimes a lay-off or reduction-in-force is the only fiscally responsible decision for an organization. Most of the time, the focus is on the employee being laid off or terminated – after all, their world is being turned upside down. But after the dust settles, what happens to the employees who are left behind?
Managers and HR professionals need to be tuned-in to recognizing signs of employee stress after a major change to the work environment. While organization leaders are not expected to be mental health professionals, they should have access to expert advice. Managers and HR can call their EAP at any time for a management consultation if they want help with dealing with a stressed-out employee. The EAP should also provide onsite management training for dealing with behavior issues.
Understand that any type of relevant change may cause a grief-reaction in employees. Change can be painful and disruptive and there can be an element of loss for “what was.”
- Employees may be in denial – “I can’t believe this is happening.”
- They may resist change – “They don’t know what they’re doing.”
- They may think or say – “I was fine with the way things were before, so I’m just going to keep doing things that way.”
Employers should also recognize many employees experience emotional issues with major changes at work, home or when combined. Management can help employees move through adjustment phases and return to high levels of productivity more quickly if they help employees navigate the process. This may mean acknowledgement of the feelings and grief they may be experiencing.
Asking your EAP to conduct an on-site debriefing may be appropriate if you have a lay-off or staff reduction situation. This on-site program can help both those leaving and the employees who remain. And, while it may be more obvious as to why this type of session can help those being laid-off, what management often forgets is that those who remain to do the work also have emotional reactions that impact productivity the workplace – they may feel guilty about having a job when a long-time co-worker and friend is no longer there, they may feel stressed by having additional responsibilities, they may worry that their position is next to be cut.
Your EAP can also provide other seminars to assist employees negotiate through times of change, whether your concern is based in changes employees may be experiencing in the workplace or at home. Seminars on change management topics may be helpful, as may a seminar about managing stress or on a motivational topic such as how to rediscover passion for your work or optimism.
Tags: benefit utilization, excessive work hours, health benefits use, health benefits utilization, health insurance utilization, job stress, sick days, sick leave, sick time, stress, worker stress
Posted in Financial & Legal, Health & Wellness, Mental Health | Comments Off
Friday, December 4th, 2009
Don’t Be HoliDAZED by the Holidays!
By Valerie S. Nosek, Ease@Work EAP Coordinator
Stress enters our lives on almost a daily basis – deadline pressures at work, a less-than-perfect personal relationship, the honking horn behind you in a traffic jam…And most of the time, we manage the stress and move on. But the holidays seem to bring with them a heightened element of stress for many. Now, not only do we have to contend with all of our “normal” stressors, but we also have the added pressures that come from our own, and other’s expectations of us, regarding what the holidays should be like.
Just last weekend, my family and I went out to pick and cut our tree. (Yes, we celebrate the Christian holiday, but stress does not discriminate based on beliefs!) So, there were a number of families there – children romping between the trees, squealing in delight; a couple holding hands riding out on the horse-drawn wagon to choose their first tree together; multiple generations of families selecting trees for their homes. And then there was “the mean dad.” (That’s what my kids called him.)
This father was obviously on stress overload from the whole tree-picking process. He had just dragged his family’s tree back to the barn to pay and was waiting to have it tied onto his car. While standing in the haphazard line, you could see his impatience growing – shifting from foot to foot, anxiously looking at the tree farm workers to see which customer they were helping, frown on his face. Meanwhile, his wife and two children (which were about 5- and 9-years-old) were smiling and laughing…and yes, making noise.
He looked at them a couple of times, and said, “Shhh.” But they continued to play while waiting. When the children started tugging on his sleeve and asking if they were going to decorate the tree when they got home, he snapped.
“For crying out loud,” (he really used some other colorful language involving the Christmas babe’s name separated by the action version of a slang word that is forbidden in our house),”we just took two hours picking out this damn tree and we don’t even have it home yet, now you’re asking me if we’re gonna decorate it today.”
All of a sudden, everyone was looking at him like his head was spinning around like Linda Blair’s in the Exorcist. He had succeeded in quieting not only his kids, but everyone else around him. His wife, quickly and in hushed tones, herded the children into the car.
Certainly (and I’m not making excuses for his behavior), this man was probably dealing with other stressors in his life that resulted in an inappropriate reaction. The expectations of his family, perhaps combined with his perception of getting a tree as being his responsibility as a father, may have been the stress factor that put him “over the edge.”
Now, not all of us may be as stressed as that person was, but to varying degrees, most of us will feel a bit of holiday stress. Watch out for the following symptoms.
Physical Symptoms:
- Headache
- Sleep irregularities
- Rapid heart rate/chest pain
- Increased blood pressure
- Weight loss or gain
- Muscle tension
- Fatigue
- Reduce immunity /Resistance to illness
- Digestive problems
Emotional Symptoms:
- Irritability
- Nervousness/Anxiety
- Mood swings
- Trouble concentrating or problem solving
- Difficulty resolving conflicts
- Unexplained or irrational sadness or anger
- Excessive/Increased use of alcohol or drugs
Know your sensitive spots…in other words: What are the triggers that really get to you and elevate your stress levels? Some common ones during the holidays include:
- Family or certain family members
- Personal relationships
- Emotions surrounding the holiday
- Financial issues
- Overindulgence in food or alcohol
Once you are aware of the danger zones, you can take precautions to manage the stress, even if you can’t completely avoid it. Some suggestions might include:
- Manage the reality of the holiday and don’t buy into the fantasy promoted by popular media. It’s impossible to create the “perfect” holiday as portrayed on television, magazines or the Internet. Honor the traditions that you can and create new ones that fit into your lifestyle. Base your holiday on love and balance it with your responsibilities to work and family.
- Decide to set family differences aside, if only for the holiday. Try to accept family members and friends as they are.
- Keep up your healthy habits during the holidays. These will help you keep a routine, which helps with balance and stress. Set aside time for yourself to relax and exercise.
- Set a budget before you go shopping and stick to it. Plan ahead financially for party and travel expenses. And, if your stuck in a money crunch this year, don’t be afraid to cut back on spending for gifts. Don’t go into additional debt now that will add to financial stress in the new year. Instead, get creative with either homemade gifts or the gift of expertise in a particular area, for example: offer to paint a friend’s kitchen, mow an elderly relative’s lawn for the summer, or put up items to sell on craigs list or e-bay for someone who does not have a computer or is not computer saavy.
If despite your best efforts, you still find yourself feeling stressed or sinking into a holiday hole – don’t be afraid to ask for help. Seek support from those around you – friends, relatives, religious or social services. And remember, many employers will have an employee assistance program (EAP) that is there to help you with exactly this type of situation.
If you don’t know who your EAP is or how to contact them, ask someone in your human resources department for that information. You don’t have to tell your HR person why you are calling the EAP, as EAPs operate as a confidential benefit service for employees.
Tags: christmas expectations, eap and stress management, employee assistance program and stress management, healthy habits during holidays, holiday expectations, holiday spending, holiday stress, holiday stressors, managing holiday stress, managing stress, stress symptoms, stress triggers
Posted in Health & Wellness, Mental Health | 1 Comment »
Friday, November 13th, 2009
 Starting a fitness program doesn't have to be complicated...it can be a "walk in the park" with a little guidance from a good fitness coach.
The Best Time to Start a Fitness Program
By Valerie S. Nosek
When is the best time to start a fitness program? Whether you’re talking about diet or exercise, people often vow to start health and wellness activities at particular times…how often have you heard:
“I’m starting my diet on Monday.”
“After the holidays, I’m going to start eating better and exercising.”
“When I get back from vacation, I’ll work on getting in shape.”
But really, the best time to start a fitness program (if you don’t already have one in place) is right now. Unfortunately, procrastination is often used as an excuse for putting off the positive action that could be taken immediately.
One person who has been successful at lifestyle change put it this way:
“Your body does not know what day it is…Procrastination leads to a cycle of days, then months, then years. If you are thinking about starting a fitness program or a diet, put down your Twinkie and start now, not tomorrow!”
The article, “Procrastinating Health & Fitness,” went on to point out “not many people procrastinate brushing their teeth, using toilet paper, or combing their hair before going out. Most people consider this personal hygiene as a non-negotiable part of life.”
Shouldn’t diet and exercise be on this list as a non-negotiable? We think so.
An ounce of prevention is worth a pound of cure.
When Benjamin Franklin made the remark above, he could have been talking about what we know about disease prevention and wellness today. Health care professionals agree that the majority of chronic diseases are preventable (or even reversible in some cases) when people make healthy lifestyle choices.
“Nutrition, smoking cessation, substance abuse prevention, stress reduction and exercise are all modifiable lifestyle risk factors,” said Stephanie Patek, an Ease @Work acccount representative and certified fitness coach.
Getting Started
Employees should always check with their doctor. It’s always important to start with the healthcare provider in order to find out if there are any current health risk factors that would impact an exercise plan. (However, even with certain health issues, a fitness plan is not out of the question. It just has to meet the criteria or limitations your employee’s doctor specifies.)
Encourage use of available resources. “Insurance usually doesn’t cover preventative wellness services, such as nutritional or fitness coaching, until problems surface or symptoms show,” Patek says. So “think outside the box” on how to access needed information and/or support.
Libraries offer a wealth of educational resources on health, wellness and fitness…at no out-of-pocket cost! Use library resources to develop a “get started” plan, or step-up a plan already in place.
Suggest employees find a mentor in a friend who is practicing a healthy lifestyle.
Explore programs at the local community center, church, YMCA/YWCA or other fitness center. Watch for free informational wellness-related seminars at hospitals or healthcare centers.
Wellness committees and human resource professionals. Many employers have already implemented wellness initiatives in the workplace; others, aware of the need for a healthier workforce, are in the process of developing programs. Find out if your employee assistance program (EAP) is a comprehensive provider. Does your EAP offer nutritional coaching, smoking cessation, fitness coaching along with stress management?
And don’t forget…awareness is key. Your EAP should be your partner in promoting awareness of available wellness programs by providing flyers, employee newsletters, on-site visibilities and seminars.
Call us, we can help…Ease@Work offers comprehensive and fully integrated EAP services. We also offer assistance with developing or expanding your organization’s wellness program.
Tags: eap and wellness, employer wellness committee, fitness coaching, health and wellness, human resources and wellness programs, nutritional coaching, wellness initiatives, worplace wellness
Posted in Health & Wellness | Comments Off
Wednesday, August 26th, 2009
The latest victim of the economic recession could be your health. According to a recent AARP survey, Impact of Economy on Health Behaviors, one in five adults ages 45 and older are suffering health problems due to financial stress. The survey details the health care problems and challenges many Americans are facing because of the current economic situation.
“Right now people are increasingly concerned about their jobs, retirement savings and simply being able to provide for their families and it’s taking a major toll on their health,” said Bob Gallo, AARP Illinois Senior State Director. “It’s a harsh irony that worrying about being able to afford health care is actually causing health problems.”
Key findings from the AARP survey include:
- 20 percent of people 45 and older reported health problems due to financial stress.
- About one fifth, 22 percent, have delayed seeing a doctor due to cost.
- 16 percent had to use retirement savings or other savings to pay for medical care.
- 21 percent have cut back on other expenses in order to afford their medical care.
- One in six, 16 percent, are not confident they will be able to afford health care this year.
The survey also found that health problems due to financial stress is having a greater affect on individuals 45-54 and 55-64, than on those ages 65 and older (22 percent and 25 percent vs. 13 percent, respectively).
Insurance Premiums on the Rise
Mounting health care costs are contributing to the financial woes felt by many. Over the last five years health insurance premiums for families have increased by 65 percent. The average cost of health insurance for an American family now exceeds the yearly income of a minimum wage worker. According to the Kaiser Family Foundation, insurance premiums have increased 119 percent from 1999 to 2008, while workers’ earnings have risen just 29 percent.
With increasing premiums and deductibles, preventative care is more important than ever. Staying healthy is one way of keeping dollars spent on medical care in check.
Ease@Work can help your organization develop an employee wellness plan and we can help you in promoting existing wellness initiatives. In addition to traditional EAP services, Ease offers nutritional coaching, legal and financial consultation and resources to employees – giving individuals a full compliment of employee assistance services for better health and well-being.
Tags: financial health, financial stress, health and wellness, wellness initiatives
Posted in Financial & Legal, Health & Wellness, Mental Health | Comments Off
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