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Mental Health and the Workplace - Understanding Plus Action

May is a much anticipated and welcomed month for New Englanders. At last, the discolored piles of snow have melted, and shovels and winter jackets are retired. April’s rain has given way to a colorful blooming ecosystem. Some people anticipate the end of homework battles, time spent outdoors socializing (while physically distanced), and warm weather activities they treasure. May, however, is not experienced in these ways by everyone. In fact, for many it can feel gloomy like an endless rainy January afternoon, or full of panic as when a tornado strikes. Perhaps you know one or two people who are experiencing life in these ways.

May is Mental Health Awareness Month and an opportunity to raise consciousness and advance the dialogue around mental health impacts, what to say to someone who is struggling, and how to promote help-seeking behavior. Let us consider how employers can support employees in distress by being observant, connecting with empathy, and guiding them to professional support and resources.

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6 Health Benefits Trends for 2021

Health insurance has always been a top priority for employees, and with so much economic uncertainty due to the pandemic, employers are working hard to avoid shifting more costs to employees. In fact, as a result of COVID-19, most employees think access to health benefits is more important than ever before.

The pandemic has prompted the health care industry to transform and innovate at a rapid pace. It has also caused many people to prioritize their health and rethink how they find and receive care. This has created a shift in how people view their benefits, what they value, and what carriers can offer.

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Should Employees “Check Their Baggage at the Door?”

World Mental Health Day 2020 is October 10, and many workplaces are re-thinking the old notion of “checking baggage at the door.” This practice came from a belief that work was work, home was home, and the only thing separating them was the commute. It was also centered on the belief that mental health issues were shameful and should be hidden from view at the workplace. This fear relates to the stigma associated with mental illness and the belief that vulnerabilities may impact career mobility.

Now enter the land of COVID-19 and workplaces are re-thinking this position. The line between work and home has been turned upside down by the pandemic, making it challenging on a number of fronts. In a Kaiser Family Foundation poll1, more than half of Americans report that the coronavirus crisis is harming their mental health. While at least one in five employees typically suffers from a behavioral health condition, many more now feel down or anxious about the pandemic. With so many people suffering in this way, does it make sense to just ignore it? What are the benefits and risks of acknowledging mental health issues and embracing them?

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After the Pandemic: 12 Challenges for Managers

As with many workplace issues, managers and supervisors occupy a place on the front lines of each workplace. They are responsible for directing and supervising day-to-day work and may be the only ones to lay eyes on employees. Managing remotely has created many challenges and there will be new challenges when employees return to the workplace. At this point, how to address those may involve more questions than answers.

Since most of us have not experienced a pandemic, what we know about managing them comes from research into past traumatic events. Some patterns of behavior and impact are common to epidemics such as SARS, H1N1, and various flu epidemics. We also learned something about return to work issues post-9/11. History has shown that businesses need to anticipate workforce problems as people return to work. Here are 12 challenges that managers and supervisors may face in the future.

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