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  • It’s clear that employee burnout and mental health issues have been an ongoing problem in the last several years. 76% of respondents in a Mental Health America and FlexJobs study agreed that workplace stress affects their mental health and 75% experienced burnout. Despite employees investing in programs to address stress and improve emotional well-being, a significant number of employees are still struggling with high levels of anxiety and burnout.

    According to a recent report from Aflac, 57% of employees are experiencing at least moderate levels of burnout. There has also been a decline in employees’ confidence that their employers truly care about their well-being.

    Aflac’s Chief Human Resources Officer, Jeri Hawthorne, notes that factors such as the upcoming presidential election, financial worries, long work hours, and other stressors could heighten the burnout issue even further this year.

    The Importance Of Employer Action

    Hawthorne stresses that the burden falls on small business owners to be at the forefront of addressing employee burnout and improving their situations. Burned-out employees are less productive, more likely to be absent or have behavioral issues, and more inclined to leave their jobs if they don’t feel their employer cares about them. Burned-out employees are also less likely to go above and beyond for clients, which can lead to a negative impact on your company’s performance.

    To combat this, Hawthorne recommends that employers take a proactive and engaged approach:

    • Regularly remind employees about available benefits, time off, and wellness programs, making them easy to access and understand.
    • Provide opportunities for employees to give back or volunteer, as this can boost their sense of purpose and well-being.
    • Continuously communicate about benefits and wellness offerings, not just during open enrollment periods.
    • Tailor communications and programs to specific employee demographics and their unique needs.
    • Solicit regular feedback from employees on what additional support they require.

    By taking these steps, employers can demonstrate their genuine care for employee well-being and work to reverse the troubling trends around burnout and declining confidence. Prioritizing mental health and emotional wellness will be crucial for organizations looking to support their workforce and maintain high performance.

    Show Your Employees You Care

    Remind your employees about taking paid time off (PTO) and about available benefits. Encourage employees to use the PTO they’ve earned, whether it’s for a vacation, personal matters, or simply to recharge. Employees proved that they could successfully work from home during the pandemic. Giving employees the opportunity to work and taking time off when needed is important.

    In addition, navigating employee benefit offerings during open enrollment can be overwhelming. It’s crucial to make these offerings, tools, and programs understandable and readily available for when employees need them and can easily access that information.

    Employers should also talk with their employees and ask for their feedback on their benefits packages and conduct surveys. Ask your employees what they are looking for and what they value. Act on their feedback and implement new strategies.

    Prioritize Employees’ Mental Health With GMS

    By partnering with GMS, you can demonstrate your commitment to your employees’ well-being and create a workplace culture that prioritizes mental health. This not only benefits your team, but also contributes to improved productivity, engagement, and overall business success. When you partner with GMS, we provide you with mental health benefits for your employees, such as:

    • Affordable health insurance plans through our group health insurance
    • Employee assistance programs (EAPs)
    • Access to our learning management system (LMS), where employees can partake in mental health training
    • Access to wellness programs
    • And more!

    Take the final step towards empowering your workforce. Contact GMS today to learn how we can help you implement a comprehensive mental wellness program that meets the needs of your employees and your organizations.

  • Imagine walking into your workplace greeted not just by colleagues but also by furry friends wagging their tails. This isn’t a far-fetched dream but a growing reality in many forward-thinking companies today. A pet-friendly workplace isn’t just about accommodating pets; it helps foster a happier, healthier, and more productive work environment.

    Creating A Welcoming Environment

    Introducing pets into the workplace isn’t just about indulging in cute and cuddly moments. It’s about setting a tone of inclusivity. Pets have the ability to reduce tension and create positivity. 87.3% of Americans were reported as happier than the average person because of owning a pet. Their presence often leads to increased social interactions among employees, fostering camaraderie. Pets contribute to longer lives by influencing longevity, stress reduction, and fighting cardiovascular disease.

    Enhancing Employee Well-Being

    Stress is a ubiquitous aspect of modern work life. Approximately one million Americans miss work each day because of stress, with 94% of workers feeling stressed at work. However, the fix to this might be simpler than we thought. Studies consistently show that interaction with pets can significantly reduce stress levels. Petting a dog or playing with a cat can trigger a release of oxytocin, the feel-good hormone, leading to decreased cortisol levels, which, in turn, reduces stress and anxiety.

    Boosting Productivity And Creativity

    Contrary to popular belief, allowing pets in the workplace doesn’t necessarily lead to chaos. Instead, it often results in increased productivity. Employees tend to take shorter breaks, opting for playful moments with pets rather than longer, more distracting pauses. In addition, the presence of pets can stimulate creativity, providing mental breaks that inspire fresh perspectives and innovative thinking.

    Fostering A Healthier Lifestyle

    Pets encourage physical activity. Taking a dog for a short walk or playing a quick game of fetch during breaks can promote a more active lifestyle among employees. In addition, the responsibility of caring for a pet can instill a sense of routine and discipline, positively impacting the overall well-being of employees who own pets.

    Attracting And Retaining Talent

    A pet-friendly policy can be a powerful tool in attracting and retaining top talent. For many, the ability to bring their furry companions to work is a significant perk. It showcases the company’s commitment to employee happiness and work-life balance, ultimately contributing to a positive employer brand.

    Considerations And Implementation

    Implementing a pet-friendly policy requires careful consideration and guidelines to ensure a harmonious environment for everyone. Factors such as allergies and pet behavior should be taken into account. Should you consider a pet-friendly workplace, it’s essential to clearly define rules and designate pet-friendly areas to maintain a balance between accommodating pets and respecting the needs of all employees.

    Fetching Solutions

    In embracing a pet-friendly workplace, we unlock a world of positivity, improved well-being, and heightened productivity. However, transitioning to this innovative work culture requires careful planning and consideration. This is where a professional employer organization (PEO) can lend a helping hand. PEOs like GMS specialize in HR management, providing expertise in creating and implementing policies that cater to diverse workplace needs. From crafting pet-friendly guidelines to addressing logistical concerns, partnering with GMS can streamline the process, ensuring a smooth and successful integration of pets into the workplace. Partnering with GMS allows businesses to confidently venture into this exciting opportunity, fostering an environment where wagging tails and productive workdays seamlessly coexist. So, why not pave the way for a more paw-sitive work environment? Contact us today to learn more.

  • Let’s face it: productivity won’t see improvement through punitive measures or stricter policies; in fact, these approaches may be counterproductive to your goals. We live in an age where job-hopping and quiet quitting are the most prevalent trends among the U.S. workforce. Proactively addressing these challenges is not only necessary to maintain current productivity levels but also to enhance them.

    Research shows a direct correlation between employee well-being and productivity. This means that by nurturing a workplace culture that prioritizes the health and wellness of your employees, you can expect an enhancement of your business’s productivity levels.

    How Employee Well-Being Impacts Your Business

    Employee well-being has a direct impact on your bottom line. It impacts employee engagement, retention, and productivity and encompasses many factors within the work environment. These factors range from health and safety to work culture, work-life balance, and overall job satisfaction.

    While the primary responsibility lies with you as an employer to establish the tone and formulate policies that promote your staff’s well-being, it’s equally important that every member of your team actively contributes to creating a healthy workplace culture. Prioritizing and investing in employee happiness and health can yield substantial benefits across the board, ultimately strengthening your organization’s performance and financial outcomes.

    Guiding Principles

    If you’re aiming to create a positive impact, launching a wellness initiative, when thoughtfully implemented, can be a significant step forward. Choosing what to include and which areas to focus on can take time and effort. However, a few principles should form the foundation of whatever strategies you choose to adopt:

    • Prioritizing physical health
    • Promoting mental health
    • Addressing financial stability

    These core ideas can serve as a compass to guide your efforts in improving your team’s well-being. 

    Physical health

    Exercise has a positive impact on employee productivity, aids in fostering creative thinking, and enhances problem-solving abilities. Research shows that employees who engage in moderate exercise, such as walking or bike riding, tend to produce higher-quality work and perform better than those who don’t.

    Prioritizing physical health within your organization doesn’t mean pushing everyone to run a marathon. Instead, it involves implementing programs encouraging physical fitness and healthy eating, which can significantly contribute to your team’s overall well-being. These programs may include offerings such as gym memberships and nutrition and wellness courses.

    GMS’ metabolic wellness program offers an excellent solution for business owners seeking to support their employees in adopting a more active and healthier lifestyle. This program is rooted in science and offers personalized dietary guidance and temporary supplementation to assist individuals in cultivating healthier habits. With the added benefit of weekly one-on-one sessions with medical practitioners, tailored meal plans, access to educational resources, and a supportive community, your employees will be well-equipped to achieve their fitness objectives.

    Mental health

    More than 15% of working-age adults live with a mental health disorder. These disorders can vary in severity but substantially impact employee productivity, absenteeism, and overall capacity. According to the World Health Organization, depression and anxiety alone result in the loss of an astounding twelve billion working days every year. While addressing mental health is not solely the responsibility of employers, offering initiatives such as employee assistance programs (EAPs) or counseling services can be a valuable and supportive step toward promoting employee well-being.

    Safeguarding mental health also includes developing and executing policies that empower employees to seek assistance or report issues impacting their work, such as resource shortages, inappropriate workplace conduct, or harassment. By implementing these policies and procedures, you can directly influence the overall health of your workplace culture, which in turn greatly benefits the mental well-being of your employees. In fact, research has shown that a healthy workplace culture is associated with higher engagement and lower stress and depression levels.

    Financial health

    Employees facing financial stress are more inclined to seek alternative employment opportunities, have a higher likelihood of experiencing accidents, and tend to take more sick days. These factors can lead to financial repercussions for your organization and decrease employee morale and well-being.

    To effectively address this, it’s essential to offer competitive compensation packages that encompass salaries and benefits adequately reflecting the market value of your staff’s skills and contributions. Regularly reviewing and making necessary adjustments to these packages demonstrates your commitment to their financial stability.

    Additionally, consider tools like FinFit. FinFit provides a comprehensive suite of products, resources, and tools designed to help individuals establish financial stability within their households. Their platform offers early wage access and emergency funding options, along with a wealth of educational resources, personalized coaching, and budgeting tools. These services empower individuals to proactively prepare for the future and create a financial safety net to handle unexpected crises, ultimately reducing stress and enhancing their overall economic well-being.

    Principles In Practice

    There are many different strategies you could implement to improve your staff’s well-being. However, it’s best to gather your team’s input to pinpoint your specific company’s needs. In the meantime, the following are a few ideas to help get you started:

    • Offer manager training. Managers play a significant role in the health and wellness of your staff. Managers impact employee mental health 69% more than doctors or therapists. Providing resources to leadership development programs is essential for equipping managers with the necessary skills to effectively lead and inspire their teams. By fostering strong leadership capabilities, organizations can enhance team performance, employee engagement, and overall productivity, resulting in a more thriving and resilient workforce.
    • Offer flexible work. In light of the evolving workforce, it’s essential to acknowledge that many employees now place a high value on flexibility. Providing alternatives such as remote work, flexible scheduling, or compressed workweeks can positively impact job satisfaction and contribute to higher employee retention rates.
    • Promote work-life balance. Since the COVID-19 pandemic, many companies have adopted remote and hybrid work styles. While this marks progress toward fostering a flexible work culture, it also means more employees have access to work at home and may be tempted (or asked) to work during off hours or while they’re technically out of the office. Thus, it is equally crucial to prioritize promoting a healthy work-life balance. Encouraging employees to maximize their breaks, utilize their vacation time, and unplug from work during their off-hours not only nurtures their well-being but also cultivates lasting job satisfaction and fosters loyalty to the organization.
    • Ensure clear and manageable workloads. Similar to work-life balance, ensure your staff understands their role and responsibilities. Studies indicate that employees experiencing workplace stress often report it affecting their home life (71%) and overall well-being (64%). While occasional anxiety is inevitable, and periods of heavier workloads may necessitate adaptability and ambiguity, it’s crucial not to normalize this as an everyday aspect of your organizational culture and workflow. Striking a balance between clear expectations and the flexibility to navigate challenging times is vital to fostering a sustainable and healthy work environment.
    • Prioritize inclusivity. An inclusive culture fosters a sense of belonging among employees and taps into the collective wisdom of individuals from various backgrounds and experiences. This diversity of thought and perspective can lead to more innovative problem-solving, improved decision-making, and, ultimately, heightened productivity within your organization.

    Telemedicine Saves You Time And Money

    Healthy employees are good for every business. Telemedicine gets employees in contact with doctors for a free consultation, helping them avoid time-consuming visits to the doctor or unnecessary trips to the emergency room (ER). As part of our premier employee benefits administration services, GMS helps employers by offering telehealth services through Teladoc. Telemedicine saves you and your employees valuable time and money through prompt, convenient access to licensed physicians based right in the U.S.

    Affordable, convenient health care consultations with licensed physicians are only a phone call or mouse click away through Telehealth. Contact us today and start investing in your team!

  • In a world marked by economic uncertainties, small business owners need to be attuned to their employees’ concerns and needs more than ever. As you gear up for the 2023 benefits open enrollment season, Voya Financial, a retirement, investment, and insurance company, released its consumer research survey, unveiling crucial insights that can empower you to make informed decisions.

    Inflation Concerns: A Growing Worry

    The shadow of inflation continues to loom over working Americans across the nation. Voya’s research highlights that 79% of working Americans are apprehensive that their workplace benefits will become more expensive during this open enrollment season due to inflation. This represents a significant increase from the 66% recorded in June of 2022 when inflation was at its peak.

    As a small business owner, this rise in inflation-related concerns should serve as a call to action. It’s time to consider benefits packages that help your employees navigate the financial strain caused by inflation, ensuring that their hard-earned money goes further.

    The Intersection Of Finances And Mental Health

    Voya’s research underscores the deep connection between financial stability and mental well-being. 57% of Americans surveyed agree that financial stability directly impacts their mental health. This revelation places mental health at the forefront of your employees’ concerns, particularly as they approach this year’s open enrollment season.

    In addition, the modern workforce is increasingly vocal about their expectations regarding mental health support. 55% of employed individuals believe that their employer is responsible for ensuring their mental and emotional well-being. This sentiment becomes even more apparent when 48% express their willingness to invest more in workplace benefits that offer enhanced mental health support and resources.

    Crafting Comprehensive Benefits Packages

    Traditional benefits such as medical and dental vision remain essential; however, Voya’s research illuminates the importance of evolving your benefits package. Your employees now expect a holistic approach that addresses financial and mental health needs. Employees are willing to commit to employers who offer mental health benefits, with half of employed Americans indicating they’re more likely to stay with their current employer if these resources are available.

    One positive development observed in today’s environment is that employees are becoming more thoughtful about their benefit selections, given the overarching financial concerns. 79% of employed individuals express interest in receiving support to maximize their workplace benefit dollars across retirement savings, health savings accounts (HSAs), health care insurance, and voluntary benefits.

    Prioritizing Financial And Mental Well-Being

    As you prepare for the 2023 benefits open enrollment season, you must address the concerns related to inflation, by offering comprehensive benefits that encompass financial and mental health needs. At GMS, a professional employer organization (PEO), we understand that the well-being of your employees is paramount, which is why we offer a comprehensive range of solutions to address your business needs. From employee assistance programs (EAPs) that provide crucial mental health support to a wide array of voluntary benefits and personalized guidance, we ensure that your workforce can make the most informed choices during open enrollment. With our expertise and commitment to your employees’ financial and mental well-being, we help your small business thrive while prioritizing what matters most – the health and happiness of your employees.

    Kristy Rittenour, GMS’ Benefits Account Specialist Manager, expressed, “Every year, GMS partners with our clients to enhance or change their benefit offerings, helping them recruit and maintain top talent. Based on mid-year utilization reporting, group size, and unique needs, GMS prepares the client in advance for their benefits renewal. An early evaluation of this information removes the guesswork and is critical to successful open enrollment.

    Contact us today to prepare yourself for the open enrollment season.

  • In a critical step towards addressing the ongoing mental health crisis in the United States, the Biden administration has proposed new rules to ensure equal access to mental health and substance misuse treatment. The rules, introduced by the Health and Human Services, Labor, and Treasury departments, will push insurers to comply with the Mental Health Parity and Addiction Act (MHPAEA), a landmark legislation enacted in 2008. This act mandates that insurance plans offer the same level of coverage for mental health and substance misuse care as they do for physical medical treatments.

    However, the administration has recognized that many insurers are not adequately complying with the law, leading to limited access to essential mental health care services. In this blog, we will explore the significance of the proposed rules and their potential to positively impact the lives of millions of Americans facing mental health challenges.

    Breaking Down The Mental Health Parity And Addiction Equity Act

    The MHPAEA was designed to address the historical disparities in health care coverage between mental health and physical medical treatments. This legislation aims to end the discriminatory practices that have hindered mental health and substance misuse care for far too long. By prohibiting private health insurance companies from imposing more restrictive copayments, prior authorizations, or other requirements on mental health and substance misuse care benefits, the act seeks to level the playing field for those in need of these mental health services.

    Recognizing The Mental Health Crisis In America

    In recent years, the United States has witnessed a significant decline in mental health. Factors such as the COVID-19 pandemic, financial stress, inflation, and increased workloads have contributed to rising rates of depression, anxiety, and stress.

    Sadly, many individuals find it challenging to access professional help to address their mental health concerns. Studies show that nearly one in three Americans who need mental health care are unable to receive it, highlighting the urgency of addressing this crisis.

    The Implications Of Non-Compliance

    Despite the existence of the MHPAEA for over a decade, many insurance providers have not fully complied with the law. This lack of compliance has resulted in disparities in access to mental health care, with some individuals facing greater obstacles than others when seeking treatment. These disparities perpetuate the stigma surrounding mental health and can exacerbate the challenges faced by those already struggling with mental health issues.

    The Biden Administration’s Bold Move

    Recognizing the urgency of the situation, the Biden administration’s proposal aims to strengthen enforcement of the MHPAEA. By providing clearer guidance to insurance plans and issuers, the administration seeks to ensure that mental health and substance misuse care receive the same level of coverage as other medical treatments. This move could significantly improve access to mental health services for millions of Americans, potentially saving lives and fostering a healthier society.

    The Path Forward

    The proposed rule is not a final step but rather a crucial milestone in the journey toward achieving true mental health parity. As the rule will be open for public comment for 60 days, it presents an opportunity for concerned citizens, mental health advocates, health care professionals, and stakeholders to contribute their insights and suggestions. By actively engaging in this process, the collective voice can further shape and strengthen the proposed rules, maximizing their impact in bridging the gap between mental health and physical health care.

    Mental Health Matters: Unveiling The PEO Solution For Small Businesses

    To cultivate a workplace that values and prioritizes mental well-being, small businesses have a valuable resource: a professional employer organization (PEO). By forming a partnership with a reputable PEO like GMS, small businesses can tap into a wealth of expertise and resources uniquely tailored to address mental health challenges within their workforce. These organizations can play a pivotal role in bridging the gap between physical and mental health care by providing access to comprehensive employee assistance programs (EAPs) and mental health benefits.

    With GMS’ support, small businesses can foster an environment of understanding and empathy, promoting a culture that encourages open conversations about mental health. This collaborative effort empowers employees to seek the necessary help and support, leading to a more resilient, engaged, and productive workforce. Together, as businesses embrace this transformative approach to mental health, they can build a brighter, healthier, and more harmonious future for their employees and the entire organization. Interested in learning more? Contact us today!

  • Mental health is vital to our overall well-being and should be given the same importance as physical health. As we spend a significant portion of our day at work, our workplaces must be supportive environments prioritizing mental health. Unfortunately, this is often not the case, and mental health issues in the workplace are common. Throughout this blog, we’ll explore the impact of mental health within the workplace and discuss ways business owners and employees can work together to create a healthier work environment for everyone. Let’s dive in!

    Understanding Mental Health

    Mental health includes our emotional, psychological, and social well-being and affects how we think, feel, and act. In addition, it helps determine how we handle stress, relate to others, and make healthy choices. Unfortunately, mental health illnesses are among the most common health conditions in the United States. Over 50% of Americans will be diagnosed with a mental illness or disorder at some point in their lifetime.

    Individuals can experience different types of mental illnesses or disorders. The following are different types of mental illnesses:

    • Anxiety disorders
    • Depression
    • Bipolar disorder 
    • Post-traumatic stress disorder (PTSD)
    • Eating disorders 
    • Disruptive behaviors 

    The Importance Of Workplace Mental Health 

    As a business owner, your employees must be mentally fit at work and in their personal lives. Your workers’ success is measured in various ways, including hitting productivity goals, achieving financial gains, completing projects, and simply showing up. Ensuring your employees are doing okay both mentally and physically is essential for the success of your employees and your business. A study shows that anxiety has reached its highest level since the COVID-19 pandemic began, and the depression rate has tripled. In addition, individuals diagnosed with depression will miss, on average, 19 days of work per year and 46 days of being at work but unproductive. Not only does it have a negative impact on your employees, but it also affects your business when your employees aren’t performing at their best. So how can you help your employees struggling with a mental illness? The following are ways in which you could support mental health among your workforce:

    • Help prevent burnout 
    • Make mental health policies clear
    • Model healthy behaviors
    • Build a culture of connection through check-ins
    • Offer flexibility and be inclusive 
    • Communicate more than you think you need to 
    • Invest in training
    • Encourage employees to take breaks throughout their workday

    Younger Generations Prioritize Mental Health Benefits

    Mental health has become increasingly important in recent years, and younger generations have been at the forefront of this movement. Unlike previous generations, they prioritize mental health benefits in their career and personal lives. 73% of Generation Z (Gen Z) employees and 74% of Millennial employees have utilized mental health benefits by their employers, while 58% of Generation X and 49% of Baby Boomer employees have utilized these benefits.

    The reasons for this shift are multifaceted, but a major factor is the increased awareness and destigmatization of mental health issues. In the past, mental health was often seen as a taboo topic that should be kept private. However, today, individuals are encouraged to speak openly about their mental health struggles and seek help when needed.

    Younger generations also face stressors that can impact their mental health. The rise of social media and technology has brought a constant need to be connected, leading to feelings of burnout and exhaustion. In addition, economic uncertainty, political instability, and global events such as the COVID-19 pandemic have contributed to feelings of anxiety and depression among these younger generations. The pandemic highlighted the importance of mental health resources and support. It led to individuals experiencing increased isolation, anxiety, and depression. Many individuals turned to virtual therapy and support groups to cope with these challenges they’re faced with.

    Because of these factors, younger generations seek workplaces prioritizing mental health benefits. According to a survey, Millennials and Gen Z prioritize work-life balance and mental health benefits over other job perks such as salary and vacation time.

    Your employees that are grouped in the younger generations are seeking benefits that include the following:

    • Employee assistance programs (EAPs)
    • Counseling 
    • Grief support
    • Mental health days off 
    • Workshops or seminars that focus on mental wellness
    • Mental health coverage through medical insurance 
    • Financial planning seminars or counseling

    Advantages Of Offering Mental Health Benefits To Your Employees

    Offering mental health benefits to employees is beneficial for your employees and can also provide significant advantages for your business. The following are benefits you could experience if you offer mental health benefits to your employees:

    -Increased productivity: When employees are given access to mental health benefits, they are better equipped to manage stress and anxiety, which can improve their overall well-being and productivity. Employees with access to mental health resources are more engaged, focused, and productive at work.

    -Improved employee retention: Access to mental health benefits can increase employee loyalty and retention rates. Employees who feel their employer values their mental health are more likely to stay with the company and contribute to its success.

    -Lower health care costs: Mental health conditions can lead to physical health problems, resulting in higher health care costs for employers. When you offer benefits, you can help prevent or manage these issues, ultimately reducing health care costs for your employees and your business.

    -Reduced absenteeism: When your employees are struggling with their mental health, it can lead to an increase in absenteeism as they may need to take time off to manger their health. When they have access to mental health benefits, you can help your employees get the support they need to manger their mental health, which will reduce absenteeism.

    -Improved company culture: Offering mental health benefits can create a positive company culture that values employee well-being. This can lead to a more engaged and motivated workforce, which can improve the overall success of your business.

    When you prioritize employee well-being, you can create a more productive, engaged, and loyal workforce while reducing health care costs.

    Prioritize Your Health With GMS 

    Your employees are your biggest asset. The last thing you want is for your employees to struggle with their mental health and not have any support from their employer. It’s essential that you explore which mental wellness benefits your employees need to thrive in their roles. As Millennials and Gen Zers begin to dominate the workforce, it’s critical you consider what they want and begin to implement them within your business. Partnering with a professional employer organization (PEO) such as GMS can provide you with mental health benefits to your employees. We provide you with the following:

    GMS helps you prioritize your employees’ mental health and creates a positive work environment that fosters growth and productivity. Let’s tackle this together. Contact us today to learn more. 

  • With the state in which the economy is, employees and employers are struggling significantly. Whether it’s keeping up with the rise in prices for necessities or the labor shortage business owners are facing, these are challenging times. Employees need the support of their manager now more than ever to overcome these obstacles we’re all facing.

    As a business owner, the head of a company, or a manager with an organization, take a minute to think about whether you bring a positive impact on your employees’ mental health. Do you check in with your team regularly? You don’t have to discuss every detail of life outside of work. However, it’s essential that you let your employees know that you’re there for them if they need someone to talk to. Effective managers check in with their direct reports’ emotional state, are nurturing and ready to help, keep track of their direct reports’ goals, and offer constructive feedback.

    The Workforce Institute at UKG surveyed 3,400 individuals across 10 countries to spotlight the critical role our jobs, leadership, and managers play in supporting mental health in and outside work. Let’s see what they discovered.

    Survey Results

    Managers impact their employees’ mental health 69% more than doctors (51%) or therapists (41%) and even the same as a spouse or a partner (69%). More than 80% of employees would rather have good mental health than a high-paying job, and two-thirds would take a pay cut for a job that provides better support for mental wellness. In addition, work stress negatively impacted 71% of employees’ home life, 64% of their well-being, and 62% of their relationships. Finally, one in three employees said their managers fail to recognize their impact on their team’s mental well-being.

    Help Your Employees

    In an effort to avoid violating the Americans with Disabilities Act, non-discrimination laws, and confidentiality laws, leaders were previously taught to avoid discussing mental health with employees. However, in recent years, that’s no longer the case. Leaders are encouraged to check in with employees who appear distracted, tired, or stressed. To model work/life balance for your team, managers should share their challenges and stress-coping strategies. Managers who openly discuss stress convey the message that they can discuss their problems without feeling stigmatized. 83% of U.S. employees suffer from work-related stress, which causes around one million workers to miss work every day. Workplace stress typically makes up a substantial amount of the general mental health crisis. This could then lead to significant drops in productivity and burned-out employees.

    Consider Partnering With GMS

    Have you considered outsourcing your HR functions to a professional employer organization (PEO) like Group Management Services (GMS)? We take on the administrative burdens you don’t have the time or expertise to manage effectively. If you have employees that are struggling with their mental health, how can you help them? An easy step to help your employees is to enhance your benefits package. We work with you to create a unique benefits package that your employees want and need. Whether it’s adding mental health benefits or simply providing you access to telemedicine, we’ve got you covered. Telemedicine gives your employees free access to physicians around the clock, allowing them to connect via phone, video, or over the internet 24/7. It’s just one of the many benefits of our group health coverage. Interested in learning more about how you can help your employees? Contact us to learn more.

  • During the COVID-19 pandemic, many employers increased their mental health and well-being benefits. Heading into 2023, many employers are poised to continue offering these benefits. However, for many Americans, this can still be challenging to implement.

    Why Implement Coverage

    When healthcare plans offer a wide selection of in-network providers, mental health support becomes more accessible and affordable. Easy access to voluntary benefits lets your employees know they are supported. Survey results released in August by America’s Health Insurance Plans (AHIP), a health insurers’ trade association, shared:

    • All respondents provided some telehealth coverage for mental health services
    • The number of in-network behavioral health providers grew by 48% in three years
    • 89% of health plans are actively recruiting health care providers
    • The number of providers eligible to prescribe medication-assisted therapy (MAT) for substance disorders has grown 114 percent over three years

    “More than half of Americans, nearly 180 million, have employer-provided coverage for their health care needs – which offers an essential path to accessing much-needed mental health support,” stated AHIP.

    Access To Care

    Many therapists prefer to remain out of network, allowing them to receive direct payment from their patients. This limits those with lower incomes from receiving the care they need. Other therapists may only allow a certain number of clients that are unable to pay out of pocket. When it comes to improving access to care, one way to do it is through telehealth. Virtual appointments give patients more options while reducing the cost to practitioners.

    GMS’ Support

    There is a significant payoff when you alleviate the burdens of accessing mental health and wellness services. Employees feel a sense of validation through quality benefit offerings. You and your team can benefit from a streamlined approach when you partner with GMS. Telemedicine is just one way to enhance the employee experience by supporting their mental wellness goals. Learn how to get started today!

  • Prior to the pandemic in 2020, research showed that one in five adults struggled with mental health issues. Post pandemic has triggered a 25% increase in anxiety and depression, according to the World Health Organization (WHO). With this drastic increase in the past couple of years, employers need a plan of action to increase the health and wellbeing of their employees.

    With employees returning to the workplace, it can be stressful and overwhelming. Individuals are still adjusting to the “new normal” and need support and resources. With all the changes in the work environment, many individuals have started prioritizing mental health within the workplace.

    A survey conducted by the Employee Benefit Research Institute (EBRI) showed that in response to the pandemic, 50% of employees believe mental health wellness programs are more important than ever. Unfortunately, cost continues to be a concern for many individuals. The survey also found that three in four people trust their employer to offer quality benefits and offerings that will improve their overall well-being.

    The following will help to create a safe work environment and ensure the welfare of all employees:

    Promote Health And Well-being

    Employee wellbeing refers to the state of employees’ physical and mental health and focuses mainly on factors including mood and perception. The leadership of your organization needs to create a healthy culture and supportive environment for their employees. Educating leaders on how to recognize the signs of stress and mental health issues will help reduce turnover and absenteeism. Poor mental and physical health ultimately leads to lower moods, poor concentration, difficulty making decisions, and inadequate performance. Ideas that you can utilize to promote employee well-being in the workplace include the following:

    • Ensure recognition is a part of your company culture
    • Practice mindfulness
    • Create impactful mentoring programs
    • Promote mental health awareness

    Workspace/Work Flexibility 

    Your work environment can affect your mental wellness. On average, individuals spend 90,000 hours at work which is nearly one-third of our lives. How work affects us is directly related to our physical environment. Since the beginning of the pandemic, hybrid work became a new concept where employees worked from home two to three days per week and physically entered the office the remaining one to two days. Allowing flexibility like this in your business allows your employees to have a wider range of freedom. If the employees have children, they have adequate time to drop them off at school or take care of loved ones. A study found that 72% of employees report that work-life balance is especially important when considering a new position.

    When individuals think of office work, they probably think of people sitting at a desk all day. Sitting at a desk for an extensive period of time takes a toll on your body and mind. It goes hand in hand with the risk of anxiety and depression. Research is still being conducted to determine the reasoning behind it, but it’s most likely related to lack of exercise. Once an hour, individuals should get up from their desks to take a break physically and move around, stretch, get some water, clear your head, etc.  

    Communicate

    Communication is a valuable tool in managing many aspects of mental health and the well-being of your employees. As there are a handful of ways to communicate with team members, it’s important to determine the most effective way your team communicates. Understanding your team member’s communication styles is important to succeed. If they prefer face-to-face conversations over email or video, meet with them in person. Effective communication between your leaders and your employees strengthens relationships and ensures everyone is on the same page. This will create a positive working environment and improves motivation and productivity. Remember to always check in with your colleagues. Encourage a happy and motivating workplace. 

    What Is Your Company Doing To Address The Well-being Of Your Employees?

    Your employees’ career is a vital part of their life. Increased mental well-being is connected to happier work, more effective collaboration, and increased productivity. When partnering with GMS, we offer a wide range of benefits to your employees. Through our employee assistance program (EAP), our clients have access to free confidential services including legal and financial consultation, childcare, special needs, counseling, and more. If you choose to utilize free counseling, you have up to four sessions, per problem for face-to-face counseling with 24/7 access. To learn more about our benefits offerings, click here. 

  • When employees are set up for success, companies often enjoy the benefits. Happy, motivated employees are more likely to be more productive. Unfortunately, there are several factors outside of the workplace that have a direct impact on the overall wellbeing of your employees.

    An Employee assistance program (EAP) is one tool employers can use to help stressed-out employees and improve both morale and work performance. Let’s break down what an EAP does, how it benefits both employers and employees, and how your company can get the most out of its program.

    What Is An Employee Assistance Program?

    The Society for Human Resource Management (SHRM) defines an EAP as “a work-based intervention program designed to assist employees in resolving personal problems that may be adversely affecting the employee’s performance.” These intervention programs are designed to give employees support for private matters until they can find a more permanent solution. An ideal EAP should meet the criteria listed below:

    • Confidential – Given the personal nature of employees’ issues, EAPs should allow employees to privately and anonymously seek support.
    • Accessible – Services provided by an EAP should be accessible online and easy for employees to contact during and outside of work hours.
    • Available – Services should be readily available to any employees and immediate family members who are eligible for the program.
    • Short-term – EAPs aren’t meant to be permanent sources of aid. The services an EAP provides are designed to give employees access to key services and short-term help until they can find a good, long-term solution for them.

    The exact form of support can differ greatly from program to program, but an average EAP is typically designed to assist employees in a variety of ways. While the services may differ, the goal is the same – to give employees the support they need to address factors that impact their mental and emotional health.

    Examples Of Employee Assistance Programs

    EAPs vary greatly depending on which services they include. The average EAP provides a wide range of services aimed to provide critical support for your workforce, but the exact selection can vary from program to program. However, it’s common for EAPs to address a number of personal issues, including the following concerns:

    • Relationship challenges
    • Grief over loss of a loved one
    • Financial or legal problems
    • Stress management
    • Mental health issues, such as anxiety, depression, or PTSD
    • Substance abuse
    • Workplace or domestic violence
    • Crisis management

    While EAPs were traditionally developed to support these personal issues, modern programs have expanded to include further services. Employers have found that there are a number of additional stressors that impact work-life balance and future plans. EAPs can also include the following forms of support:

    • Child care
    • Elder care
    • Adoption specialists
    • Retirement planning
    • Living wills
    • Pet care
    • Academic and tutor resources
    • Personal and professional development

    Benefits Of Employee Assistance Programs

    More stress means more problems for both employees and employers. According to Gallup’s State of the Global Workforce Report, a whopping 57% of U.S. employees reported feeling stress on a daily basis. By alleviating that stress, EAPs can help businesses enjoy the following benefits:

    • Reduced absenteeism
    • Increased productivity
    • Better morale
    • Improved retention

    Reduced absenteeism

    Outside stressors can often lead to employees taking additional sick days or simply calling off to attend to personal issues. EAPs give employees the means to alleviate those stresses. A study by Federal Occupational Health (FOH) found that companies that offer EAPs saw a 69.2% decrease in absenteeism by giving employees access to various means of personal support.

    Increased productivity

    Just because employees are at work doesn’t mean that they’re productive. Behavioral health concerns like stress, anxiety, or depression directly impact how engaged employees are at work. That same FOH study found that employees with access to assistance programs were 22.8% less checked out while on the job and more invested in their work.

    Better morale

    Another benefit the FOH found was that EAPs can improve employees’ sense of overall wellbeing. Studies found that EAPs increased users’ life satisfaction by 24.2% by addressing stressors that caused personal distress. In turn, employee morale is substantially better when employees take advantage of EAP services.

    Improved retention

    Simply put, stress makes good employees leave. EAPs show employees that your business cares about their wellbeing, making them less likely to suffer burnout or look for a fresh start somewhere else.

    Assistance programs can also entice talent to join your business. According to SHRM, 76% of employees “consider mental health benefits to be a critical factor when evaluating new jobs.” An EAP is a clear sign that your business takes employees’ mental health seriously.

    How To Maximize The Value Of Your Employee Assistance Program

    Offering an EAP is one step. Getting employees to use it is another. National studies find that EAP utilization averages just under 10%, but not because the programs are ineffective. SHRM reports that there are a couple of key reasons for the low usage rate:

    • Privacy concerns – Employees either feel uncomfortable sharing personal issue or are afraid that employers will gain access to this personal health information.
    • Lack of promotion – Companies either don’t promote these programs enough or employees aren’t aware of how they can access these services.

    Even with low participation numbers, employers who offered an EAP typically enjoyed an ROI of at least $3 for every $1 spent according to the 2020 Workplace Outcome Suite. Still, there are ways that businesses can encourage better EAP participation and receive even more value from their programs.

    Regularly promote EAP awareness

    It’s not uncommon for employees to only hear about their EAP once during the onboarding process or when the program was added as a benefit. It’s best to give employees regular reminders about your EAP and how to access these services. These reminders can come in multiple forms – during annual meetings, email updates, etc. Regardless of how you send the message, multiple reminders will only increase the odds employees will utilize these services.

    Stress privacy

    It’s not always easy for individuals to admit they need help. With that being said, it’s essential to communicate that employees can privately access services online or on the phone around the clock.

    In addition, employees should understand that their interactions with these services are completely private and are not shared with others within the company, including the employer. By stressing the private nature of an EAP, employees are more likely to explore these services on their own terms.

    Work with HR advocates

    It’s not always easy to manage the various aspects of benefits administration by yourself. Fortunately, you don’t have to promote and manage your EAP alone. The right EAP provider can help you maximize the effectiveness of your program.

    For example, GMS partners with businesses to offer critical assistance and educate employees about how to best utilize these services. We work with employers to help them offer a quality benefits package without having to spend the time to administer these benefits by themselves, including group health insurance, assistance programs, and more.

    Ready to enhance your employee benefits package? Contact us now about how GMS can help you save time and money through expert benefits administration.