I find it encouraging as both a marketing executive and an employee to see a new initiative focused on creating a two-way dialogue between management and their workforce to build trust and give employees more empowerment within their organization. This shift is happening at critical time when employee trust is low, and social networking is giving each individual throughout the corporate hierarchy a voice. Employers that don’t take the necessary steps to begin listening, understanding and reacting to the needs of employees will face certain vulnerability in the marketplace.
As an employee within eni who recently achieved “Best Company to Work For” status, I can breathe a sigh of relief knowing my co-workers are representing the eni brand that truly practices what we preach in work/life balance, respect and empowerment.
It is important to note that this type of culture does not occur by accident. Much thought and action goes into creating an employee experience that feeds both job satisfaction and productivity, and our results and ROI reach far beyond what others attempt with branding campaigns. At the end of the workday, it’s not the budget you put into your culture that creates a happy, healthy work environment. Those who are able to succeed in this competitive environment take the time to create a dialogue, and react to what you’re employees are saying.
Tuesday, September 15, 2009
Tuesday, July 28, 2009
Avoid confusion: Develop social media policies now
Social media can be used as a great tool to help support your growing business. It can be a means of allowing sales executives an easy way to maintain contacts with customers, as well as a professional networking tool that can be applied across global boundaries. Additionally, social media aids in the further development of your unique brand and can be a great compliment to your company’s profile.
On a personal level, it can also be a convenient way for friends and families to keep in touch. As a result, it’s hard to avoid the fact that many of your employees are probably already mixing business with pleasure via social media.
But what’s acceptable behavior to your employees may not be acceptable to you -- or vice versa. So it’s a good idea to let your colleagues know what you expect of their social media use, particularly as it pertains to their work.
That’s why it’s important to have social media guidelines and policies in place for your employees. It’s not fair to discipline employees for not meeting a standard they’re not aware of. Nor is it fair for employees to overly restrict themselves because they’re not sure what you expect.
We at eni have been drafting our own guidelines. Knowing that social media outlets have different purposes, we’ve drafted our guidelines accordingly. LinkedIn was designed with the business professional in mind, creating an environment more conducive of professional communication. Facebook was created for a younger, more casual user, and features applications and networks meant to entertain rather than do business. Twitter and MySpace have their own particular quirks and specific demographics. And nobody really knows what new service will be available or popular next year.
What’s appropriate behavior and language on one may not be appropriate for another. A customer, for example, may not be familiar with the specialized trade jargon you might use with a colleague. Some contacts may want some personal conversations; others may shun it.
Your policy needs to keep that flexibility in mind. But here are some general principles we ask our own employees to keep in mind:
Everyone can hear you. Social media outlets are meant to be public, so in general everyone can hear or see everything you say. So don’t say it unless you’re willing to let everyone know about it.
Be professional and congenial. The Internet is no place to make derogatory comments about anyone. Remember that in public, your behavior and comments reflect on both you and your employer. Just because you’re alone at your computer doesn’t mean you’re alone on the Internet.
Do not reveal proprietary information – especially about your company and your clients. Once information is released to the Internet, it cannot be retrieved. Social media does not provide for very secure communications.
Avoid profanity, vulgarity and sexual innuendo. Some outlets are formal; some are casual. But none of them are an excuse to be crass.
Similarly, avoid posting photos that compromise your public image. What you do in private is your business, but perhaps you shouldn’t tell casual acquaintances and business colleagues about it.
Consider maintaining separate accounts for professional and private use. Social media allows friends and family to communicate easily from wherever they are. But professional contacts may not want to hear the details of your private life. And many personal contacts may be annoyed by business communication.
What disciplinary procedures you enact, of course, depend on your particular company. But something to keep in mind is that social media is still somewhat new to both the professional and personal world, so there’s going to be a learning curve.
That’s why it’s important to get ahead of that policy and educate your employees as soon as possible.
On a personal level, it can also be a convenient way for friends and families to keep in touch. As a result, it’s hard to avoid the fact that many of your employees are probably already mixing business with pleasure via social media.
But what’s acceptable behavior to your employees may not be acceptable to you -- or vice versa. So it’s a good idea to let your colleagues know what you expect of their social media use, particularly as it pertains to their work.
That’s why it’s important to have social media guidelines and policies in place for your employees. It’s not fair to discipline employees for not meeting a standard they’re not aware of. Nor is it fair for employees to overly restrict themselves because they’re not sure what you expect.
We at eni have been drafting our own guidelines. Knowing that social media outlets have different purposes, we’ve drafted our guidelines accordingly. LinkedIn was designed with the business professional in mind, creating an environment more conducive of professional communication. Facebook was created for a younger, more casual user, and features applications and networks meant to entertain rather than do business. Twitter and MySpace have their own particular quirks and specific demographics. And nobody really knows what new service will be available or popular next year.
What’s appropriate behavior and language on one may not be appropriate for another. A customer, for example, may not be familiar with the specialized trade jargon you might use with a colleague. Some contacts may want some personal conversations; others may shun it.
Your policy needs to keep that flexibility in mind. But here are some general principles we ask our own employees to keep in mind:
Everyone can hear you. Social media outlets are meant to be public, so in general everyone can hear or see everything you say. So don’t say it unless you’re willing to let everyone know about it.
Be professional and congenial. The Internet is no place to make derogatory comments about anyone. Remember that in public, your behavior and comments reflect on both you and your employer. Just because you’re alone at your computer doesn’t mean you’re alone on the Internet.
Do not reveal proprietary information – especially about your company and your clients. Once information is released to the Internet, it cannot be retrieved. Social media does not provide for very secure communications.
Avoid profanity, vulgarity and sexual innuendo. Some outlets are formal; some are casual. But none of them are an excuse to be crass.
Similarly, avoid posting photos that compromise your public image. What you do in private is your business, but perhaps you shouldn’t tell casual acquaintances and business colleagues about it.
Consider maintaining separate accounts for professional and private use. Social media allows friends and family to communicate easily from wherever they are. But professional contacts may not want to hear the details of your private life. And many personal contacts may be annoyed by business communication.
What disciplinary procedures you enact, of course, depend on your particular company. But something to keep in mind is that social media is still somewhat new to both the professional and personal world, so there’s going to be a learning curve.
That’s why it’s important to get ahead of that policy and educate your employees as soon as possible.
Tuesday, July 21, 2009
Seizing Opportunities in the Mental Health Parity Act
Employers and health plan administrators wonder how much the Wellstone-Domenici Mental Health Parity and Addiction Equity Act of 2008 will cost once it arrives online in 2010.
Our best advice is to use an ounce of prevention.
The act requires mental health and addiction treatment benefits to be as accessible and affordable as medical and surgical benefits. It’s a tough time for companies to deal with it, given the economy, and we estimate that up to 5 percent of companies may drop mental health coverage altogether, instead.
But there’s another option. A well-coordinated EAP can actually prevent the need for more expensive treatment options.
An EAP service provider will provide mental health professionals to screen employees seeking services. They can identify issues sooner when treatment may be less expensive. And for those companies that discontinue mental health benefits, an extended work/life program – with maybe 10 sessions instead of 3 – can at least begin to address an employee’s needs.
We’ve written a whitepaper on the topic that gives you key details about the act and what it can mean to your company. And given that as many as half of all Americans will face a diagnosable mental health issue at some point, you can assume that your employees will too.
Our best advice is to use an ounce of prevention.
The act requires mental health and addiction treatment benefits to be as accessible and affordable as medical and surgical benefits. It’s a tough time for companies to deal with it, given the economy, and we estimate that up to 5 percent of companies may drop mental health coverage altogether, instead.
But there’s another option. A well-coordinated EAP can actually prevent the need for more expensive treatment options.
An EAP service provider will provide mental health professionals to screen employees seeking services. They can identify issues sooner when treatment may be less expensive. And for those companies that discontinue mental health benefits, an extended work/life program – with maybe 10 sessions instead of 3 – can at least begin to address an employee’s needs.
We’ve written a whitepaper on the topic that gives you key details about the act and what it can mean to your company. And given that as many as half of all Americans will face a diagnosable mental health issue at some point, you can assume that your employees will too.
Tuesday, July 14, 2009
Proven Stress Busters
Office tension eats into your productivity – and those you work with. Perhaps you find yourself easily distracted. Maybe you snap at coworkers or imagine throwing your computer through a window. It’s common. But help is here. These relaxation techniques can help relieve both the physical and mental tensions that come with your exciting and stressful career.
- Breathe deeply. Close your eyes and breathe in slowly. Let the breath out for a count of five. Do this 10 times.
- Stretch. Raise your arms above your head. Stretch left and hold for four counts. Stretch right and hold. Reach straight up and stretch your back and shoulder muscles. Gently stretch your right ear toward your right shoulder. Repeat on the other side. Open your mouth as wide as you can and yawn.
- Sit up straight in your chair, then drop your upper torso, arms and head between your knees. Exhale and then take a deep breath as you slowly roll up, beginning at the base of your spine.
- Explore as many variations of your sitting position as you can while maintaining good posture: Feet flat on the floor in front of you, lower back supported against your chair and keeping an imaginary straight line from your ears, through your shoulders to your hips.
- Exercise. Take a brisk walk or climb the stairs.
- Eat well. Snack on fresh fruits, vegetables and whole-grain foods. They have lots of stress-busting B and C vitamins.
- Skip your next cup of coffee. Try a new fruit juice instead. Or maybe sip on some herbal tea or hot broth.
- Eat a tangerine. Peel it slowly, noticing the mist and the fragrance. Observe the structure of each section and savor each bite. As you eat, imagine the sunny grove where the tangerine grew.
- Laugh. Keep a good joke handy. Take a few moments to jot down the funny aspects of your present situation.
- Talk. Chat with coworkers about hobbies and activities outside of work.
- Close your eyes and picture a peaceful place: a meadow, an ocean scene or a favorite room in your house. Visualize the scene in detail, with all the sights, sounds and smells.
- Look out the window. Let your thoughts drift for five minutes.
- Visit a tree or statue during your lunch break. Enjoy its texture and its shape against the sky.
- Finish an easy task, something you've been putting off because it's "not important."
- Play. Work a crossword or other puzzle during a break.
- Give yourself a massage. Rub your left shoulder, neck and scalp with your right hand, and repeat on the right side with your left hand.
Wednesday, July 8, 2009
Thanks for visiting us in New Orleans, and the winners are...
eni would like to thank everyone who visited the eni booth during the 2009 SHRM Conference and Expo in New Orleans.
To celebrate eni’s commitment to work/life balance, eni had a grand prize drawing for a free $1,000 cruise gift card to use for the date and destination of their choice.
Congratulations to our grand prize winner Suzanne Ferris!
Hundreds of people took part in the eni Walk to Win New Orleans Step Challenge, proudly wearing an eni pedometer to count each step exploring the conference, the expo and New Orleans.
While so many of you logged impressive step counts, the top winners were:
1st Place Winner of an Amazon Kindle:
Joel Stringer, 61,081 steps
2nd Place Winner of an iPod Touch:
Cecilia Forbes- 44,451
Winners of an iPod Shuffle:
3rd Place: Jason Scott- 43,810
4th Place: Roshelle Campbell- 42,924
5th Place: Connie Otts- 38,864
Winners will be contacted by eni’s work/life experts, and will receive their prize via direct mail to the address provided during the expo.
eni customizes its work/life services to actively engage, educate and empower a happy, healthy, more productive work force. The integrated work/life Employee Assistance Program, and corporate wellness services are two strong benefit offerings that help both you and your work force succeed and perform at maximum potential.
To celebrate eni’s commitment to work/life balance, eni had a grand prize drawing for a free $1,000 cruise gift card to use for the date and destination of their choice.
Congratulations to our grand prize winner Suzanne Ferris!
Hundreds of people took part in the eni Walk to Win New Orleans Step Challenge, proudly wearing an eni pedometer to count each step exploring the conference, the expo and New Orleans.
While so many of you logged impressive step counts, the top winners were:
1st Place Winner of an Amazon Kindle:
Joel Stringer, 61,081 steps
2nd Place Winner of an iPod Touch:
Cecilia Forbes- 44,451
Winners of an iPod Shuffle:
3rd Place: Jason Scott- 43,810
4th Place: Roshelle Campbell- 42,924
5th Place: Connie Otts- 38,864
Winners will be contacted by eni’s work/life experts, and will receive their prize via direct mail to the address provided during the expo.
eni customizes its work/life services to actively engage, educate and empower a happy, healthy, more productive work force. The integrated work/life Employee Assistance Program, and corporate wellness services are two strong benefit offerings that help both you and your work force succeed and perform at maximum potential.
Monday, June 1, 2009
Healthy Workforce Act to Support Corporate Wellness Programs
The Healthy Workforce Act was introduced to Congress on April 2, 2009. Presented by US Senators Tom Harkin, a Democrat from Iowa, and John Cornyn, a Republican from Texas, this bill seeks to provide funding in the form of a tax credit to businesses that introduce a Worksite Wellness Program. The Healthy Workforce Act is part of the Obama administration’s stimulus package, and will create approximately 40,000 new jobs. Healthcare has become a major focus of the Obama administration, and this bill would allow employers to offer the tools and materials to educate their employees on health and wellness, through effective, knowledge based onsite programs. The end-goal of this bill surely is to decrease medical costs to employers nationwide by relying on Worksite Wellness Programs to empower employees to educate themselves about their own health.
If passed in its current form, the bill would offer employers a tax credit that would cover 50% of the costs of a worksite wellness program, up to $200 per employee for the first 200 employees. For every employee beyond 200, the bill would offer a tax credit that would cover up to $100 towards the cost of the wellness program. This tax credit will allow businesses that may not have the funding for a wellness program in the current economic climate the necessary means to put such a program in place. Small and midsized businesses will benefit the most from this bill, as these types of businesses may not have had the budgetary resources to devote towards a wellness program.
This legislation also discusses components that an effective wellness program should have, such as a health risk assessment, an onsite wellness committee to keep the employees population active and engaged in the program, incentives to reward participation, and educational materials based on best practices. These tools will encourage employees to understand their health, their risks, and how those risks can be modified with diet, exercise, and proper medical care.
Lower medical costs are not the only benefit that employers will see when implementing a workplace wellness program. Encouraging employees to take a proactive approach to their health also leads to a decrease in sick time, fewer cases of disability, increased productivity in the workplace, and increased employee morale. Industry research has shown that employers can expect to see a $1:$3 Return on Investment from a workplace wellness program- for every dollar that is invested, employers will see $3 in return.
The Healthy Workforce Act has been endorsed by such businesses as the American Heart Association, Aetna, Blue Cross and Blue Shield, GlaxoSmithKline, Pfizer Inc, and the US Chamber of Commerce.
eni strongly supports the Healthy Workforce Act and has become an official endorser of this legislation, and encourage your organization to do the same by clicking here.
If passed in its current form, the bill would offer employers a tax credit that would cover 50% of the costs of a worksite wellness program, up to $200 per employee for the first 200 employees. For every employee beyond 200, the bill would offer a tax credit that would cover up to $100 towards the cost of the wellness program. This tax credit will allow businesses that may not have the funding for a wellness program in the current economic climate the necessary means to put such a program in place. Small and midsized businesses will benefit the most from this bill, as these types of businesses may not have had the budgetary resources to devote towards a wellness program.
This legislation also discusses components that an effective wellness program should have, such as a health risk assessment, an onsite wellness committee to keep the employees population active and engaged in the program, incentives to reward participation, and educational materials based on best practices. These tools will encourage employees to understand their health, their risks, and how those risks can be modified with diet, exercise, and proper medical care.
Lower medical costs are not the only benefit that employers will see when implementing a workplace wellness program. Encouraging employees to take a proactive approach to their health also leads to a decrease in sick time, fewer cases of disability, increased productivity in the workplace, and increased employee morale. Industry research has shown that employers can expect to see a $1:$3 Return on Investment from a workplace wellness program- for every dollar that is invested, employers will see $3 in return.
The Healthy Workforce Act has been endorsed by such businesses as the American Heart Association, Aetna, Blue Cross and Blue Shield, GlaxoSmithKline, Pfizer Inc, and the US Chamber of Commerce.
eni strongly supports the Healthy Workforce Act and has become an official endorser of this legislation, and encourage your organization to do the same by clicking here.
Friday, May 22, 2009
NEHRA Conference Focuses on Best Practices for Becoming an Employer of Choice in a Down Economy
The third program of the Northeast Human Resource Association (NEHRA) 2008-2009 was held yesterday in Danvers, Massachusetts, where hundreds of employers in the surrounding areas took a day out of their busy schedules to learn more about Becoming an Employer of Choice- Best Practices that Drive Bottom Line Results.
One would expect the environment to be a reflection of the pressures and negative stresses of the economic climate, but I was pleasantly surprised to find the mood to be just the opposite. Sure, most HR and benefits attendees felt tired and overburdened, understaffed and without the resources they need to meet their goals- but a new wave of optimism and hope flowed through the workshops as presenters encouraged attendees to see the opportunities that lie within these challenges.
Keynote speaker, Russell J. Campanello, Senior VP of HR at Phase Forward, emphasized HR’s critical role by referring to Jack and Suzy Welch’s point that HR matters enormously in good times… and it defines you in the bad. And while it’s still crucial to treat departing employees with respect and empathy, it is also time to begin strategizing ways to maintain engagement among the surviving workforce who are expected to do more with less. These challenges are great, but so are the opportunities to re-engage your culture, and rebound as a stronger organization both inside and out.
The day featured well-received presentations about becoming an employer of choice in a down economy, keeping employees engaged, maximizing the productivity and development of your workforce, and an emerging trend; aligning your internal and external branding initiatives to create a more transparent, sustainable culture. After all, as social networking continues to grow, so does employee power to voice opinions about their organization- both good and bad. This provides your partners, prospects and customers with a front row seat to your corporate culture.
As the conference came to a close, confidence grew among attendees who seemed eager to return work the next morning armed with new tools and techniques to begin influencing a stronger, more employee-centered culture. This is good news to all the HR professionals who have been waiting for the opportunity to drive real organizational change through what continues to be their most valuable resource- their people.
One would expect the environment to be a reflection of the pressures and negative stresses of the economic climate, but I was pleasantly surprised to find the mood to be just the opposite. Sure, most HR and benefits attendees felt tired and overburdened, understaffed and without the resources they need to meet their goals- but a new wave of optimism and hope flowed through the workshops as presenters encouraged attendees to see the opportunities that lie within these challenges.
Keynote speaker, Russell J. Campanello, Senior VP of HR at Phase Forward, emphasized HR’s critical role by referring to Jack and Suzy Welch’s point that HR matters enormously in good times… and it defines you in the bad. And while it’s still crucial to treat departing employees with respect and empathy, it is also time to begin strategizing ways to maintain engagement among the surviving workforce who are expected to do more with less. These challenges are great, but so are the opportunities to re-engage your culture, and rebound as a stronger organization both inside and out.
The day featured well-received presentations about becoming an employer of choice in a down economy, keeping employees engaged, maximizing the productivity and development of your workforce, and an emerging trend; aligning your internal and external branding initiatives to create a more transparent, sustainable culture. After all, as social networking continues to grow, so does employee power to voice opinions about their organization- both good and bad. This provides your partners, prospects and customers with a front row seat to your corporate culture.
As the conference came to a close, confidence grew among attendees who seemed eager to return work the next morning armed with new tools and techniques to begin influencing a stronger, more employee-centered culture. This is good news to all the HR professionals who have been waiting for the opportunity to drive real organizational change through what continues to be their most valuable resource- their people.
Friday, May 1, 2009
eni Ranks #6 Among Top 20 Best Companies in New York State
eni was recently recognized as one of the Best Companies to Work for in New York State for 2009. This statewide survey and awards program was designed to identify, recognize and honor the best places of employment in New York, benefiting the state’s economy, its workforce and businesses. The Best Companies to Work for in New York list is made up of 40 companies split into two groups: 20 small/medium-sized companies (15-249 employees) and 20 large-sized companies (250 or more employees). An awards ceremony was held in the state capital this past Thursday, April 23rd to honor the companies who made the list, and announce the official rankings. eni placed 6th on the list of the Best Companies to Work for in New York in the small/medium-size category. eni client’s POMCO and The Raymond Corporation also made this year’s list.Survey results indicated that eni employees have a great satisfaction for the generous benefit program Founder and CEO, Gene Raymondi offers his staff, which includes four weeks of paid time off from the immediate date-of-hire, tuition reimbursement, child care stipends, competitive health benefits as well as comprehensive wellness and work/life programs. The benefit that received the greatest appreciation among employees was for the additional opportunities given throughout the year, including team competitions and projects, ‘fun events’ such as a box at the B-Mets game or Dover Downs race, Polar Bear picnics, Rock Band and Wii Fit game nights, and weekend wine tours. The most impressive program offered is eni’s incentive travel opportunities; where the entire company travels to exotic locations like Cancun, the Dominican Republic, Puerto Rico, Jamaica and more. Employees and their family members also have 24/7 access to their own unique virtual concierge service that allows them to delegate personal tasks to their own Personal Assistant to coordinate, research or plan; allowing eni employees to make smart, informed decisions with less time and effort.
Raymondi believes a generous benefit offering is a vital part of a successful business strategy. For over 25 years, he has used this philosophy to maximize the productivity and culture of his company.
“We’re definitely a work hard, play hard kind of company. I learned many years ago that you are able to engage your employees at a much higher level if you find new and creative ways to show your appreciation for not only the work they perform, but also for the people they are.”
-eni Founder and CEO, Gene Raymondi
Click here to download the official list of NYS Best Companies to Work For.
To learn more about how eni’s work/life benefit services can help engage your corporate culture, or for more ideas or information on how you can achieve Best Company status, visit eniweb.com, call 1.800.364.4748 or email us at eniSolutions@eniweb.com
Friday, April 17, 2009
eni Crisis Response to Binghamton Shootings
Like people all over the country, the entire team at eni is deeply saddened by last week’s shooting at the American Civic Association in Binghamton, New York that left 13 victims and the gunman dead. You can read CNN’s coverage of the tragedy at http://www.cnn.com/2009/CRIME/04/05/binghamton.shooting/index.html?eref=rss_topstories or on the local Binghamton Press site at http://pressconnects.com/
As Employee Assistance Program (EAP) providers, eni is experienced in helping people cope in the aftermath of traumatic events. This week, eni counselors and networked mental health professionals are on-site in Binghamton with some of our clients, including Binghamton first responder agencies, city and county employees and school employees performing Critical Incident Stress Debriefings (CISD’s).
Although not always as violent or wide-spread as last week’s tragedy, critical incidents occur in workplaces more frequently than most would assume. Traumatic events can include the death of an employee or an employee’s family member, the diagnosis of a serious illness, experience with crime or similar type of intense trauma, or even the experience of layoffs. Following a critical event, it is unrealistic to expect people to jump back into their daily work schedule and remain focused productive and unaffected. It is important in these situations for management, staff, and even family members to gain some sense of perspective, have a chance to listen, recognize or communicate their thoughts and feelings, and begin working together toward a state of recovery. The most affective response to this situation is to recognize the expert support your EAP provides, and to call on this resource as soon as possible to provide the support your organization, and sometimes your community, needs to begin coping in a healthy way.
What reactions can employers expect following a traumatic event?
After a crisis or trauma, it is expected that people will feel shock, anxiety and confusion. Some may have trouble sleeping or eating, and may experience feelings of depression or grief.
In the midst of their shock, it is understandable that staff members can have trouble focusing on their work, struggle with inter-office relationships, or may want to isolate themselves. The natural response to stress is to retract, rather than to reach out for help when it is needed, and therefore supervisors should pay close attention to employees that are withdrawing, and remind them of the confidential and ongoing support available through their EAP.
The benefit of having a coordinated CISD response by trained EAP professionals is that we provide a safe, trusted supportive resource to help employees address their thoughts and fears in healthy, productive ways, connect them with people who have gone through similar trauma and identify potentially serious problems that may need further professional help. The eni team works with employees and management on an ongoing basis to effectively deal with the situation at hand, and to help facilitate a healthy return to daily work activities by helping employees remain productive.
How to get help
eni clients and their employees have 24/7 access to our CISD services following any type of traumatic events by simply contacting an eni Care Manager. If you are not currently a client of eni but would like to offer EAP or CISD services to your employees if and when needed, call 1.800.364.4748, email eniSolutions@eniweb.com, or visit us online at www.eniweb.com
EAP and CISD services can help focus and ground employees, and get things back to normal more quickly. They can also help employees avoid falling into the trap of unhealthy coping mechanisms such as over-eating, avoidable illness and absenteeism or substance abuse.
No one can predict when a crisis may happen, but often a company’s culture of attention to employee health and well-being shows in the way it responds.
As Employee Assistance Program (EAP) providers, eni is experienced in helping people cope in the aftermath of traumatic events. This week, eni counselors and networked mental health professionals are on-site in Binghamton with some of our clients, including Binghamton first responder agencies, city and county employees and school employees performing Critical Incident Stress Debriefings (CISD’s).
Although not always as violent or wide-spread as last week’s tragedy, critical incidents occur in workplaces more frequently than most would assume. Traumatic events can include the death of an employee or an employee’s family member, the diagnosis of a serious illness, experience with crime or similar type of intense trauma, or even the experience of layoffs. Following a critical event, it is unrealistic to expect people to jump back into their daily work schedule and remain focused productive and unaffected. It is important in these situations for management, staff, and even family members to gain some sense of perspective, have a chance to listen, recognize or communicate their thoughts and feelings, and begin working together toward a state of recovery. The most affective response to this situation is to recognize the expert support your EAP provides, and to call on this resource as soon as possible to provide the support your organization, and sometimes your community, needs to begin coping in a healthy way.
What reactions can employers expect following a traumatic event?
After a crisis or trauma, it is expected that people will feel shock, anxiety and confusion. Some may have trouble sleeping or eating, and may experience feelings of depression or grief.
In the midst of their shock, it is understandable that staff members can have trouble focusing on their work, struggle with inter-office relationships, or may want to isolate themselves. The natural response to stress is to retract, rather than to reach out for help when it is needed, and therefore supervisors should pay close attention to employees that are withdrawing, and remind them of the confidential and ongoing support available through their EAP.
The benefit of having a coordinated CISD response by trained EAP professionals is that we provide a safe, trusted supportive resource to help employees address their thoughts and fears in healthy, productive ways, connect them with people who have gone through similar trauma and identify potentially serious problems that may need further professional help. The eni team works with employees and management on an ongoing basis to effectively deal with the situation at hand, and to help facilitate a healthy return to daily work activities by helping employees remain productive.
How to get help
eni clients and their employees have 24/7 access to our CISD services following any type of traumatic events by simply contacting an eni Care Manager. If you are not currently a client of eni but would like to offer EAP or CISD services to your employees if and when needed, call 1.800.364.4748, email eniSolutions@eniweb.com, or visit us online at www.eniweb.com
EAP and CISD services can help focus and ground employees, and get things back to normal more quickly. They can also help employees avoid falling into the trap of unhealthy coping mechanisms such as over-eating, avoidable illness and absenteeism or substance abuse.
No one can predict when a crisis may happen, but often a company’s culture of attention to employee health and well-being shows in the way it responds.
Thursday, April 2, 2009
Balancing Your Two Lives (Home and Work)
Among the essential ingredients of a balanced life are meaningful activity, physical and mental health, satisfying relationships and peace of mind. To achieve that balance, you must successfully juggle the demands of your work, personal life, family and relationships.
Staying well-balanced is critical to maintaining mental and physical wellness. If you’re spending too much time working, and not attending to your personal life, it’s easy to become exhausted, stressed and irritable. When you add up all the time you’re awake during the week, each of us has about 112 hours to get everything accomplished that needs to be done. When you successfully get all your work done and also spend time doing the things you enjoy on a regular basis, you will feel more satisfied and in control of your life.
Professional Balance
You should do three things every morning to start your workday with a sense of balance and purpose:
The greatest challenge for many of us is to carve out time for ourselves despite the unceasing demands of work, family and relationships. However, it's imperative you make time for rest and relaxation.
Begin by setting aside the equivalent of an hour a day in which you do things you want to do. You can schedule that hour before or after work. Treat these appointments with yourself with as much respect as you would a meeting with a client or supervisor. Studies have found that people who take time for physical and mental rejuvenation accomplish more and are happier than those who don't take the time.
Creative people often get their best ideas while taking a walk, gardening or taking part in activities not related to work. People who use their evenings, weekends and vacations for personal rejuvenation are more energetic and productive at work and play because they're living a life that is in balance.
For more information about staying balanced, contact the work/life experts at eni.
Staying well-balanced is critical to maintaining mental and physical wellness. If you’re spending too much time working, and not attending to your personal life, it’s easy to become exhausted, stressed and irritable. When you add up all the time you’re awake during the week, each of us has about 112 hours to get everything accomplished that needs to be done. When you successfully get all your work done and also spend time doing the things you enjoy on a regular basis, you will feel more satisfied and in control of your life.
Professional Balance
You should do three things every morning to start your workday with a sense of balance and purpose:
- Eat breakfast.
- List your daily goals.
- Determine your top priorities to plan your day.
The greatest challenge for many of us is to carve out time for ourselves despite the unceasing demands of work, family and relationships. However, it's imperative you make time for rest and relaxation.
Begin by setting aside the equivalent of an hour a day in which you do things you want to do. You can schedule that hour before or after work. Treat these appointments with yourself with as much respect as you would a meeting with a client or supervisor. Studies have found that people who take time for physical and mental rejuvenation accomplish more and are happier than those who don't take the time.
Creative people often get their best ideas while taking a walk, gardening or taking part in activities not related to work. People who use their evenings, weekends and vacations for personal rejuvenation are more energetic and productive at work and play because they're living a life that is in balance.
For more information about staying balanced, contact the work/life experts at eni.
Tuesday, March 31, 2009
Keeping Your Workforce Engaged During Layoffs
eni rises to the economic challenge by supporting employees, management, and Human Resource through uncertain and stressful times.
eni, a national leader of corporate wellness and productivity solutions including Employee Assistance and Wellness Programs, provides services that educate, engage and empower your workforce.
In this time of uncertainty, corporations need the support of a proactive EAP such as eni to keep their workforce functioning at its maximum potential. Layoffs create an undeniable amount of stress on everyone involved, and attention must be paid to keeping your surviving employees engaged and productive to avoid future layoffs.
The natural reaction to stress is to turn inward rather than reach out for help. Withdrawn employees will struggle with relationships, health and motivation. The result; employees that were once considered top talent are now absent, more susceptible to illness and depression, and far less productive than this economy will allow. Your employee suffers, your customers suffer, and ultimately, business suffers.
Now is the time to be proactive before anxiety escalates. To help our clients lead their workforce through this stressful time, we work in partnership to establish two-way communication by creating special promotions or newsletters. To avoid harmful gossip, we establish confidential HR hotlines where employees receive valid answers to their questions.
This is a good time to conduct a quick survey where we assess issues and concerns, with the confidential protection employees’ trust from their EAP.
We also suggest increasing the awareness of your EAP benefit to your employees and their family members who share the stress. We often send our counselors and trainers for on-site support or stress management training, dedicating time to the ever-important frontline supervisors.
Most importantly, we believe in supporting HR Executives, who often incur the most stresses during the layoff process. By understanding our customer’s situation, expectations and pressures, we work to provide a full spectrum of support – professionally and personally – to keep you at your best during this difficult time.
eni, a national leader of corporate wellness and productivity solutions including Employee Assistance and Wellness Programs, provides services that educate, engage and empower your workforce.
In this time of uncertainty, corporations need the support of a proactive EAP such as eni to keep their workforce functioning at its maximum potential. Layoffs create an undeniable amount of stress on everyone involved, and attention must be paid to keeping your surviving employees engaged and productive to avoid future layoffs.
The natural reaction to stress is to turn inward rather than reach out for help. Withdrawn employees will struggle with relationships, health and motivation. The result; employees that were once considered top talent are now absent, more susceptible to illness and depression, and far less productive than this economy will allow. Your employee suffers, your customers suffer, and ultimately, business suffers.
Now is the time to be proactive before anxiety escalates. To help our clients lead their workforce through this stressful time, we work in partnership to establish two-way communication by creating special promotions or newsletters. To avoid harmful gossip, we establish confidential HR hotlines where employees receive valid answers to their questions.
This is a good time to conduct a quick survey where we assess issues and concerns, with the confidential protection employees’ trust from their EAP.
We also suggest increasing the awareness of your EAP benefit to your employees and their family members who share the stress. We often send our counselors and trainers for on-site support or stress management training, dedicating time to the ever-important frontline supervisors.
Most importantly, we believe in supporting HR Executives, who often incur the most stresses during the layoff process. By understanding our customer’s situation, expectations and pressures, we work to provide a full spectrum of support – professionally and personally – to keep you at your best during this difficult time.
Monday, March 30, 2009
The Mental Health Parity Act
With the passage of the Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act of 2008, many employers are wondering what the ramifications will be, and how they can manage higher costs for mental health and addiction benefits.
As a leading provider of EAP benefits, eni is well acquainted with these concerns. Nation-wide, our clients are doing more with fewer resources.
The Mental Health Parity Act calls for mental health and addiction treatment benefits to be as accessible and as affordable as medical/surgical benefits.
As many as 5 percent of companies may react to this legislation by dropping mental health coverage altogether, rather than finding ways to make the coverage comparable to medical coverage.
A well-coordinated EAP provider can be a company’s best ally in terms of managing these costs. For companies that continue to offer mental health and addiction treatment benefits, an EAP can help reduce costs. EAPs focus heavily on prevention of not only physical ailments but mental health and substance use issues as well. By implementing a comprehensive wellness program, EAP programs can lower a company’s health care utilization costs across the board.
At eni, we employ a staff of skilled mental health professionals to conduct thorough, confidential screenings when employees seek mental health and addiction treatment services. Acting in this role as “gatekeepers,” EAP professionals can identify issues sooner, suggest pro-active approaches and, as a result, reduce company costs.
For companies that choose to discontinue mental health benefits, an EAP with a rich and comprehensive work/life program (e.g. 10 instead of 3 sessions for instance) can provide employees at least a measure of mental health care.
Perhaps the most important role that a well-managed EAP plays is as a strategic partner to both organization and individual employees’ wellness initiatives. We have found that, with a highly engaging and customizable wellness program, employee participation skyrockets, productivity increases, and organizations get a clear picture of risk factors. By removing the guesswork and conjecture from the process of choosing benefits, every dollar is spent the most efficiently.
If you would like more information about a customizable EAP with work/life solutions click here.
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