Feeling Maxed Out? Follow These Tips for Better Work-Life Balance

admin — Tue, 22 Jul 2025 17:54:07 +0000

Most of us have a desire to build better work-life habits. Maybe you struggle to enjoy your weekends because you’re so mentally exhausted from the work week. Maybe you’ve been short-tempered, distracted, or distant at home because it’s a struggle to shake off job stress. Or maybe you feel like life is moving too fast and you’re not savoring it the way you’d like.

Whatever situation you’re in, achieving a balanced lifestyle is possible—but you need a plan you can realistically follow through on. You’re already juggling a hundred things a day. Big, dramatic changes are tempting, but it’s the simple, consistent actions that actually last.

These practical and easy-to-stick-with ideas for work-life balance are a great way to get the ball rolling. They’re simple to include in even the busiest days and make a noticeable difference to your energy and mindset.

5 Tips for Better Work Life Balance

1. Create “If-Then” Boundaries for the Workplace

Are you someone who struggles to set clear boundaries in the workplace, despite knowing how necessary they are? Writing a list of “if/then” boundaries can help you stay calm and confident when it’s time to challenge unfair demands.

Here are a few examples of “if/then” demands you can include:

If my boss texts me after 7 PM, then I’ll remind him that non-urgent messages should be kept to business hours.
If my coworker keeps offloading tasks onto me after I’ve made it clear I’m at capacity, then I’ll recommend involving a manager.
If my supervisor continues to micromanage me by requesting updates on low-level tasks, then I’ll communicate that I’ll only share progress at agreed check-ins moving forward, so I can stay focused throughout the day.

Deciding how you’ll respond to a particular issue before it arises lets you answer decisively in the moment without hesitation. And of course, effectively communicating boundaries around workload limits, responsibilities, response times etc is a must for minimizing burnout and irritation.

2. Incorporate More Micro-Rituals Into Your Daily Routine

In an ideal world, we’d all have multiple hours per day dedicated to self-care—but that just isn’t the case for the majority of working Canadians. Some days, even 30 minutes can be a challenge.

Think of micro-rituals as ways to improve work life balance without using up precious hours you don’t have. They’re quick, mindful moments you commit to throughout your day that help you reduce feelings of stress, restore your sense of calm, and elevate your mood.

Examples of micro-rituals include:

Write down one thing you’re grateful for and stick it to your computer screen before work.
Step outside and watch the sky for five distraction-free minutes.
Place a warm cloth over your face before bed to relax your forehead, cheeks, and jaw.
Spend 10 minutes tidying one small area—like your glove box, desk drawer, or nightstand.
Send one sincere compliment or kind message to someone each day.
Create a “happy inbox” folder for positive emails to revisit when you need a lift.
Play your favorite upbeat playlist during your commute and sing or dance along.
Share a short, clean joke with a coworker or team chat each morning.

3. Practice Recognizing Maladaptive Guilt

Next on our list of tips for better work life balance is a practice that can benefit both your personal life and your career. Maladaptive guilt refers to feelings of guilt that are excessive, inappropriate, or unhelpful. It’s a distressing feeling that arises even when we haven’t done anything wrong.

Excessive guilt can look like:

Apologizing repeatedly for minor issues that don’t really warrant an apology, like being a few minutes late.
Obsessing over one missed deadline or error and letting it affect your confidence.
Skipping a family event but then feeling like you’ve let everyone down—even though you needed to rest.
Blaming yourself for project delays when there are clear team issues beyond your control.
Refusing to ask for help because it will “burden others” or being mean to yourself when you struggle to handle everything on your own.

Simply learning to recognize maladaptive guilt can have powerful effects on your mental health and well-being. When you notice it, try to be gentle with yourself by repeating mantras like “Saying no doesn’t make me a bad person,” or “I did my best and that’s enough”.

4. Schedule Mental Breaks Between Tasks and Meetings

Burnout prevention is a crucial part of employee work life balance. When burnout sets in, recovery often means taking extended time off, seeking therapy, or making major lifestyle changes—and that process can take weeks or even months. It’s much easier and healthier to manage stress and protect your balance before it reaches that point.

One simple way to do this is by scheduling short breaks between tasks and meetings. Even 10 to 15 minutes can make a noticeable difference. Use this time to process what just happened, reset your mind, and get ready for what’s next without feeling rushed.

Remember, short breaks lasting 2-10 minutes have been proven to reduce fatigue and improve focus, confirming that small pauses are enough to improve overall health and wellness.

5. Prioritize Silent Bonding Time With Family/Loved Ones

Career success is a wonderful thing, but if it comes at the expense of quality time with your family or moments of connection with your partner, balance can easily be lost—causing bigger issues down the line.

The good news is, bonding with your family (or people you care about) doesn’t have to feel like a chore. You can relax and spend time together with simple, quiet activities like shared silent time. This might mean sitting side by side with a book, taking a peaceful walk, or just relaxing in the same room. It’s a calming, easy way for the whole family to unwind.

Pick a regular time—like before bedtime or on a Sunday afternoon—for quiet moments together. If you have children, encourage them to choose calming activities they enjoy, like reading, drawing, or playing with modeling clay.

Closing Thoughts

When considering how to balance life and work, your personal wellness needs come first. There are plenty of techniques and strategies out there, but they won’t work for everyone, because no two situations are exactly the same.

Ask yourself:

What activities give me the most energy, and which ones wear me out?
What are my non-negotiable needs for rest, social connection, and self-care?
What changes at work would help me feel more balanced and in control?

Your answers to these questions will help you find ways to improve work life balance that bring the best results.

Empower Your Team to Maintain a Balanced Lifestyle

When employees feel valued and have what they need to handle stress and find balance, everything improves. They’re sharper, more present, and more loyal—choosing to build their future with a company that invests in their wellbeing.

Sharing tips to improve work life balance is just the beginning. Our mental health training sessions deliver lasting strategies your employees can carry with them both inside and outside of work.

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What High-Performing Companies Know About Mental Health Training

admin — Tue, 17 Jun 2025 17:00:50 +0000

When we look at successful companies, we often credit their achievements to strong leadership, efficient operations, or an ability to navigate market shifts. And while all of these factors are important, the most accomplished businesses also prioritize something just as vital: mental health training.

Many of our country’s top-performing companies have invested in mental health as a meaningful way to care for their people—and in doing so, they’ve seen a powerful, positive impact on performance, culture, and long-term success.

So, what have these companies discovered about mental health training that others are missing? And how can growing Canadian businesses follow their lead to generate similar results?

Let’s take a closer look.

What High Performing Companies Know About Mental Health Training

1. They Know It Supports Conscious and Caring Leadership

Thriving companies know their commitment to workplace wellbeing has to extend beyond the standard wellness program. They invest in mental health workshops and other supporting initiatives, knowing the extra guidance will allow their teams to stay resilient, focused, and well through demanding times.

This is especially true at the leadership level. High-achieving organizations know mental health awareness and understanding needs to be championed from the top, so ongoing development for senior leaders is always a key priority.

Company Spotlight: Bell Canada

Bell invested in mental health training that empowered over 4,000 leaders to understand mental health deeply, break down stigma, spot early warning signs, and confidently support their teams—creating a stronger, more compassionate leadership culture that drives real impact.

Regarding the impact of the investment, Lucie Dutil, vice-president of HR with Bell Canada, had this to say:

“Our leaders are more empathetic and manage efficiently and uniformly across the organization, and they are better equipped to support our employees. This is a critical step in addressing workplace mental health effectively.”

2. They Know It Aids in Early Intervention

Nearly every mental health crisis can be avoided with a proactive, evidence-based approach to employee wellness. This is another reason industry-leading companies prioritize mental health training in the workplace—they know it allows them to spot potential issues quickly, take immediate and compassionate action, and reduce risks to employee well-being or productivity.

Studies show that early intervention boosts mental health recovery rates to as high as 80 per cent, further proving the value of training that equips teams to handle concerns with sensitivity and urgency.

Company Spotlight: Scarborough Health Network

Scarborough Health Network (SHN) was an early adopter of The Working Mind program, launching it on May 19, 2023. Within just three sessions, growing interest and positive feedback sparked a surge of requests for access—a clear reflection of its benefit.

One of the most impactful results SHN reported after implementing the program was a direct improvement in early identification and intervention.

“This training has triggered a lot of positive preventative work for our people. Managers are very connected to their staff and better prepared to talk to them about mental health. The response might have been different if they hadn’t taken The Working Mind.” – Philippa Dawood, Wellness Specialist at SHN

3. They Know It Positions Them as a Reputable Employer

Forward-thinking businesses know that comprehensive employee wellness plans—including mental health—lead to a 20% increase in the quality of job applicants. They see (and value) the direct correlation between workplace wellness solutions and their standing as an employer of choice.

Mental health training, specifically, is an investment that measurably increases credibility and appeal for potential candidates. It shows the company actively empowers their workforce with practical tools, insights, and strategies to maintain their well-being.

Company Spotlight: WSIB

In 2017, WSIB (a government agency in Ontario), strengthened its commitment to workplace well-being by expanding its wellness strategy. This included mental health training for employees and senior leaders.

As a result, WSIB’s mental health program was awarded Silver Certification by Excellence Canada in 2017—a recognition that speaks volumes to those seeking employment with the organization.

“We have people who are proud to work where they work, and the investment we’ve made in mental health is part of that.” – Leslie Morgan, Executive Director of Human Resources Analytics at WSIB.

4. They Know It Strengthens Workplace Culture

Corporate mental health training has wide-ranging transformative benefits, from providing actionable strategies to prevent burnout, to empowering effective stigma reduction and fostering open dialogue—contributing to a positive work atmosphere.

Leading organizations recognize that cultivating a strong culture drives revenue growth up to 4X higher, so they’re highly motivated to commit to this long-term success.

Survey Findings

A SHRM survey of over 3,400 HR professionals highlighted the strong link between mental health initiatives and employee satisfaction. In the findings, 86% of respondents reported that these programs significantly improve retention rates, while also contributing to a 20% boost in employee satisfaction.

5. They Know It Drives Measurable Performance Improvements

Behavior improvements resulting from workplace mental health training, like better emotional regulation, healthier conflict resolution, and showing up to work more consistently, translate into higher productivity levels. Teams are better equipped to handle stressful situations and mental health concerns, preventing productivity-draining issues like absenteeism and poor focus—leading to a workplace that’s not only enjoyable to be in but one that also performs at its best.

Company Spotlight: Via Rail

After investing in a comprehensive mental health strategy in 2020, Via Rail saw the percentage of employee mental health-related short-term disability claims drop from 53% to 35% in just one year.

Ready to Lead Like Canada’s Best? Book Your Mental Health Training

Our transformative virtual and in-person training sessions actively engage your team in meaningful conversations, helping them challenge harmful assumptions, build essential coping strategies, and confidently support mental health in the workplace.

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What Happens When Leaders Get Honest About Their Mental Health? (Hint: It’s Good for Business)

admin — Tue, 13 May 2025 15:41:00 +0000

Leadership is a catch-all label that encompasses an ever-broadening and fluid spectrum of responsibilities. Yes, a leader is someone who navigates challenges with resilience and vision, but they’re also someone who listens, someone who gives constructive feedback, and someone who creates space for innovation.

The multifaceted nature of the role means that, when leadership is discussed, we often all hold varying perceptions of what it means—which is to be expected. But how often does vulnerability come to mind? How often do we picture a leader who acknowledges moments of doubt or struggle?

This is one of the glaring cracks in the foundation of corporate culture today. We think of leaders as professionals who balance conflicting priorities, address team dysfunction, and determine the future direction of the organization—but we forget they’re also people who feel weighed down by the pressure to have everything under control.

So, how do we create change? It starts with open dialogue. The more leaders discuss their struggles, challenges, and doubts, the more our outlook on leadership expands, and the more natural it is for executive teams to bring their full selves to work.

We’ll get to the details of driving change soon, but first, let’s explore the importance of normalizing mental health in the workplace.

What is Transparent Leadership?

Transparency in leadership means being open and honest with your team. With regards to mental health, specifically, it means embracing the reality that no one is immune to personal challenges—not even those at the top. Transparent leaders foster a culture where mental health conversations are normalized, and people feel safe to share how they’re doing without fear of judgment or negative consequences.

The Connection Between Leadership and Mental Health Challenges

Leadership responsibilities, like decision-making, managing team dynamics, and meeting high expectations, tend to increase stress levels and put executive team members at an increased risk of poor mental health.

The numbers below offer additional context for this trend:

55% of CEOs say they’ve had a mental health issue within the past year.
82% of CEOs report experiencing severe exhaustion or burnout symptoms.
40% of C-suite executives have considered quitting their jobs due to work-related stress.
7 in 10 senior-level employees say they have not received workplace training regarding how to talk to their team about mental health.
Depression rates among executives are double that of the general public.

Why Leaders Should Talk About Mental Health

Many leaders suffer in silence due to harmful narratives about mental wellness and workplace performance. Despite plenty of evidence showing mental health conditions can be managed successfully with appropriate support, there’s still the misconception that poor mental health means an individual is incapable of meeting the expectations of their role.

Here’s how transparent leadership can create meaningful change in how mental health is viewed and addressed in the workplace:

1. It Reduces Stigma

When leaders share their own mental health ups and downs, it normalizes the conversation for everyone. Suddenly, the walls of shame come down, and employees start to feel safer, more understood, and supported. This is how we create an empowering corporate culture where everyone is encouraged to bring their whole, authentic selves to work, and where mental health is embraced as part of the journey—not seen as an obstacle.

2. It Promotes Healthy Coping Skills

Coping under pressure is rarely as simple as it sounds, but when leaders communicate openly during times of crisis and practice emotional regulation, it motivates other team members to do the same. Even small moments of transparency, like sending a quick email to your team saying, “I understand this situation is tough, and I’m here for you all if you need to talk,” can strengthen collective resilience in a meaningful and significant way.

3. It Directly Impacts Productivity

Did you know companies that prioritize transparent leadership and open communication are 3.5X more likely to outperform competitors? That’s a serious advantage that positions your business for long-term success.

We also know that organizations with transparent leaders see a 22% boost in productivity, due to higher employee engagement rates.

These numbers prove that being honest about the mental health of senior leaders, and working together to create a supportive work environment, not only boosts morale but generates lasting, measurable results in terms of operational success.

How to Practice Transparency in Leadership

There are plenty of ways to put transparency into action as a leader while normalizing mental health. Below are some of the most impactful examples:

Promote work-life balance. It’s important for those in positions of authority to acknowledge, out loud, that work isn’t (and shouldn’t be) someone’s entire world. It sets the standard that well-being matters and that it’s okay to take time for personal needs.
Call out toxic behaviors. When leaders quickly address issues like gossip, exclusion, or passive aggression, they show their team those behaviors won’t be ignored—building a culture of trust and openness, rather than an environment of tension or hostility.
Show appreciation when others speak up. When a team member shares a tough week or asks for help, take a moment to recognize their courage. Thank them for being honest and let them know you appreciate their openness. It proves you’re committed to actively supporting the mental health of your team.
Include mental health in company policies. By explicitly stating your commitment to mental health, you eliminate ambiguity, ensuring all employees understand their rights and resources when it comes to managing their well-being.
Empower senior management with mental health training. They’ll gain a wealth of valuable knowledge and skills, from how to respond during a crisis, to conflict resolution, setting healthy boundaries, and identifying mental health struggles before they escalate.

Ready to Lead By Example? We Can Help.

Ditch the dull lectures and dive into real, impactful conversations that serve as catalysts for change. Our mental health training courses equip you to champion well-being, boost resilience, and become the inspiring leader your team deserves.

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How to Lead Your Team Through Traumatic Workplace Events

admin — Wed, 09 Apr 2025 16:07:36 +0000

Would your team trust you in a crisis? Imagine a fatal accident occurs on your job site. Would employees look to you for guidance—or would they feel lost in the chaos? If someone on your team was being harassed, would they feel safe enough to speak up? Or in the face of a natural disaster, would they feel confident following your lead?

These aren’t just hypotheticals. They’re critical pressure points that reveal the true strength of your leadership skills. After all, the mark of great leadership isn’t found in quarterly wins—it’s found in the moments when people look to you for direction in the dark.

The reality is that Canadian workers need trauma-informed management. From rising living costs to overwhelmed healthcare systems and an increasingly tense political climate, they’re carrying more invisible weight than ever before—both on and off the clock.

Let’s take a closer look at the facts:

One in 10 Canadians have waited five months or more for community mental health counselling services.
One in five Canadian workers has experienced trauma in the workplace.
In 2020, nearly 5,000 Canadian workers reported harassment and violence in the workplace
In 2022, 1,012 workers lost their lives in Canadian workplaces.
Only 41% of Canadian employees trust their managers to address mental health and psychological safety concerns effectively.

Now, armed with these sobering statistics, let’s turn our attention to the transformative power of employee trauma support—and the practical strategies you can use to successfully lead your team through tough moments.

What are Traumatic Workplace Events?

A traumatic event is any situation that causes a severe nervous system response in the person who experiences it.

In the workplace, traumatic events can take many forms, including (but not limited to):

Harassment and Violence: Whether physical, emotional, or sexual, harassment and violence can severely disrupt an employee’s sense of safety and well-being. Bullying, intimidation, and abusive behaviour often leave lasting psychological effects, including anxiety, trouble concentrating, and a deep sense of powerlessness.
Accidents and Fatalities: Workplace accidents shatter employees’ sense of safety and control, often triggering intense emotional reactions like shock, hypervigilance, and withdrawal. The aftermath can disrupt not only individual well-being but also team cohesion and productivity.
Public Humiliation or Blame: Being singled out in a meeting, criticized harshly in front of peers, or unfairly blamed for a mistake can be deeply traumatizing. It threatens a person’s psychological safety and can lead to long-term issues like hypervigilance, low self-worth, and fear-based performance—none of which are good for morale or productivity.
Chronic Job Insecurity: Even in the absence of actual layoffs, prolonged uncertainty about the future of one’s role, contract renewals, or company stability can wear on the nervous system like a slow-dripping faucet. This kind of anticipatory stress can be just as damaging as a single acute incident, especially when there’s little communication or transparency from leadership.

Prolonged Chronic Stress and Burnout: Continuous, high-pressure workloads without adequate support or recovery time can gradually lead to burnout. This chronic stress isn’t a single incident, but a constant drain on employee’s well-being. The invisible toll of burnout can result in emotional exhaustion, detachment, and a deep-seated sense of inadequacy that undermines overall workplace performance.

The Impact of Trauma in the Workplace

Before we get into the practical strategies you can use to support employees experiencing trauma, it’s important to first know how to recognize trauma and its ramifications for employees.

In times of crisis, trauma can manifest in the workplace as:

Increased Absenteeism: Employees may take more sick days or show inconsistent attendance due to emotional or mental strain.
Withdrawal or Isolation: Employees might disengage from team interactions, avoid meetings, or become less communicative with colleagues.
Decline in Job Performance: Employees may struggle to meet expectations, show a lack of attention to detail, or deliver inconsistent results due to emotional stress.

How to Lead Your Team Through Traumatic Workplace Events: A Guide for Managers

Understanding the need for trauma-informed management is the first step, but true progress happens when we apply practical, evidence-based strategies to address it.

Now that we’ve laid the groundwork, here’s how you can take action when your team needs you most:

1. Establish Emotional Safety

First and foremost, you need to create an environment where employees feel valued, heard, and safe to speak up. Without this type of workplace culture, it’s nearly impossible to navigate challenges effectively—since employees are hesitant to be honest or come forward with concerns.

When employees voice concerns or emotions, always listen actively and validate their experiences without judgment. It helps reduce anxiety, avoids re-traumatization, and builds trust.

2. Demonstrate Empathy

Part of leading through trauma is the ability to understand—and demonstrate compassion for—the experiences and perspectives of people who look to you for guidance. This is most commonly reinforced through meaningful, supportive conversations.

You can demonstrate empathy by using reassuring, emotionally attuned language like:

“If you need to adjust your schedule or take some time, we’ll support you.”
“It’s okay if you’re not at 100% right now. Let’s figure out what would help.”
“I understand that balancing work with personal challenges is tough at the moment. We’re committed to providing any resources or support you might need.”

3. Practice Deliberate Decision-Making During a Crisis

As a manager, it’s natural to feel pressure to act quickly during a crisis, but deliberate decision-making is best for supporting your team’s mental health in the long run. You can achieve this by pausing to assess the situation, listening closely to your team’s needs, and considering the long-term impact of your actions.

4. Implement a Zero-Tolerance Policy for Harassment and Retaliation

When employees know that harassment or violence will not be tolerated under any circumstances, it provides peace of mind—knowing the company is committed to holding individuals accountable should an incident occur. Plus, it not only helps prevent the immediate harm of inappropriate behavior, but also the long-term psychological impacts that can lead to trauma.

You can start by drafting a zero-tolerance statement similar to the following:

Our company maintains a zero-tolerance policy for harassment and violence. Any form of physical, verbal, or emotional abuse, including discrimination, bullying, or threats, will not be tolerated. Violations will result in immediate disciplinary action, up to and including termination. Employees are encouraged to report incidents without fear of retaliation.

5. Provide Access to Immediate Support

Every manager should be able to direct employees to a clear, accessible pathway for assistance following traumatic workplace events. This includes crisis intervention services, such as on-site or virtual mental health professionals and Employee Assistance Programs (EAPs), as well as crisis hotlines for 24/7 support.

6. Offer Flexible Work Arrangements

Another way to immediately accommodate an employee who has experienced trauma is by offering adjusted work hours, remote work, or lighter duties while they’re navigating the healing process. Or, in certain cases, it may be best to encourage the employee to take paid time off, like bereavement leave or mental health days, so they can have the necessary time and space to heal without the added stress of financial hardship.

7. Participate in Specialized Training

One of the most reassuring things for employers to know is that they don’t have to navigate employee mental health challenges on their own—there are tailored training opportunities designed specifically to help. Programs like The Working Mind offer a dedicated module for managers that takes the guesswork out of what to say and do. It includes practical tools like questions to guide mental health conversations, a Return to Work and Accommodations Checklist, and strategies for strengthening staff resiliency—so you can approach difficult situations with care and confidence.

Ready to Better Support Your Team?

Strong leadership is about more than hitting targets—it’s about showing up when people need you most. Train your managers to lead through trauma the right way.

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7 Startling Truths About Women’s Mental Health (And Why They Matter in 2025)

admin — Wed, 12 Mar 2025 15:51:46 +0000

We know women still aren’t paid equally for the same work as men. We also know the valid concerns of female professionals are often dismissed as “being overly emotional.” But do we really have all the facts about women’s mental health, especially in the workplace?

The truth is, the situation is far more complex and damaging than we often realize. That’s why it’s crucial to dig into the data and better understand the unique challenges women face.

This month, in honor of International Women’s Day, we’re taking that deep dive. Because even in 2025, there’s still so much to learn and address.

Let’s unpack the subject in more detail.

Are There Gender Differences in Mental Health?

Yes, the research and data make it clear—there are significant gender gaps in mental health.

These findings show us that gender bias affects not only how mental health conditions are diagnosed and treated in healthcare but also how stigma and shame manifest differently between men and women. Additionally, they prove that mental health challenges impact each gender uniquely in the workplace.

7 Facts About Women’s Mental Health (And Why They Matter in 2025)

To truly grasp the differences in workplace mental health between men and women, we need to gather the key pieces of data that help us see the full picture. Let’s take a closer look at some of the most important women’s mental health statistics available and explore why they’re still so relevant in 2025 and beyond.

1. Women Are Much More Likely to Experience Depression

While depression doesn’t discriminate, women are more prone to it, largely because of factors like hormonal changes, higher rates of trauma and abuse, and biological differences.

This is critically important in terms of male vs female mental health, not only because women are more susceptible, but because they tend to have more severe symptoms and longer durations of depressive episodes compared to men.

Whether it’s employers within the workplace, healthcare professionals, or spouses—everyone has a role to play in making sure women feel heard, validated, and supported when they’re facing low mood or prolonged sadness.

2. The Burden of Home Responsibilities Remains Heavier for Women

Did you know that, worldwide, women spend approximately 2.5X more time on unpaid domestic tasks than men? Or that here in Canada women spend more than 50% of their daily time on domestic chores compared to just 33% for men?

This discrepancy leads to burnout, resentment, and dissatisfaction for many women—especially since working women are still expected to shoulder the bulk of household responsibilities. With more women in the workforce than ever, this societal expectation often becomes impossible to keep up with.

3. Infertility Affects Women’s Mental Health More Than Men’s

Fertility challenges are another major factor that contributes to the gender gap in mental health. We know that women with infertility experience the same anxiety and depression levels as women with cancer, heart disease and HIV, which highlights just how detrimental it can be to overall well-being.

We also know that 50% of women undergoing fertility treatments report experiencing social stigma, while only 20% of men report similar feelings—underscoring how much more harmful the experience can be for women compared to men.

4. Postpartum Depression Isn’t Well-Supported at Work

It’s estimated that 13%–19% of new mothers experience postpartum depression, and in 38% of cases, they will remain depressed for up to 3 years after giving birth. These stats underline the need for long-term mental health support, so women can access therapy, counselling, and psychiatric care without the added stress of high out-of-pocket costs.

Yet, despite all the available data out there, only 1 in 5 employers actually step up to support new moms facing postpartum depression. That means the majority aren’t offering things like mental health services, paid leave, or flexible schedules—things that could make a world of difference during such a challenging time.

So, what does this mean for women moving forward? Unfortunately, it often translates to more pressure to perform at work while struggling to cope with PPD. It’s a trend that only makes things worse, leading to higher chances of burnout, absenteeism, or even leaving the job altogether.

80% of women who face significant mental health challenges, like depression, PTSD, or anxiety, develop positive coping strategies and resilience, allowing them to successfully manage their mental health and thrive.

According to a study by the American Psychological Association

5. Women’s Mental Health is Uniquely Affected by Menstrual Cycles

Biology has a big impact on women’s mental health, and that’s something we can’t ignore when talking about it. More specifically, studies show that approximately 20-40% of women report experiencing mood changes, including depression, related to their menstrual cycle.

For so many women, the emotional ups and downs of their cycle are part of their everyday experience, but because it’s not always discussed openly (especially in the workplace), it can feel like something to just “deal with.” Including menstruation in workplace wellness plans for women affirms their feelings aren’t just in their heads—resulting in more adequate support and inclusive workplace cultures.

6. Domestic Violence Severely Affects Women’s Mental Health

Intimate partner violence (also known as domestic violence) can never be overlooked when sharing mental health facts for women. It’s a serious issue with severely negative effects that last long after the relationship has come to an end or the abusive situation has subsided.

We must remember that 60% of women escaping abuse suffer from depression or anxiety as a result. They are also twice as likely to experience suicidal thoughts than women who have not been abused.

Ending the silence around domestic violence is still a work in progress. By prioritizing education across schools, workplaces, and communities, we can make a real impact in 2025 and well into the future.

7. When Life Gets Tough, Women Find a Way to Recover

Rounding out our list of facts about women’s mental health is a positive statistic: 80% of women who face significant mental health challenges, like depression, PTSD, or anxiety, develop positive coping strategies and resilience, allowing them to successfully manage their mental health and thrive.

More than any other fact or figure, this one is worth remembering, because it confirms what we all know women to be—smart, capable, and worthy of equal treatment in all facets of life. It also shows us that women are at the heart of progress, shaping the world around us in ways that impact all of us—whether it’s in the workplace, within our communities, or at home.

Empower and Uplift Your Female Employees. Offer Mental Health Training to Your Team in 2025.

Supporting women’s mental health at work isn’t just the right thing to do for them—it’s the right thing to do for your business. When women have the right tools to take care of themselves, they show up stronger and more inspired, ready to tap into their fullest potential.

Are you ready to lead the way? Start by investing in mental health training and join the movement toward a more supportive, successful workplace.

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5 Practical Strategies for Coping With Political Stress

admin — Fri, 07 Feb 2025 21:52:39 +0000

We’re living through intense political upheaval right now, and it’s weighing on our well-being. With social media and constant news updates, the discord is only getting louder, fueling anxiety and leaving us overwhelmed.

It’s something we’re all experiencing to varying degrees, but here’s the big question—is this turning into a major mental health crisis? And if so, how do we cope and regain control over the stress it’s causing?

We’re unpacking political stress and offering practical ways to handle it. Keep reading for all the details.

The Proven Link Between Political Division and Mental Health

The mental health impact of politics, especially during periods of social and ideological turmoil, isn’t just speculation. Research consistently shows that political events directly impact our mental and emotional well-being.

Here are a few powerful numbers that shed light on the issue:

Only 43% of Canadians trust the federal government to do what is right for Canada (Source)
87% of therapists say they’ve discussed politics while in-session with clients (Source)
About 33% of adults say politics have made them feel exhausted, lose sleep, get angry, lose their temper, or develop compulsive habits.. (Source)
60% of Americans said the 2024 presidential election threatened their mental health. (Source)
27.3% of people suffer from “moderately problematic” levels of news consumption and another 16.5% suffer from “severely problematic” levels. (Source)

What is Political Stress?

Political stress, also known as political anxiety, is a chronic state of fear, tension, or exhaustion resulting from constant exposure to polarizing or highly-distressing media coverage.

Signs You May Be Experiencing Political Stress

We’ve talked about what political stress is and how it impacts well-being, but how can you tell if it’s happening to you? Let’s explore the signs so you can recognize them.

Feeling overwhelmed by sorrow, anxiety, outrage, or disillusionment in relation to current political or societal challenges.
Quickly becoming irritated or experiencing volatile emotions during discussions about politics with others.
Losing track of time scrolling through social media, watching political videos, and reading news, especially if you’re staying up late into the night to do so.
Sensing physical strain, including headaches, muscle tension, or disrupted sleep, after engaging with political content.
Choosing to spend more time alone, preemptively preparing for clashes or disputes with others over political opinions (even without having spoken to them).

5 Practical Strategies for Coping With Political Stress

We know political stress can wear us down, but here’s the good news—it doesn’t have to take over. With the right strategies, you can manage and prevent it before it impacts your mental health.

Here’s how to overcome political stress with simple coping techniques:

1. Avoid Constant Exposure to the News

The overconsumption of news is the root cause of politically-induced stress, so limiting your exposure significantly alleviates symptoms and brings relief. But this is often easier said than done.

24-hour news cycles and social media algorithms are designed to keep you hooked, making it harder to step away. This is where setting healthy boundaries makes all the difference. Start small, then gradually build on your progress—a step-by-step approach is the key to lasting, sustainable change.

Examples of healthy boundaries include:

Avoiding the news for at least one hour before bed
Muting or unfollowing accounts that cause anxiety or frustration
Regularly logging off social media or scheduling “news-free” days to reset
Restricting news and social media consumption to a specific time each day (e.g., one hour each day)
Turning off news alerts to reduce unnecessary stress and interruptions

2. Prioritize Self-Care

When stress takes over, our brains go into survival mode, making it harder to focus on self-care. The amygdala, which processes fear, becomes overactive while the prefrontal cortex—the part responsible for planning and decision-making—gets suppressed. This is why it can feel impossible to prioritize rest, healthy eating, or relaxation.

Fortunately, maintaining a self-care routine (even when we aren’t stressed), helps stop our minds and bodies from going into emergency mode. And the best part? Self-care doesn’t have to be time-intensive or complicated.

Quick and easy ways to practice self-care include:

Writing down things you’re grateful for
Savoring a cup of tea or coffee in peace
Spending time with loved ones and nurturing relationships
Take a relaxing bath with your favorite scents or Epsom salts
Doing a light workout or gentle yoga to release tension
Spending time outdoors to refresh and reconnect with nature

3. Build a Network of Supportive People

When we have people around us who really understand and appreciate us, it makes a huge difference. Having those connections makes us feel less stressed and isolated. They offer emotional support, spark healthy conversations, and remind us that we’re not in this alone.

Instead of engaging with people who have different political views, try focusing on the supportive relationships you have (or building new ones with like-minded people). Whether it’s grabbing coffee with a friend who really listens and gets you, or volunteering for causes that matter to you—having a sense of belonging and surrounding yourself with people who share your values can work wonders for your mental well-being. It’s those connections that remind us we’re not alone and lift us up when we need it most.

4. Find Alternative Outlets for Your Emotions

An unhealthy relationship with the news can quickly lead to intense feelings and deep-rooted political stress. If you’re prone to doomscrolling (continuously scrolling through negative or distressing news on social media or websites) or engaging in arguments with strangers in the comments section of online posts, you may be struggling with overwhelming emotions like anger, frustration, or hopelessness.

Channeling these emotions into hobbies or activities you enjoy can be extremely beneficial. It allows you to express what you’re feeling in a healthy and productive way.

Examples of alternative outlets include:

Kickboxing
Writing
Playing a musical instrument
Gardening
Woodworking or crafting

5. Talk to a Mental Health Professional

When political stress starts to feel too heavy, it’s important to know when to ask for help. If you’re struggling with things like intrusive thoughts, insomnia, or emotional ups and downs, a therapist can work with you to unpack what’s going on and guide you toward better mental health.

Don’t forget, many organizations provide free or discounted therapy for those who need it. The first step is reaching out to someone who can help guide you to the right resources.

Alberta Mental Health Help Line (Toll Free): 1-877-303-2642

Canada-Wide Support: 211 is a free, confidential helpline and online service that provides information and referrals to health, social, and government services. Dialing 211 connects you with a trained specialist who can help you navigate available resources in your area.

Don’t Let Stress Hold Your Team Back. Equip Them with the Tools They Need.

Stress is something we all face, but it doesn’t have to hold your team back. With corporate mental health training, your employees will gain the skills and support they need to handle challenges with confidence.

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7 Team-Based Mental Health Goals to Set in 2025

admin — Wed, 15 Jan 2025 17:40:44 +0000

Too often, mental health is perceived as an individual responsibility. We’re conditioned to believe that if we’re burnt out, anxious, depressed, or just not ourselves, it’s a personal problem—one we should address and resolve on our own.

This is not only untrue, but it has a profoundly negative effect on our well-being.

Human beings are social creatures. We thrive in community and, on the flip side, we struggle in isolation. There are many studies that confirm this, but one of the most compelling comes from the Vietnam War, which found that soldiers who had high levels of social support upon returning from the war were 180 times less likely to develop PTSD.

Another study found that people with the highest social support (close family connections, thriving friendships, etc) experienced a 37% lower rate of major depression than those with the least support.

These types of findings demonstrate the importance of a collaborative approach to mental health, not just in our personal lives but in our professional ones as well.

If employers want to inspire their teams, boost company culture, and create a more united workforce, it’s time to shift from focusing on individual mental health to embracing a team-based approach. But what does that look like, exactly?

One of the best ways to take collective action in the workplace is to set team-based mental health goals. By working together towards a common objective, employees can achieve measurable progress while supporting one another in shared initiatives.

Today, we’ll explore examples of mental health goals that benefit your team and your company, creating a win-win for everyone.

10 Team-Based Mental Health Goals to Set in 2025

1. Limit Weekly Meeting Hours

Meetings can drain productivity, leaving employees feeling overwhelmed and constantly behind. One of the best ways to tackle this is by implementing a company-wide policy that limits meeting hours for everyone.

For example, capping meetings at 8 hours a week could make a huge difference. The specifics will depend on your company’s needs, but the key is raising awareness about the negative impact of excessive meetings and giving employees the power to manage their own time.

2. Increase PTO Usage

Supporting team mental health means encouraging employees to take the paid vacation days, sick leave days, and other forms of time off they’re entitled to. When employees step away to recharge, they return refreshed, more focused, and ready to tackle challenges.

You can set PTO goals like:

Ensuring personalized alerts are sent to employees each quarter, reminding them to review and use their PTO.
An annual team goal to collectively use at least 90% of allotted PTO by December 31st.
Host a friendly competition where the first team to fully schedule their PTO for the year wins an incentive.

3. Train All Managers in Mental Health First Aid

When managers are trained in mental health first aid, they become powerful allies for their teams. They can spot the early signs of stress, offer support, and connect employees with the right resources.

By making MHFA training mandatory for managers, you can ensure your company leaders are capable of providing the guidance and support needed to make meaningful changes.

You can set company goals like:

100% of new managers must complete MHFA training within three months of their hire date.
Quarterly MHFA training sessions will be held to ensure all managers are trained within the year.
Every manager will complete MHFA training by the end of Q4.

4. Boost Daily Break Utilization

You don’t always have to think big when setting workplace mental health goals. Small targets are often a great way to motivate your team and achieve sustainable, long-lasting results.

Let’s take the daily breaks your employees are entitled to. Every employee in Canada is required to take a 30-minute lunch break if they work an 8-hour shift, and two thirty-minute breaks for every 10-hour shift—but many skip these breaks or cut them short in order to keep up with the demands of their role.

Setting goals to ensure your team members are utilizing their full daily breaks is a simple yet highly impactful way to protect the mental health of your team.

Great examples of daily break goals include:

Have 100% of teams take their full daily breaks consistently for one month by the end of Q2.
Launch a friendly competition where teams earn rewards for taking full breaks every day.
Have employees send fun, creative reminders (like gifs and funny messages) to their teammates to remind them it’s time for a break. Aim to have 90% of employees send a reminder or participate in the activity each week.

5. Acts of Kindness Challenges

We never know the struggles a coworker may be going through. A simple gesture of kindness is a wonderful way to let others know they aren’t alone and that they matter. If you’re looking for goals to improve employee wellness, committing to a company-wide acts of kindness challenge is a great way to make a difference.

You can get your entire team involved by sharing goals like:

Create a points system where employees earn points for each act of kindness. Aim to have all employees earn 50 points by the end of each month.
Host a quarterly Acts of Kindness Challenge with a goal of 500 logged acts of kindness across the company by the end of the challenge, and 80% of employees providing feedback on the impact.
Host an Acts of Kindness day every month. On that day, match each team with another team (i.e. sales team gets matched with operations team), and challenge them to do something thoughtful and nice for each other.

6. Weekly Creativity Sessions

When your employees spend day after day focused on functional, performance-based assignments, it’s easy for them to start feeling depleted and uninspired. Making space for imaginative exploration can do wonders for restoring your team’s enthusiasm.

Try setting team-based mental health goals that encourage creativity, like:

Organizing monthly brainstorming sessions where teams develop fun or innovative ideas to improve workplace processes or morale. Hold one session per team each month, ensuring that every employee participates in at least one session during the quarter.
Create a shared mural, quilt, or digital artwork where employees contribute their designs or ideas. Ensure at least 80% of employees contribute to the project, completing it within six weeks.
Set up a physical wall, whiteboard, or corkboard for employees to share creative solutions or fun ideas for workplace improvements. Collect at least 50 unique ideas from employees within a month, with at least 70% of employees contributing at least one idea.

7. Conduct Workload Balance Audits

Employee burnout is a major cause of poor mental health in the workplace. One study found 42% of Canadian workers feel mentally or physically exhausted at the end of their workday—putting them at an increased risk for diminished productivity, increased absenteeism, and mental distress.

One of the best ways to raise awareness about burnout is by setting team goals that contribute to improved workload balance. This way, you can identify tasks that are unnecessarily time-consuming or redundant, and encourage honest discussions about workload capacity, which helps reduce stigma.

Here are examples of mental health goals you can set to better balance workloads:

Schedule monthly task prioritization sessions to help employees and teams learn how to organize tasks effectively and delegate when needed. Achieve 90% participation in these sessions.
Encourage employees to experiment with time-blocking techniques to allocate specific hours for focused work, breaks, and meetings. Have 90% of employees try time blocking for at least one week. If there’s an improvement in stress levels, implement it as a permanent practice.
Distribute anonymous quarterly workload surveys to employees to assess workload levels and identify areas of imbalance. Aim to have at least 75% of respondents report manageable workloads within six months.

Strengthen Team Bonds With Mental Health Training

At Catalyst Mental Health, we know wellness thrives in community. That’s why our trainings go beyond lectures—they spark engaging conversations that bring your employees together, foster real connections, and drive meaningful change.

Ready to see your team thrive as a united force? Let’s make it happen.

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Holiday Stress at Work: 5 Simple Strategies to Support Your Team This Season

admin — Tue, 17 Dec 2024 18:15:45 +0000

The holidays aren’t always as joyful as they seem—this time of year can bring serious stress for employees trying to balance work, family, and personal responsibilities. From financial worries to emotional ups and downs, the season can take a toll on mental health. Great leaders understand these challenges and know how important it is to support their teams.

The difficult part, of course, is knowing which approach is best when it comes to reducing holiday stress at work. Even the most well-intentioned employers can implement ineffective solutions, and you want to be sure you’re truly making a difference. After all, you know that creating a space where employees feel seen and cared for isn’t just kind—it’s the key to a healthier, happier workplace.

Today, we’re diving into the telltale signs of employee holiday stress and uncovering 5 actionable strategies to tackle it head-on, because addressing it now can make all the difference for your team (and your business) in 2025 and beyond.

What Causes Poor Mental Health During the Holidays?

Christmas is known as a season of peace and joy, but unfortunately that isn’t the case for a lot of people. Many aspects of preparing or navigating this time of year lead to stress and overwhelm, leaving employees feeling isolated, exhausted, and frustrated.

Here are a few of the most common holiday stress causes:

1. Seasonal Affective Disorder (SAD)

Seasonal affective disorder (SAD) can worsen stress during the holidays, as shorter days and less sunlight affect mood and energy levels.

2. Financial Pressures

Holiday expenses like gifts, travel, and end-of-the-year bills can put serious financial pressure on your team. This stress often leads to distractions and dips in productivity.

3. Competing Demands

The holidays pull employees in every direction—work deadlines, family commitments, and social obligations all compete for their time. It’s a juggling act that often leads to burnout and stress.

4. Family Conflict

Family conflicts during the holidays can really take a toll on your employees. Between managing family expectations, navigating tensions, and dealing with personal struggles, it’s a lot to manage—and it can leave them feeling emotionally drained.

5. Burnout

Holiday burnout is no joke. Between year-end deadlines, personal to-do lists, and all the seasonal chaos, your team can end up feeling completely drained.

How to Spot Stressed Workers

As an employer, recognizing the signs of holiday stress is key to supporting your team through this busy season. With the right attention, you can help them thrive despite the challenges.

Here are a few tell-tale signs to watch for:

Loss of interest in their work. When employees are stressed about the holidays, their mental energy is often drained by personal pressures, leaving little focus for work. This stress can cause disengagement, making it harder for them to stay motivated or productive.
Withdrawal. Many individuals isolate themselves as a way of coping with feeling overwhelmed. Keep an eye out for employees who are withdrawing from colleagues or avoiding social interactions.
Increased absenteeism. High levels of stress during the holidays can make it harder to show up for work. With too many personal pressures and responsibilities, your employees may lack the capacity to handle more.
Difficulty concentrating. Your employees may struggle to concentrate as their minds are preoccupied with racing thoughts of anxiety, frustration, and personal stress—leaving little mental capacity for their daily duties.
Changes in appearance. Have you noticed an employee has been neglecting personal grooming or showing up to work looking disheveled? Exhaustion from personal struggles and work pressures can make it hard to prioritize self-care.

5 Simple Strategies to Support Your Team Through Holiday Stress at Work

The holiday season can be tough on your team, but as an employer, you have a real chance to make a positive impact. Showing compassion and understanding can go a long way in helping reduce holiday stress and making employees feel cared for.

Here’s how you can manage holiday stress and foster a healthier, more productive environment:

1. Offer Flexible Schedules

Offering flexible work options is a great move, especially when your team is dealing with holiday stress or feeling down. It shows you care and helps them handle personal stuff while still getting work done. For example, letting employees change their hours or work from home gives them space to recharge, take care of family, or go to therapy. This not only helps their mental health but can also improve productivity.

2. Avoid Unnecessary Meetings

Before you schedule another team brainstorming or debrief meeting, take a moment to ask yourself: can this wait until after the holidays? Your team is probably feeling the end-of-year burnout, and you’ll likely get better results when they’re well-rested and ready to tackle things in the New Year.

3. Check In Regarding Workloads

Don’t just assume your employees are fine with their workload, especially as Christmas approaches. Check in with them to see if they feel the expectations are realistic or if any challenges have come up since the tasks were assigned. Being flexible and helping them adjust timelines or milestones can make a huge difference and give them some much-needed relief.

4. Show Appreciation for Your Team

Your team has worked hard all year—why not show some appreciation before they head into the holidays? A little recognition can go a long way in making them feel valued. Whether it’s handing out peer-nominated awards, writing personal thank-you cards, or treating them to a special dinner, these gestures show you care and help keep your team loyal and motivated.

5. Provide Mental Health Training

Last but not least, mental health training is always a win for your team. Whether it’s before the holidays to help them manage stress or after to help them recharge and start the New Year strong, it’s a great way to give your team the tools they need to thrive. They’ll learn how to shift their mindset around mental wellbeing, spot signs of stress or burnout in themselves and others, and pick up practical coping strategies for tough times.

Ready to Help Your Employees Manage Stress and Thrive in the Workplace?

Join us in being catalysts for change. It all starts with a simple commitment to empowering your team—and the decision to book mental health training.

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Employee Assistance Programs Vs Mental Health Training: What’s the Difference?

admin — Tue, 12 Nov 2024 14:36:07 +0000

You have an Employee Assistance Program (EAP) in place for your team. You view employee wellness as a top priority, and you feel you’ve taken the necessary steps by providing access to these services. So when the topic of investing in corporate mental health training arises, it seems a bit excessive. The existing resources already meet your team’s needs.

Or do they?

Absenteeism continues to be a challenge, with employees frequently calling in sick or taking unplanned time off. There’s also been a noticeable dip in morale. Although it’s difficult to pinpoint the exact cause, the team appears less engaged and less inclined to go the extra mile to succeed in their roles.

It leaves you questioning whether there’s something you’re overlooking.

In scenarios like these, relying on your intuition is often the best approach. If something feels out of balance, it’s a likely indication there’s a gap in employee wellness—one that mental health training might be the answer to.

Understanding the distinction between mental health training vs benefits coverage is the best starting point when seeking clarity. When you know exactly what both options cover (and don’t cover), it becomes easier to make an informed decision that not only benefits your team, but the business as a whole.

Keep reading for a comprehensive comparison of the two.

Employee Assistance Programs VS Mental Health Training: What’s the Difference?

1. Purpose

To accurately compare EAPs VS Mental Health Training, you need to have a foundational knowledge of the purpose behind each option. This is where the most noticeable difference lies. Let’s explore both.

The Purpose of Employee Assistance Programs

EAPs provide employees with confidential, immediate support during mental health crises or periods of declining well-being. They offer resources like counseling and assistance to help individuals cope, ensuring they receive timely care and minimizing impact on job performance.

The Purpose of Employee Mental Health Training

Employee mental health training focuses on preventing stress, burnout, and other mental health issues before they escalate. It equips employees with tools to manage stress, recognize early signs of mental strain, and promote emotional wellbeing.

2. Delivery

The delivery methods for EAPs and mental health training also differ. Depending on the provider, EAP services may be accessed through a 1-800 number, a referral network, on-site support, in-person, or over the phone.

Corporate mental health training, however, is offered in one of two formats: virtual or in-person. It’s up to the employer to choose the delivery method that works best for their team.

3. Confidentiality

EAP services offer personal, confidential support for employees facing challenges like mental health concerns, family issues, or financial stress. The key feature of EAP mental health support is privacy. Employees can access one-on-one counseling with qualified professionals who guide them through their situations, all without their discussions being shared with their employer.

This differs from mental health training, which is offered in a group setting, either virtually or in-person. It’s focused on building a supportive workplace culture where everyone learns to recognize and address mental health needs together, creating an environment where team members feel empowered to support one another.

4. Outcomes

Results are another key variation between employee assistance programs vs mental health training. Employers should always consider the big-picture goal when determining which option is best for their team.

EAPs give employees the individual support they need to manage stress, anxiety, and other mental health challenges. These programs help reduce emotional strain and build resilience, enabling employees to feel more balanced and capable in both their work and personal lives.

Mental health training, on the other hand, has a positive impact across the entire organization, creating a culture of openness, empathy, and support. As employees become more aware of mental health issues, they’re better able to recognize signs of distress in themselves and others. This leads to stronger team dynamics where colleagues feel safe discussing challenges and offering support—reducing stigma, aiding burnout prevention, and boosting morale.

5. Types of Expertise

Lastly, the kind of professional expertise offered is another way to distinguish between EAPs vs mental health training. EAP programs provide access to licensed counselors or therapists—professionals with the clinical training and experience to offer personalized, confidential support.

Mental health training, like Mental Health First Aid (MHFA), is led by trained educators who specialize in raising awareness and building empathy within groups. While MHFA educators don’t have the clinical training of licensed counselors, they are experts in teaching employees how to recognize early signs of mental health issues, offer initial support, and connect individuals with professional help when necessary. They take an evidence-based approach to their work and have a keen understanding of mental health in the workplace.

Is Mental Health Training the Same as Employee Benefits?

No, as you can see, there are several ways to differentiate between the two. While both options can produce meaningful results in terms of improving work performance, stress management, and burnout prevention, they aren’t exactly the same.

Overall, EAP is tailored toward individual employees, while corporate mental health training is designed to boost employee well-being throughout the workplace.

Taking Action: What You, as an Employer, Can Do Now

You know the difference between employee assistance programs vs mental health training, now it’s time to use this knowledge to better your business.

While EAPs provide confidential support, offering mental health training in addition to EAP services takes workplace wellbeing a step further. It creates a proactive environment where mental health is understood and openly discussed, giving your team the tools to spot signs of distress, respond with empathy, and drive positive change.

Don’t wait. Together, we can be catalysts for change and create an environment where success is inevitable.

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The Mental Health of Frontline Workers: Why It’s Declining and What Needs to Change

admin — Wed, 16 Oct 2024 16:11:23 +0000

Frontline workers are essential to the businesses and organizations they work for. They’re the direct link between their employers and the general public, making them an integral part of keeping customers satisfied, maintaining a positive image, and achieving operational efficiency. Without them, it becomes nearly impossible to keep everything running smoothly.

But are they receiving the respect and acknowledgement they deserve? Are organizations providing the level of support needed? And, most importantly, is enough being done to protect the mental health of frontline workers?

According to a recent study, the answer to these questions is a resounding “no”—indicating the need for real, immediate, and meaningful change.

Keep reading to explore who frontline employees are, the unique challenges they face, and why they need to be considered when addressing mental health in the workplace.

Who are Frontline Workers?

A frontline worker is anyone—no matter their background or field—who directly interacts with customers, clients, or those receiving services. They’re the face of their organization, representing the brand with every interaction. They play a key role in keeping communities and economies thriving by doing work that’s essential and deeply valued.

Are Frontline Workers Facing a Mental Health Crisis?

Yes, according to a recent study by meQuilibrium (meQ), frontline employees are 33% more likely to experience anxiety and 61% more likely to experience depression than non-frontline staff.

Other key findings from the study include:

Frontline workers are 30% less likely to seek out professional assistance when dealing with high levels of stress.
They’re 22% less aware of the benefits their employers offer compared to their non-frontline colleagues.
Frontline workers battling stress see a remarkable 70% improvement after receiving mental health training.

What Factors Contribute to Frontline Employee Stress and Burnout?

There are many reasons why frontline workers experience higher stress levels, burnout, and turnover rates.

A few of the main concerns include:

1. Longer Working Hours

Shift work, staffing shortages, and last-minute customer or client needs all contribute to frontline employees working longer hours. Unlike managerial or administrative roles, who aren’t expected to be a first point of contact for the company, frontline workers must address unexpected challenges like last-minute customer needs or emergencies, before they’re able to clock out for the day.

2. High Customer Interaction

Frontline workers are in public-facing roles, which makes them more likely to encounter high-stress situations and negativity. Whether it’s having difficult conversations, handling complaints, or managing unrealistic expectations—the emotional toll of these interactions can lead to diminished morale and poor mental health over time.

3. Unpredictable Workloads

The lack of control over their workloads causes many frontline workers to feel unheard, unsupported, and overwhelmed. Their duties can vary drastically from day to day, leading to sudden spikes in their workload, which can be difficult to keep up with. This unpredictability negatively affects job satisfaction and well-being if the proper supports are not in place.

How Employers Can Protect the Mental Health of Frontline Workers

Employers have a responsibility to support the mental health and well-being of their essential workers.

Here are three practical strategies that make a real difference:

1. Recognition Programs

When frontline workers receive acknowledgment for their hard work, it reinforces their sense of value and belonging within the organization. A recognition program could be formal, like hosting a monthly ceremony where awards and gift cards are given out, or they can be more casual, like encouraging managers to write personal thank-you notes when a frontline employee does an exceptional job.

2. Anonymous Feedback Channels

Frontline workers should always have a safe way to express their thoughts and concerns without fear of judgment. Whether it’s a suggestion box, an employee survey, or a focus group with a third-party facilitator—providing your essential workers with the opportunity to voice their concerns is a must for maintaining employee engagement. It allows your team to present issues surrounding workload, stress, or interpersonal dynamics without the fear of repercussion.

3. Corporate Mental Health Training

Proper training is a transformative resource for frontline workers experiencing extreme fatigue and stress. It provides them with the coping skills needed to thrive despite high-pressure moments on the job. Plus, it fosters a supportive workplace culture where employees feel comfortable discussing mental health challenges, reducing feelings of isolation.

And remember, these initiatives don’t just benefit the mental health of frontline workers. They benefit business. Happier, more productive employees contribute to a positive reputation, which boosts sales and growth well into the future.

Be the Change: Invest in Corporate Mental Health Training for Your Frontline Workers

Imagine having a team of resilient essential workers who are fully equipped to thrive under pressure. Now imagine the ripple effects: reduced absenteeism, lower turnover rates, and increased job satisfaction.

At Catalyst Mental Health, we bring this vision to life through transformative training experiences grounded in science and backed by evidence. Your team will leave our sessions inspired and fully equipped with the skills needed to thrive—that’s a promise!

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