Tag: Work Culture

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Employee Wellness

No Health Without Mental Health: 5 Key Takeaways the IBPAP CEO Forum

Every month, members of the IT & Business Process Association of the Philippines (IBPAP) take turns hosting a CEO Forum to tackle issues relevant to the sector.

For this October — which also happens to be World Mental Health Month — Transcom Worldwide Philippines took centerstage and invited their mental health and well-being partner MindNation to join them in a discussion about “Brains and Body: Mental Health and Overall Wellness in Challenging Times.”

“The COVID-19 pandemic has shown that companies need to accelerate the conversation about mental health in the workplace,” says Mark Lyndsell, Transcom CEO for the Global English Region, in his opening remarks. “Many employees are struggling with feelings of isolation, despair, loneliness, and loss or lack of control.” 

MindNation co-founder and Chief Executive Officer Kana Takahashi agrees. “Mental health concerns are becoming more alarming because of the pandemic and it’s something that companies should really look into.”

Here are other key insights that were shared by Mark and Kana at the CEO Forum: 

  1. Mental health concerns in the workplace have financial repercussions. “Research by the World Health Organization and MindNation showed that 40% of employees are struggling with mental health issues during the pandemic,” reports Kana. “These mental health struggles have led to an increase in absenteeism, presenteeism, and staff turnover. All these productivity losses can cost companies as much as USD 400 billion dollars a year in revenue.”
  1. For change to happen, well-being needs to be holistically addressed. While some companies or mental health support groups offer teletherapy sessions or virtual training as a form of mental health support, Kana says that just relying on these will not yield meaningful results for the organization. “If you want the best for your company and employees, you need to offer more,” she points out. “Focus on your employees’ journey, on the company’s culture, and on the person’s overall well-being.”

This can be achieved by going back to the basics. “Create a mental health policy in the workplace that provides mental health leaves, flexible working hours, clauses for diverse groups, benefits, and other important protocols,” Kana enumerates. “Next is to make sure that basic support is there, such as virtual learning sessions and sessions with mental health professionals. Provide Critical Incident Support for emergencies. And finally, create a program for team members that encompasses the intersectionality of a person’s well-being — which means covering their physical, emotional, social, and cultural wellness, as well as financial well-being.”

  1. Change also needs to come from the top. “As leaders, we set the tone for the culture of the organization,” Mark explains. “In 2017, I embarked on a transformation within my organization to openly promote and hire folks from outside who actually met a specific EQ (emotional quotient) bar. And as a result, over time,  we were able to build a far more mature and empathetic leadership group that continues to provide dividends to the bottomline.”

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“If companies want to successfully address mental health at work, they need to make sure that their managers and leaders are equipped with the proper skills and training to handle employees with mental health struggles, such as empathic listening, handling difficult conversations, and even mental health first aid,” Kana shares. “Employees need to feel that the company and the people they work with are safe spaces.” 

  1. A company that invests in its team’s wellbeing reaps benefits. “Addressing mental health in the workplace has positive business ramifications, especially when it comes to attraction and retention of talent,” Mark stresses. “Our numbers speak for themselves; our Employee Net Promoter Score (eNPS) has continued to progress consistently through  the pandemic.”

The eNPS is a company’s way of measuring how employees are likely to promote the company to other people because of their positive experience. “An eNPS of 20 to 50 is considered healthy. Anything above 50 is very good to outstanding,” explains Transcom Asia Director of Employee Engagement And Communication Aldrin Carlos. “Transcom Philippines’ average eNPS in 2021 is 57.9; our score this third quarter was 62.1 versus the global score of 54.”

“As leaders we are wired to get results and to always look at the numbers, and there’s nothing wrong with that,” Kana says. “But our people are the ones driving those results and numbers; if they are stressed and unhappy, it will take a toll on our business. When you invest in your employees, you also invest in the future of your company.”

  1. There is no health without mental health. “When I first came to the Philippines 14 years ago, the conversation at work was all about physical health — how do we make sure our  people have a healthy diet, how can we get them to stop smoking, etc?” Mark relates. “But given what we are facing now, I believe that mental health is just as important, if not more important, than physical health. In the same way that many of us exercise our physical self three to four times a week to avoid serious illness, exercise or support for our mental self also needs to become the norm.” 

“As employers, we need to transcend the traditional approach of treating mental health concerns to something more innovative and proactive,” Kana says. “The more you understand your people through empathetic leadership and policies, the more you will be able to provide the right kind of support.”

MindNation uses a data-based approach to create proactive, customized, holistic health programs for your employees. Partner with us to build happier, healthier, and more productive teams. Visit http://www.themindnation.com now!

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Employee Wellness

Generation Gap: Debunking 5 Myths About Gen X, Millennial, and Gen Z Employees

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Today’s workforce is generationally diverse: according to an article by think tank Pew Research Center, there are currently four very different generations working side by side in the workplace:

Baby Boomers (those born 1946-1964), who occupy critical leadership roles in the organizations;

  • Gen Xers (born 1965-1980), who may also occupy leadership positions;
  • Millennials (born 1981- 1996), who are next in line for leadership positions;
  • Generation Z (those born 1997-2012), who are just now making their way in the workforce

Bridging the generation gap at work can be challenging because each generation brings with it unique work values, ethics, and preferred ways of managing and being managed. “Generations are defined by socio-economic and political events that occurred during the formative years,” explains Grace De Castro, founder and Chief Empowerment Officer of V+A Consulting, a boutique consulting firm with expertise in customized people programs and creative business solutions. “These events helped shape the way a person thinks, so one generation’s way of doing things may be vastly different from another generation’s.”

As a result, it is not uncommon for older generations to ‘look down’ on younger team members and judge ‘Why are they acting this way, we weren’t like that before?’ or for Millennials and Gen Zers to regard older coworkers in a similarly negative light.

While these thoughts and emotions are valid, it is important for companies to reduce stereotyping and cultivate understanding so that everyone works together harmoniously.

Grace De Castro

“While these thoughts and emotions are valid, it is important for companies to reduce stereotyping and cultivate understanding so that everyone works together harmoniously,” Grace advises. Below, she shares 5 myths about the different generations that need to be debunked or contextualized:

Myth #1: Gen Xers have outdated values. They are homophobic, racist, sexist, etc.
PLAUSIBLE: “It might seem that way because Gen Xers are in positions of authority at work, so everything they say is noticed,” Grace concedes. “But this does not mean that all members of that generation think the same way.”

Myth #2: Millennials and Gen Zers are lazy.
FACT: According to this Forbes article, 4 in 10 millennials consider themselves “work martyrs.” “By this, we mean that they think of themselves as dedicated and indispensable workers who are wracked with guilt whenever they take time off, so many of them actually continue working while they are on leave,” Grace points out. This article by the Harvard Business Review also concurs — millennials are more likely to forfeit paid days off than older generations.

Myth #3: Millennials and Gen Z-ers are entitled and disrespectful.
PLAUSIBLE: Being entitled means believing oneself to be inherently deserving of privileges or special treatment. So are younger co-workers really more self-absorbed? Grace says this would depend on the culture of the organization. This is because while a study published in the Journal of Business and Psychology found no difference in the work ethics of the different generations, she says that millennials are more willing to speak up for themselves and express their opinions — even to their superiors — than their older counterparts. “Millennials are not afraid to ask for that raise or promotion, or to take the risk to move on when necessary,” she says. This is why it’s important for organizations to create safe spaces in the workplace and make sure that employees are allowed to express themselves without fear of repercussions.

Myth #4: Millennials and Gen Zers seek purpose over paycheck.
FACT: A survey of more than 20,000 LinkedIn members revealed that Millennials were found to be the least purpose-driven generation. Additionally, 84% of Gen Z workers said they would like to do purposeful work for a company in which they believe in, but financial security has greater relevance.

It is actually Baby Boomers and Gen Xers who prioritize purpose. “Sense of purpose deepens as you progress in your career,” Grace explains. “For Baby Boomers, it’s because they have worked longer and are at that age when they want to leave a legacy. On the other hand, Gen Xers are old enough to have experience and financial security, but also still young enough to consider doing other things.” She adds that the COVID-19 pandemic, in particular, has caused many Gen Xers to reexamine their current life path and ask themselves “Am I really doing what I’m supposed to be doing?’”

Myth #5: Millennials and Gen Zers are job-hoppers and have no loyalty.
PLAUSIBLE: Contrary to popular perception, the Pew Research Center says that Millennials actually stay with their employers longer than Gen X workers did at the same age.

However, a survey by Gallup reveals that 21% of Millennials have changed their jobs within the past two years and another 44% plan on leaving the company in the next two years. Additionally, less than half of all Millennials and Gen Z workers feel connected to their jobs , resulting in more than 40% saying that they would change jobs if another opportunity arose.

“So based on data, yes, I would say that Millennials and Gen Zers are job-hoppers,” Grace says. “But the better question leaders should ask is why do they do this?”

Bridging the gap
Grace encourages leaders to keep striving to understand the different generations at work and encourage team members to be more empathetic towards one another. “Being a good leader means you keep levelling up and empowering your team members, and building an environment where good becomes better and better becomes best,” she says.

MindNation offers virtual trainings on how to manage multigenerational employees so that you lessen stress, increase empathy, and build happier, healthier, and more productive teams. Book this talk now through [email protected]

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Employee Wellness

Build Better Teams: 4 Ways To Instill Self-Confidence In Your Employees

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Our previous post, Be Your Own Boss: 8 Ways To Increase Your Self-Confidence At Work, talked about how you can build confidence in yourself. Now it’s time to pay it forward and learn how you can build the self-confidence of your team members. 

“A self-confident team member is one who is comfortable in their own skin, trusts in their abilities, and knows their strengths and weaknesses.” explains Eric Santillan, an international Organizational Development consultant and a MindNation Scientific Board member. “Additionally, self-confidence is connected to boundaries. When a person has low self-confidence or low self-esteem, he has very porous boundaries, which means negative feedback is taken personally — when you tell them ‘Your report lacks X, Y, Z points,’ they take it as ‘I am no good, I am a failure.’ On the other hand, people with self-confidence have a growth mindset; they take setbacks as learning opportunities to become better.”

Self-confident employees benefit the company in many ways, from improved engagement to better performance. “Having self-confident employees can be a game changer for the company,” Eric stresses. “They are the people who willingly take on extra work because they want to learn more, and they are also the ones that you need to manage the least, allowing you more time to do the things that matter to you.”

“Having self-confident employees can be a game changer for the company. They are the people who willingly take on extra work because they want to learn more, and they are also the ones that you need to manage the least, allowing you more time to do the things that matter to you.”

Eric Santillan

As a manager, here are four things you need to constantly do to instill self-confidence in your employees:

  1. Develop their skills. Confidence is linked to competence. When you give employees tools and resources to improve themselves and they apply these learnings to produce outstanding work, their confidence rises. So provide your team members with access to courses and training, or maybe even give them the opportunity to run a passion project, so that they hone their skills and have a chance to shine.
  2. Don’t micromanage. If you do give them additional responsibilities, be empowering and not discouraging. “If you don’t trust your team, they won’t trust themselves,” Eric shares. “If you second-guess their decisions, or require that all decisions go through you, then you don’t incentivize them to make decisions on their own. Employees should not be treated like children that you have to check on all the time.”
  3. Don’t set them up to fail. Related to the above — make sure you don’t delegate big responsibilities too soon or too quickly, because they might become overwhelmed, inadvertently flounder, and have their confidence shot. “The key is to strike a balance between making sure that the project is important enough to be challenging for the team member, but not big enough that if it fails it will be detrimental to the company’s bottomline,” Eric advises.
  4. Take care of their well-being. This means building up your team’s mental health, from taking steps to reduce work stress and risk of burnout to providing them with resources to address mental health challenges. Make it a habit to check-in on your team members frequently, so that you get to know them as individuals and create a strong support foundation. When you treat your team members well, they will also view themselves in a positive and more confident light. 

As a manager, you should never underestimate your influence over a team member’s confidence. “You have the capacity to make or break someone’s confidence, because next to their significant other, you are their most influential relationship,” Eric points out. “A person who is managed really well will develop confidence, while a person who is managed really badly will feel their confidence eroded.”

MindNation offers virtual training for companies related to self-confidence, from cultivating a growth mindset to building mental agility. Email [email protected] to book a training for your team today!  

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Get Inspired Self Help

When To Grit Vs. When To Quit

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According to business author Seth Godin, “We’re fooling ourselves thinking that sticking it out is the way to get ahead.”

Many of us are familiar with the saying “Winners never quit and quitters never win.” But according to business writer Seth Godin, author of the bestselling book “The Dip: A Little Book That Tells You When To Quit (And When To Stick)”, winners DO quit and quitters DO win. “Winners quit all the time,” he writes. “They just quit the right stuff at the right time.”

The Dip and The Cul-de-Sac

“Every new project (or job, or hobby, or company) starts out exciting and fun,” Seth writes. “Then it gets harder and less fun, until it hits a low point–really hard, and not much fun at all. And then you find yourself asking if the goal is even worth the hassle.”

For Seth, this low point can be one of two things:

  • The “Dip,” the point where something you’ve started is no longer fun, becomes difficult, and most people give up.
  • A “Cul-de-Sac,” a dead end, where you try and try or work and work and nothing happens.

According to Seth, what really sets superstars apart from everyone else is their ability to tell the two apart. Winners see the Dip as a barrier, a temporary setback that will get better if they keep pushing. If they are able to overcome it, they will come out more exceptional than when they started out. 

He cites a well-reported study which found that salespersons usually give up and move on after the fifth contact with the prospect because they think they are wasting their time and the prospect’s. Five times is the Dip. But according to the study, 80 percent of customers buy on the seventh attempt to close the sale! If the salesperson had stuck it out and pushed on, he or she would have found success.

On  the other hand, those who recognize that they are in a Cul-de-Sac and have the guts to quit early have the benefit of freeing up time and space to reinvest their energies on something more worthwhile. 

“In both cases, it’s about being the best in the world. About getting through the hard stuff and coming out on the other side,” states Seth. 


On the other hand, Seth states that losers fall into two basic traps. “Either they fail to stick out the Dip–they get to the moment of truth and give up–or they never even find the right Dip to conquer,” he writes.

Seth advises that people need to figure out first if they are in a Dip that is worthy of their time, effort, and talents. “If you are, the dip will inspire you to hang tough. If not, it will help you find the courage to quit, so you can be number one at something else.”

So how do you know if you’re in Dip or a Cul-de-Sac? Seth offers the following suggestions in an interview with author Josh Kaufman. Read Here

When to grit and when to quit

1. Find your why. “If you are showing up at work or training everyday just because you showed up yesterday, or if you are showing up because you believe that showing up is the only way to support your family, then you’re making a mistake.”

2. Ask yourself — “‘Is there a dip on the horizon? Can you see it coming?’ ‘Have other people you’ve worked with found that spot?’ If yes, you have to stick it out because your turn will come.”

3. Lastly, is the task getting more difficult? “If all you’re measuring is that you didn’t get fired, or your job reviews are better than average, and the company is not going not going out of business, that’s probably a dead end right there. There’s no dip coming, there’s no breakthrough, there’s no chance you’re going to be able to embrace the dip, push through it, and come out the other end exceptional.”

And if you’ve found yourself in an honest-to-goodness Cul-de-Sac, Seth advocates quitting. “Strategic quitting is a conscious decision you make based on the choices that are available to you. If you realize you’re at a dead end compared with what you could be investing in, quitting is not only a reasonable choice, it’s a smart one. Quitting is better than coping because quitting frees you up to excel at something else.”

To know if we are quitting strategically and NOT just reactively, Seth advises that we first ask ourselves three questions before making the decision: 

  1. Am I panicking? Quitting is a critical decision, so doing it when you’re panicked is dangerous and expensive. “When the pressure is greatest to compromise, to drop out, or to settle, your desire to quit should be at its lowest,” he shares. “The best quitters, as we’ve seen, are the ones who decide in advance when they’re going to quit. You can always quit later—so wait until you’re done panicking to decide.”
  2. Who am I trying to influence? “If you have a well defined person you’re trying to influence and they’re not listening, it may be time to quit. But when it’s a whole market, there are plenty of other people you could try to influence. Influencing a market is a hill you have to climb,” he states.
  3. What sort of measurable progress am I making? If you’re trying to succeed in a job or a relationship or at a task, you’re either moving forward, falling behind, or standing still. There are only three choices. “To succeed, to get to that light at the end of the tunnel, you’ve got to make some sort of forward progress, no matter how small. Too often, we get stuck in a situation where quitting seems too painful, so we just stay with it, choosing not to quit because it’s easier than quitting. That choice—to stick with it in the absence of forward progress—is a waste. It’s a waste because of the opportunity cost,” Seth points out. He adds: :”Measurable progress doesn’t have to be a raise or a promotion. It can be more subtle than that, but it needs to be more than just ‘surviving is succeeding.’” 

Finally, Seth cautions in his interview with Josh that encountering a Cul-de-Sac does not mean you have to quit RIGHT NOW. If you really need the income, don’t leave your job just yet, but do ACT like you’ve quit. “Live as if you have no income,” he advises. “Shop less. Don’t buy fancy coffee. Do it radically and completely until you’ve saved enough money to be able to really quit, to survive the transition, and get through the Dip.”

“To be a superstar, you must do something exceptional. Not just survive the Dip, but use the Dip as an opportunity to create something so extraordinary that people can’t help but talk about it, recommend it, and, yes, choose it.”

MindNation’s WellBeing Coaches can help if you are feeling “stuck” and need help achieving your goals. Book an online session with them now on FB Messenger http://m.me/themindnation or email [email protected]. 

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Employee Wellness Mental Health 101 Self Help Work in the New Normal

5 Ways To Disagree With Your Boss (Without Getting Fired)

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Speaking up for what you believe is a good thing, but when it comes to disagreeing with your boss, you need to be careful and tactful.

A 2018 study by Gallup reported that 94% of people feel stressed at work, with 35% saying that their boss is a cause of workplace stress. One possible reason for the latter is the fear and anxiety that comes when you need to voice a disagreement with a higher-up. While most workplaces these days are trying to establish a healthy culture where communication is open across all levels, dissenting with a superior is still a tricky thing. Doing so might make him or her think you are being difficult or disrespectful, but staying silent might give everyone else the impression that you are apathetic or complacent.

So how can you deliver your opposing opinion without suffering unfavorable consequences? Below are some strategies that you can employ: 

  1. Take note of the timing

Sometimes it’s not just what you say — it’s also when and where you say it. If you are in a relaxed team meeting where everyone is sharing suggestions and ideas, then feel free to chime in with your own thoughts. But if the discussion is starting to get heated and your manager is starting to display signs that they are getting angry, embarrassed, or feeling ganged-up on, it might be best to wait until things cool down. Then set up a separate, private meeting to talk it out. 

  1. Start off on a positive note. 

While work conversations should ideally be honest and straight-to-the-point, you will need to moderate your bluntness when you are talking to a person of authority. So begin your opposition by clearly mentioning something positive, like a portion of the idea that you liked. Segueing into the disagreement is much better than blurting out “I think your idea is wrong because…” right off the bat.  

  1. Ask and listen before reacting. 

Take a deep breath and try considering the issue from your superior’s point of view. Try to know his or her motivations for making such decisions; the best way to get them to listen to your side is to be able to reflect back to them that you understand what’s important to them. So ask questions, research the context, and gather information so that once you state your opposing view, it is based on facts and logic, not on emotions. 

  1. Rephrase the disagreement in the form of a suggestion

Instead of telling your boss what you think should be done, make it seem like you are asking for an alternative take on the matter. For example, you could say something like “I like your idea of holding team meetings every week, but what do you think about holding them on Wednesdays instead of Mondays so that….?” By letting your manager make the final decision, you still show respect for his or her authority. 

  1. Respect the final decision. 

Always mentally prepare for the possibility that you will speak your mind but nothing will change. If that happens, you need to respect your boss’s decision and let it go. Instead of feeling angry or sad, take the rejection as a learning opportunity; even if you disagree with his or her point, try to at least understand it, so you are able to support it. At the very least, rejection builds mental resilience, so you still get something positive out of the whole experience. 

By following the tips above, you can hopefully disagree with your boss in a way that is courteous and convincing but won’t cost you your mental health or your job. 

— Written by Jaclyn Lutanco-Chua of MindNation

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Employee Wellness Get Inspired Mental Health 101 Self Help Work in the New Normal

10 Tips For Handling Difficult Conversations At Work

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How to manage contentious exchanges at work without making things worse

Conflict is inevitable in the workplace. You have to deliver bad news, ask someone to make a change, or correct an inappropriate behavior. These moments all require conversations and these conversations are difficult. 

The COVID-19 pandemic has only amplified potential conflict. New working conditions and external threats and pressures have led to a rise in mental health concerns, possibly affecting work performance and team dynamics. As a manager, you need to resolve these conflicts in a timely and professional manner that minimizes disruption to productivity. But this can be easier said than done when emotions are running high. 

“We tend to view difficult conversations as a personal attack, a power struggle that becomes a win-lose situation,” says Salma Sakr, Chief Growth Officer of MindNation. “But if both parties treated them as an opportunity to grow both personally and professionally, to increase understanding, and to achieve goals, then we can address the situation sooner and with more ease.”

While there is no one way to have a difficult conversation, there is a blueprint that we can use to support us as we head into those conversations:

  1.  Before inviting the other person to a conversation, clarify your primary and secondary purpose. Salma suggests you do this by asking yourself two questions: first, what is this person doing that they should not be doing? And second, what is the person not doing that they should be doing?
    For example, you have an employee who does great work but is always a day or too late with projects. The primary purpose of your conversation is to emphasize the importance of getting work turned in on time. Your secondary purpose is to understand why there might be delays, what is the root cause of them being late all the time? 
  1. Never initiate a conversation when you’re overly emotional. “It’s okay to feel emotions. Your emotions tell you that a conversation needs to happen,” Salma assures. “But you’ve got to time it right. When you are calm, you’re in a better position to initiate and engage.”
  2. Anticipate resistance. Resistance is defined as any form of negativity or non-acceptance, an unwillingness to move forward. It means the conversation is either not happening or it’s not going in the direction you want. Examples of ways people can be resistant in conversations: 
  • “What you’re asking for is not possible”
  •  “This isn’t fair”
  •  “It will cost too much” 
  • “I don’t have enough time to do what you want”
  •  “I told you I’ve already tried that”

Resistance leads to non-productive conversations. The good news is there’s actually a way to test for resistance without getting trapped in an unproductive back and forth with the person you are speaking to. “Frame your request using the magic phrase ‘Would you be willing…?’” Salma suggests. “By doing this you are gauging how resistant they are and giving them space to decide if they are willing or not.”

  1. Don’t use electronic or digital communication to engage in a difficult conversation. “The urge can be pretty strong to hide behind an email, text or chat when emotions are hot but things can be ‘lost in translation’ when written,” Salma points out. A face to face conversation (even just through video call) is always best. And, if someone triggers you with their email, don’t take the bait and don’t defend yourself. “Just don’t respond. Ask for a face to face meeting. If that’s not possible, ask for a phone meeting,” says Salma. 
  2. Don’t play the blame game. The go-to response when you are angry is to point fingers, which will make the other party defensive. So control your urge to be right, to be understood, and to win.  Instead, practice active listening and get their side of the story. Until the other person feels heard, you’re only going to get defensiveness and disagreement. You don’t even have to agree. All you have to do is acknowledge their reality.
  3. Cultivate curiosity. “Being a know-it-all closes off possibilities,” says Salma. “If you think you already know someone’s motives, you won’t try to understand them. And if you already know what someone is going to say, you avoid communication.” So genuinely show eagerness to understand, ask questions, and make sure you are having a dialogue not a monologue. There are two people in this conversation, so make sure you act that way.
  4. Stay focused You’ve probably been engaged in a conversation that took a wrong turn. Chances are, you got distracted, you forgot your objective. Focus on what you want, not on what you don’t want. When you keep your focus on what you want, it’s easier to get to your end result and move forward.
  5. Redirect so you are in control of the conversation. If you do find yourself facing a lot of resistance, or the person using many distracting phrases, you can use the following statements to help get you back on track. Examples include:
  • “I understand where you are coming from, but right now we are talking about your project delays.” 
  • “That may be true but that is not as urgent as what we are discussing now. Let’s prioritize.” 
  • “I suggest we park that and come back to it once we finish our conversation.” 
  • “Clearly you have a lot on your mind, let’s set up more time to discuss that after we finish what we came to discuss here.” 

“This way, you are giving space for their emotions but putting a boundary that this conversation is focused on a certain discussion and that you won’t deviate,” says Salma.

  1. Don’t generalize. Eliminate words like “always” and “never” because you will lose the other person, i.e. “You always do this…” or “ You never do that…” Instead, you bring forward the specific observable behavior. “Last week, I observed you did this…”
  1. Create accountability. Just because the conversation has happened and you both got through it doesn’t mean it ends there. Make sure to put a deadline within which you want to see the behavior or results changed/improved. “Ask them to book it in your calendar so you can reconvene and assess progress,” shares Salma. “This will ensure they remain accountable to the changes you have requested.” 

By following the tips outlined above, it is possible to transform difficult conversations into constructive exchanges. You may not be able to control how others think and react, but you can control our own emotions, thoughts, and responses so that the relationship with the other person becomes better for it. 

MindNation offers Company Culture Drive Ⓒ Talks — interactive webinars featuring experts on mental health and other dimensions of wellness. One of our most popular talks is “Having Difficult Conversations In The Workplace” where we train managers on how to handle tough conversations with team members, ensuring the well-being of all involved. To know more about this email us at [email protected]. 

— Written by Jaclyn Lutanco-Chua of MindNation

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Employee Wellness Get Inspired Mental Health 101 Work in the New Normal

10 Signs Your Company Has A Healthy Workplace Culture

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Healthy workplaces tend to exhibit a common set of traits that foster excellence, productivity, and camaraderie.

Mentally healthy workers are happier, more productive, and more loyal. As a manager, you must make sure that your company has policies and practices that support a culture of growth, employee engagement, and prevention of mental illness. Does yours fit the bill? Below are 10 characteristics of a workplace that prioritizes wellness:

1. Relaxed and productive atmosphere

People enjoy going to work and do not feel stressed or afraid. They do not have to worry about being bullied, harassed, or intimidated by co-workers. Managers encourage them to be creative and think outside the box. 

2. Staff that’s committed to excellence.

Because employees feel good about the company they work for, they stay focused and strive to deliver top-quality products and services. 

3. Low employee turnover.

If staff retention rate at the entry or mid-levels is somewhere around 10 percent, that signifies that the employees are satisfied and the company is doing something right. This is particularly true if they are in the retail, hospitality, or IT industry, where the turnover is traditionally high. 

3. Frequent, open, and honest communication across all levels. 

Senior managers have an open-door policy and juniors are welcome to voice their opinions without fear of reprisal. Ideas are frequently exchanged during meetings. Difficulties are resolved in positive ways. Feedback is viewed as an opportunity for growth and not taken negatively. 

4. Team members that cooperate, support, and empower each other.

Co-workers are close, loyal, and trust each other. They joke around a lot and laugh often. Everyone works smoothly together and does not engage in office politicking or backbiting. 

5. Diverse and inclusive. 

The workforce is composed of people of different backgrounds who are valued for their individual strengths and experiences. Employees feel that they belong but at the same time know that they are also unique among their peers. 

8. Flexible and innovative.
Employees are encouraged to find new and better ways of doing business, even if the old ways are just fine. Management is also brave enough to do away with policies that do not work. .

9. Positive reinforcement

People need acknowledgement, appreciation, and gratitude to be motivated. A positive company thanks employees regularly in the forms of rewards, bonuses, raises, promotions, and certificates of achievement.

10. Emphasis on health, happiness, and well-being

The company trusts the employees enough to allow them to work on a flexible schedule so that they can lead more fulfilling personal lives without sacrificing work commitments. And when team members face challenges such as accidents, illnesses, or personal tragedies, everyone goes the extra mile and treats them with understanding, compassion, and respect.

Job stress cannot be avoided, but a healthy workplace culture can make the stressful atmosphere easier to manage and yield positive outcomes like lower employee turnover rates, reduced absenteeism, and increased productivity. Regularly ask for feedback on how your workplace could be improved, and remember to deal with problems as soon as they occur.


If you need help creating a mental health and well-being program for your company, MindNation is an innovative mental health and wellbeing company that partners with like-minded organizations to build healthier, happier, and more productive teams. Its program is based on an individual’s holistic dimensions of wellness to ensure that services provided suit his or her unique requirements and objectives. Email them at [email protected] to learn more about their products and services.

— Written by Jaclyn Lutanco-Chua of MindNation

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Employee Wellness Get Inspired Mental Health 101 Work in the New Normal

6 Ways To Support Employees With Mental Health Problems

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As mental health in the workplace becomes an increasing priority, business leaders must do more to care for their staff

Despite an increased awareness of mental health issues, many employees still struggle in silence because they either do not know where to go for help or they fear that they will encounter stigma and discrimination at work.

This lack of action can have serious implications for any organization’s bottom line. According to the World Health Organization, the estimated cost of depression and anxiety to the global economy is US$ 1 trillion per year in lost productivity. On the other hand, workplaces that promote mental health and support people with mental disorders are more likely to reduce absenteeism, increase productivity, and benefit from associated economic gains.

So how can business leaders manage and support their employees with mental health concerns? Below are some ways: 

  1. Make mental health training mandatory for managers and supervisors. A 2019 study published in the Journal of Occupational and Environmental Medicine revealed that of the 2,921 managers who had access to mental health training in their workplaces, all displayed an improved understanding of mental health overall, with half  reviewing the responsibilities of their staff in an effort to prevent possible mental health issues and 57% of them starting discussions with their employees to improve their understanding of anxiety and depression.
    Managers are in the perfect position to help colleagues in the workplace because they are the ones who have a better understanding of an employee’s day-to-day well-being and can provide a direct line for inquiries and support. Note that training does not mean instructing team leaders to diagnose and treat mental health concerns; instead, it’s teaching them what to do if they see signs and symptoms of emotional distress in their juniors, including how to obtain help.
  2. Support employees through listening rather than telling. The most meaningful and helpful way to fight the stigma of mental illness is to encourage all members of staff to be willing to listen when a colleague is talking about their experiences — and to listen with empathy. According to Rob Stephenson,  founder of InsideOut, a social enterprise working to end the stigma of mental ill-health in the workplace — “We don’t need to understand every condition, or every person, to be good, human listeners. We just need to become better active listeners in the workplace, so we can say ‘OK, I can see you’re struggling here, let’s have a…chat and you can tell me about it.”
  3. Establish an employee assistance program (EAP) and encourage employees to use it. While many companies use an EAP to support workplace mental health, a 2017 study published by the National Center for Biotechnology Information revealed that only 1%-5% of employees of a company avail of the benefits of an EAP due to stigma, shame, and concerns about confidentiality.
    Here are some things you can do to assuage their fears:
  • Communicate — during onboarding sessions and through visuals or email reminders — what EAP services are available and how these can help employees respond to personal or work issues. Emphasize that the services are confidential and free of charge. 
  • Provide direct access to mental health professionals via phone, email, or chat. This allows an extra layer of comfort and privacy.
  1. Use communication to reduce stigma and increase access to mental health resources. Don’t wait until Mental Health Awareness Month (May) or Suicide Prevention Month (September) to talk about mental health, EAP benefits, and other resources. 
  • Promote them frequently, such as in monthly newsletters, weekly departmental meetings, or even in casual virtual catch-ups. 
  • Ensure that your executives mention emotional well-being every time they talk about recruiting talent and building an inclusive culture that helps employees bring their best selves.
  • Offer webinars so employees can learn more about mental health and resilience.
  1. Promote holistic well-being. Mental health is more than just one’s state of mind; it involves several factors, including physical, social, emotional, and cultural wellness. Business leaders therefore need to integrate all aspects of this by:
  • Building as much flexibility as possible into all employees’ schedules so that they have opportunities for work-life balance. A 2019 survey conducted by UK-based event management company Wildgoose discovered that 39 per cent of those who worked flexibly had benefited from better mental health and increased productivity.
  • Promoting or offering access to apps that can help with stress reduction, sleep, and meditation such as Headspace or Calm. 
  • Offering fitness center memberships, subsidies or reimbursements for fitness classes. Ultimate Kronos Group, an American multinational technology company, set up virtual fitness classes for employees and their children in the middle of 2020 and even held a competitive company-wide step challenge in October.
  • Encouraging employees to use their vacation time, such as by limiting the amount of vacation employees can carry over into the next year
  • Providing accommodations and developing a return-to-work process so that employees who need to take a leave of absence because of a mental health issue feel supported when they come back. An example would be letting the returning employee resume work step-by-step, gradually increasing work hours and task complexity until the symptoms of the mental health concern have subsided.
  1. Make work interesting, social, and fun. Create opportunities for employees to build connections with each other, such as through virtual social events and electronic message boards. When team members have strong positive relationships at work and  are able to tell their co-workers and managers what they struggle with and how they can best be supported, it opens communication and smooths out many misunderstandings, paving the way for higher productivity. 

It is an employer’s responsibility to create a workplace where people feel they can be open and supported. Helping employees who are unwilling to talk about their struggles is a daunting task, so it might be a good idea to partner with a mental health and well-being company to help you craft a mental health program for your workplace. MindNation (www.themindnation.com) is a one-stop shop for all your well-being needs. Their program is based on an individual’s holistic dimensions of wellness to ensure that services provided suit his or her unique requirements and objectives. Email them at [email protected] to learn more about their products and services. 

— Written by Jaclyn Lutanco-Chua of MindNation

Categories
Employee Wellness Mental Health 101 Self Help Work in the New Normal

Warning Signs That Your Employee Has A Mental Health Concern

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Knowing what to look for is the first step to opening a productive dialogue surrounding mental health and getting your team member the help they need

According to the WHO, 1 in 5 people all over the world will experience a mental health concern at some point in their lifetime. These statistics, compounded by the stressors of the COVID-19 pandemic, make it highly likely that someone in your workplace is experiencing mental health concerns like stress, depression, and anxiety. 

Because of the stigma surrounding mental illness, employees who are struggling may be reluctant to come forward. As a result, mental health concerns often go unrecognized and untreated, leading to bigger problems for the organization and the employee in terms of lowered productivity, increased absenteeism and presenteeism, and poor relationships with team members. 

It is important for managers to be able to identify the warning signs of mental health concerns. “Early detection and intervention may help to prevent problems from getting worse,” says psychologist Dr. Rhalf Jayson Guanco. “By identifying the issues that the team member is probably not aware of or does not acknowledge as problematic, but which impact or are more likely to impact on their well-being, we can determine if immediate action is required or if assistance from a qualified mental health professional will be necessary.”

According to Dr. Guanco, if your employee exhibits the signs and symptoms below for more than two weeks, it could be a sign of a mental health concern: 

Appearance and behavior

  • Appears untidy; displays poor hygiene
  • Trembles or shakes
  • Wears inappropriate attire 

Cognition

  • Seems confused or disoriented
  • Has gaps in memory of events
  • Has serious difficulty in problem solving

Emotion

  • Appears sad/depressed
  • Tends to be anxious for no apparent reason
  • Switches emotions abruptly

Speech

  • Speaks too quickly or too slowly
  • Vocabulary becomes inconsistent with the level of education
  • Stutters or has long pauses in speech

Thought patterns and logic

  • Seems to respond to unusual voices or “sees things”
  • Expresses racing, disconnected thoughts
  • Expresses bizarre or unusual ideas

Remember that mental health concerns are unlike other performance-related issues, so your approach must be different. Whether you consult your human resources department or the corporate department first, it’s important to gather opinions of experts before doing anything rash. As a team leader, you must have a plan that is win-win for your employee and your company. 

MindNation is an innovative mental health and well-being company that partners with like-minded organizations for happier, healthier, and more productive employees. Its comprehensive need-based program is based on each individual’s Well-being Capital © (a system that studies the Physical, Emotional, Mental, Social, and Cultural dimensions of well-being) to ensure that services provided suit each organization’s unique requirements and objectives. Drop us a line at [email protected] if you want to know more about our products and services. 

— Written by Jaclyn Lutanco-Chua of MindNation

Categories
Employee Wellness Mental Health 101 Self Help Work in the New Normal

How to Say “No” At Work Without Putting People Off

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Your goal is to ensure that disappointment doesn’t escalate to insult.

Mental health experts always advise us to say “No” to requests that make us feel stressed or uncomfortable so that we protect our boundaries and not feel overburdened. But this is easier said than done when it comes to the workplace, where begging off from a task assigned by a higher-up can negatively impact our career, while declining a client’s request for help can strain our relationship with them. In fact, a 2015 study by Linked In revealed that more than 58% of millennials globally consider themselves a “yes employee” – someone who does as they are told and is more apt not to question authority. This can result in a workforce that sees higher incidences of burnout, which can lead to mental health concerns.

So how can you say no to unreasonable requests, pointless meetings, busy work, and demanding clients without coming across as lazy, selfish, or disrespectful? The suggestions below might help: 

  • Show a valid reason. Don’t simply say “No.” Share your logic, the facts, and what motivated your decision. For example, don’t thumb down a proposal and have the team making conclusions about why you did so, i.e. “He doesn’t care about our opinion” or “It’s because she’s not benefitting from it.” Instead, cite the data and the thought process that led you to that position, so that you let others know that you gave careful consideration before making a decision. Say “I analyzed the pros and cons and believe we should turn this down because…” or “I cannot grant you this request because according to our company policy…”
  • Offer an alternative. Instead of closing the door, offer something to smooth over the effect of your rejection, i.e. “I can’t help you right now but try me again when my current project has been completed” or “I don’t like this proposal but I’ll give you another week to come back with a better one…”
  • Be confident but humble. It’s important to take a firm stand, but not one where you come across as a know-it-all. You alienate more than you convince when you make statements like “The only reasonable conclusion we can draw is…” or “The right answer is…” Instead, use phrases like “I’ve concluded…” and “I believe…” to demonstrate a combination of resolve and humility that avoids provoking unnecessary conflict.
  • Be respectful. When saying no to a person of authority, particularly someone who might misinterpret your denial as disrespect, it can be helpful to ask permission to say no. This allows you to honor their authority while maintaining your integrity. For example, you could tell your superior, “You’ve asked me to take on a new project. I think it’s a bad idea for me to take it on, and I’d like to share my reasons. If, however, you don’t want to hear them, I’ll take it on and do my best. What would you like?” In most cases, the boss will feel obligated to hear you out.
    Now if the boss refuses to hear your reservations, you need to decide if this is an environment you want to spend a significant part of your life in.
  • Negotiate. Sometimes a “no” can turn into a “yes” if the other person is willing to modify the request or do something in return. Let’s say that your boss asks you to start working on a new project, and you know it’s not possible to do your other projects well if you have to add this one. Instead of saying, “I don’t see how I can do that” or “That’s not possible” — negotiate. Say something like, “Is this new project X a higher priority than project Y?  Because if we could move the deadline on Y by just a few days, then I can get X done.” 
  • Apologize and offer to do what you can.  Finally, when you ultimately say no, express your regret and offer to move as far in the direction of their request as possible. An example would be telling a customer “I’m afraid our current policies don’t allow this, but I will talk to my superior if we can do this in the future.” This lets the person know that even though you can’t fulfill this particular request, you hope to be able to fulfill the next one. 

Saying no isn’t being selfish. It’s being smart with the limited time you have each day, because no matter how many tasks and people you take on, the number of hours in a day remains the same so the amount of rest your body needs will also remain the same. By saying no and prioritizing your well-being, you become a healthier, happier, and more productive worker. 

— Written by Jaclyn Lutanco-Chua of MindNation