by admin | Feb 1, 2023 | Health & Wellness
It is important to keep track of how much you exercise, your blood pressure, your weight, and your cholesterol numbers as ways to meet your heart health goals.
Here’s some ways you can do this:
- Keep a log of your activity to help you track your progress. Consider wearing a device that counts your steps to track how much you walk every day.
- Calculate your body mass index (BMI). BMI is an estimate of body fat. The higher your BMI, the higher your risk for certain diseases such as heart disease, high blood pressure, type 2 diabetes, and more. Check your BMI using this online tool.
- Track your blood pressure. It’s important to get your blood pressure checked at least once a year at your doctor’s office. While you’re there ask your doctor what your target numbers should be and how often you should check it on your own. Use this blood pressure tracker or wallet card to help you keep track of your numbers.
- Get your cholesterol checked. A blood test can show whether your cholesterol levels are healthy. Talk with your doctor about having your cholesterol tested, how often you need it tested, and what your levels should be.
- If you have diabetes, check your blood sugars. Talk with your health care provider about how often to check your blood sugar.
- Keep a record of what you eat. Write down what you eat and drink each day in a food diary to help you stay on track when trying to lose weight or maintain a healthy weight. Keep your diary in a noticeable place such as on the refrigerator, so you’ll remember to update it each day.
- Follow the DASH Eating Plan. The Dietary Approaches to Stop Hypertension (DASH) eating plan is a science-based way of eating that can help you reduce high blood pressure and has other heart health benefits. Find healthy recipes, calorie trackers, tips for following the eating plan, and more.
Ask your friends or family to remind you to do these or join you in the effort.
Originally posted on National Heart, Lung, and Blood Institute
More Ways to Take Action Toward Better Heart Health
by admin | Dec 21, 2022 | Health & Wellness
The holidays are often the busiest time of the year for a lot of people which can make it hard to stay mentally and physically healthy. With a little intentionality and understanding, you can fully enjoy the holidays while keeping your health in mind.
6 Tips to Make Your Holidays Brighter:
Get Enough Sleep
Sleep is often the first thing to go during a busy holiday season. Poor sleep, especially over a period of a few weeks, leads to poor functioning: it impacts your immune system, ability to concentrate and your mood – all things that make you even more stressed out. It’s a vicious circle.
Prioritize “Me Time”
Taking some much needed “me time” isn’t selfish; taking care of yourself is one of the best mental wellness gifts you can receive. Do some yoga, take a walk, relax in the bathtub, or simply take some time to catch up on some reading. Your mental health will thank you for it.
Practice Self-Control When It Comes to Food
Cookies, muffins, cakes and countless other temptations are prevalent during the season! The holidays are a time when a lot of people pull out their stretchy pants from the back of their closets so they can eat sweets and delicious foods to their hearts’ content. It’s okay to enjoy holiday treats but it’s important to be mindful of your choices and then balance your treats with healthy foods.
Plan Ahead to Avoid Last Minute Stress
Staying on top of your errands and to-do list by thinking ahead. Getting your holiday shopping done early helps you avoid the stress of last-minute shopping when you might not be able to find the things on your list.
Get Some Exercise
Exercise is an excellent way to destress. But don’t worry if you miss some time at the gym – the holidays are always busy and making your regular 7 a.m. spin class after a holiday party probably isn’t going to happen, and that’s okay. Focus on simply moving your body. Take the stairs or park your car further away from your destination to get some more steps in!
Don’t Compare Yourself to Others
Pinterest floods your feed with extravagant party decorations. Not to mention seeing beautifully decorated homes in TV commercials or social media posts of lavish gifts can make you feel overwhelmed. You might even start to think your holiday celebrations aren’t up to par. Just remember: your holiday traditions are your own and they don’t have to be like anyone else’s.
While the holidays can feel exhausting, it’s also a time to be enjoyed and savored. Make time for the activities you enjoy this season, such as Christmas baking, holiday movies, ice skating, and favorite family traditions. But most importantly, be present. That’s the best tip of them all.
by admin | Nov 21, 2022 | Health & Wellness, Workplace
The U.S. Surgeon General, Dr. Vivek Murthy, recently released the Framework for Workplace Mental Health & Wellness to set a new standard for expectations of employers. In this new normal, Human Resources leaders must take some responsibility for the wellbeing of those who work in their organization.
The report is comprehensive and includes research and data supporting the need for wellness and describing the reality for many of the 160 million U.S. workers. More than 80% of people say workplace is a factor in one or more of their mental health challenges, according to Mind Share Partners’ 2021 Mental Health at Work report, which is cited by the U.S. Surgeon General. Also, more than 75% of U.S. workers reported having at least one symptom of a mental health condition, according to that same report.
Why Focus on Wellness Now?
Not surprisingly, this data, along with the recent trauma of the pandemic, led Murthy to share this report.
“People have been going through a reckoning, asking themselves what they really want out of work but also what they’re willing to sacrifice for work,” said Murthy on CBS News.
In the latest HR Exchange Network State of HR report, HR leaders revealed that burnout was the greatest consequence of the pandemic, so there is urgency around this kind of guidance. Because few Human Resources professionals are trained in mental health, they are hungry for the kind of information found in this government report.
To begin, here are the 5 recommendations for moving forward:
Protect from Harm
The purpose of this suggestion is to emphasize the employer’s role in ensuring that workers and those connected with the business are psychologically and physically safe. Obviously, the bare minimum is having plans for fires, emergencies, and other events that could cause physical harm. Laws usually guarantee some sort of adherence. However, this tenet goes a step further by suggesting enabling people get plenty of rest and that the organization has a diversity, equity, inclusion, and accessibility plan to help develop a sense of belonging and security.
Build Community
In the report, the U.S. Surgeon General directs employers to help people develop social connections. It is the obligation of employers to create an atmosphere ripe for collaboration and teamwork. Of course, most employers are already trying to help teams thrive because it is beneficial to the bottom line, too. But this report also recommends cultivating trust. That’s deep and requires business leaders to develop empathy and encourage socializing and bonding.
Opportunity for Growth in the Workplace
This suggestion is pointed and interesting because the health practitioners are clearly connecting a person’s ability to develop their minds and move forward in their jobs and careers to their wellness. The U.S. Surgeon General recommends offering quality training, mentorship, pathways to promotions and growth at work, and regular, reciprocal feedback.
“When people thrive at work, they are more likely to feel physically and mentally healthy overall, and to contribute positively to their workplace,” according to the U.S. Surgeon General report.
A Sense of Self-Worth
People need to feel needed. The Surgeon General suggests that employers express that they value their workers. They should show gratitude and help people recognize the meaning and purpose of their work no matter what it is. In this tenet, the report includes information about providing a living wage, letting employees weigh in on decisions, and connecting the work of employees with business objectives.
Work-Life Harmony
The idea behind this tenet is to provide better work-life balance and flexibility. Employers should give people the time and support they need to fulfill responsibilities outside of their work. Respecting boundaries is an obvious suggestion. Some companies are prohibiting emails and calls after a certain time of day, for example. But the U.S. Surgeon General goes a step further by recommending greater access to paid leave and allowing for more autonomy when it comes to how and when employees get work done.
“It’s not only about work,” says Murthy. “It has a broader benefit for society as a whole.”
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | Nov 1, 2022 | Health & Wellness
Diabetes is increasing at an alarming rate in the United States. According to the CDC’s (Centers for Disease Control) National Diabetes Statistics Report for 2020 cases of diabetes have risen to an estimated 37 million (or 1 in 10 people in the U.S.). November is National Diabetes Month and is a great time to bring attention to this disease and its impact on millions of Americans.
What is Diabetes?
Diabetes is a chronic health condition that affects how your body converts food to energy. With diabetes, the body either no longer makes insulin or the insulin that is made no longer works as well as it should. Either way, high levels of glucose (a form of sugar) build up in the blood. When this happens, your body can respond in some serious ways that include liver damage, stroke, heart disease, vision loss, kidney disease and damage to the feet or legs.
Most Common Types of Diabetes
- Type 1 – usually diagnosed in children and teens. Type 1 diabetics need to take insulin every day to survive.
- Type 2 – develops over many years and is usually diagnosed in adults (but is developing more today in children and teens also). With Type 2 diabetes, your body doesn’t use insulin well and can’t keep blood sugar at normal levels.
- Gestational Diabetes – develops in pregnant women who have never had diabetes.
7 Warning Signs of Diabetes
- Frequent Urination
- Increased Thirst or Dry Mouth
- Unexpected Weight Loss
- Persistent Hunger
- Foot Pain and Numbness
- Fatigue
- Blurred Vision
Type 1 Diabetes
Type 1 diabetes, also known as juvenile diabetes, occurs when the body does not produce insulin. Insulin is a hormone responsible for breaking down the sugar in the blood for use throughout the body. People living with type 1 diabetes need to administer insulin with injections or an insulin pump.
There is no cure for type 1 diabetes. Once a person receives their diagnosis, they will need to regularly monitor their blood sugar levels, administer insulin, and make some lifestyle changes to help manage the condition.
Type 2 Diabetes
Type 2 diabetes, the most common type of diabetes, occurs when your cells don’t respond normally to insulin, which is known as insulin resistance. You can develop type 2 diabetes at any age but it occurs most often in middle-aged and older people and tends to appear gradually. In most cases, medication along with changes in exercise and diet can help manage type 2 diabetes.
Gestational Diabetes
Gestational diabetes is a condition in which a hormone made by the placenta prevents the body from using insulin effectively. Unlike type 1 diabetes, gestational diabetes is not caused by a lack of insulin, but by other hormones produced during pregnancy that can make insulin less effective. Gestational diabetic symptoms disappear following delivery but gestational diabetes increases your risk for type 2 diabetes later in life.
Outlook
There is good news for those living with diabetes – and those at risk. Experts are learning more all the time about lifestyle steps for diabetes control and prevention. New medications and devices can also help you control your blood sugar and prevent complications. For more information on diabetes and how to make good choices, visit the American Diabetes Association website.
by admin | Aug 4, 2022 | Health & Wellness, Hot Topics, Workplace
Respondents to the latest State of HR report list burnout as the greatest consequence of the pandemic. In fact, the Great Resignation lingers, in part, because the burnout has gotten worse. Now, companies are facing inflation, the yanking of job offers, and the possibility of layoffs. While they are tightening their belts and being far more cautious, their workers remain overworked and burdened.
So, HR leaders are in hot pursuit of mental health and wellness solutions, ways to reach out and show they care. They want to help improve retention and ensure a functioning, healthy workforce. Knowing where to begin with a burnout prevention plan is challenging.
Access to Help
To start, HR professionals must connect their employees with resources to help them reduce stress, treat diagnosed mental illness, and everything in between. This requires due diligence. Experts suggest that HR leaders conduct surveys, ask questions, and listen to employees to learn what they need. Then, they can take action and provide solutions that will be used and are more likely to work.
PTO
Paid time off (PTO) is crucially getting redesigned for the new workplace. Aside from changing the delivery with options like unlimited PTO, companies are insisting people take time off. Goldman Sachs, for instance, will require employees to take a minimum of 15 days off per year beginning in 2023.
Even if some organizations do not have a minimum vacation policy, they are encouraging leaders to use their PTO to model healthy behavior. Many employees feel pressure to keep working, especially if they see their bosses chaining themselves to their desks. Getting people in the United States to use their PTO is part of a cultural shift that is taking place. Suddenly, people are interested in making work-life balance a priority. Getting time off and stepping away from work is a way to combat burnout.
Mini Breaks
Some HR leaders are pushing for mini breaks throughout the day. This could be a five- or 10-minute pause after a meeting or between tasks. The idea is for people to take a deep breath, go to the bathroom, reflect on their to-do list or what happened in the last meeting, walk around a bit, rest their eyes after hours on the computer, etc.
This is a shorter version of the traditional coffee break (but one certainly could grab a coffee or tea). Mini breaks allow people to transition from one task to another and briefly rest their mind, so they do not feel as though they are on the go 24/7. Some companies, as reported in the Employee Engagement and Experience for the Post-COVID World report, offer zen rooms that give people a chance to chill out at work.
Better Scheduling
Having better work-life balance can improve stress and reduce the likelihood of burnout. Again, it’s incumbent upon leaders in the organization to set the standard by not sending out emails before or after typical working hours, for example. Make rules about when teammates can call one another about work – and stick to them.
Most importantly, recognize when a meeting could be an email and do not schedule it. In fact, some companies are choosing at least one day per week with no scheduled meetings. These scheduling efforts might seem like small gestures, but clearing the calendar and separating work hours from personal hours can ease pressure.
Flexibility
Flexibility is the keyword of the moment. Employees want permission to work when and where they want as long as they maintain their output and deliver for their bosses. Many employers are not on board. There is a grand debate about working from home or returning to work with many in leadership preferring RTO.
Still, there are ways to be flexible and empathetic. For instance, if someone needs to pick up their kids from school, a manager can allow them to do so. In some offices, they allow workers to bring their pets to the office. Just knowing that one’s boss supports him if something comes up can help combat the stress that leads to burnout.
Lighten Work Loads
With the labor shortage that many are experiencing and the fact that employers are trying to do more with less, people are feeling overworked. In these cases, managers should delegate, so that people are sharing the burdens. Also, they can refrain from having people do repetitive tasks that might be nice but are not necessary. Perhaps, workers can gather numbers for the monthly report every other month instead.
Finding ways to help employees prevent burnout is a top priority for HR leaders. After all, burnout is contributing to the record number of Americans quitting their jobs, which is causing a labor shortage for many. To combat burnout is a way to work on retention.
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | May 23, 2022 | Health & Wellness
Mental health and wellness in HR are becoming top priorities for employers. In fact, HR leaders named mental health and wellbeing as their third biggest problem, behind the labor shortage and retaining talent, in the latest HR Exchange Network State of HR report. In addition, those surveyed also said burnout was the top consequence of the pandemic. “Blurring of work and personal life” and “burnout” tied, with 28% of the vote each, as the biggest challenges to employee engagement. And 30% of respondents said employee engagement and experience was their top priority.
Clearly, mental health and wellness is related to the employee experience, and the expectations in the new normal require HR leaders to provide support, empathy, and guidance for helping those who need it. To begin, they need to understand the nuances of mental health and wellness.
Defining Mental Health and Wellness
A first step for HR leaders is to breakdown mental health and wellness to understand the differences, so they can best address “mental health” and “wellness.”
What Is Mental Health?
The U.S. government defines mental health as the emotional, psychological, and social wellbeing of an individual. Obviously, one’s mental health contributes to how he thinks, feels, and acts, and it relates to his resiliency and relationships with others.
Considering this definition, HR leaders can focus on insurance that covers mental health conditions and connecting people to appropriate specialists just as they would for employees with physical ailments, for example. Tending to mental health needs is slightly different than those of wellness.
What Is Wellness?
On the other hand, wellness refers to the totality of health – both mental and physical – of an employee, according to the Society for Human Resource Management. When employers focus on wellness, they are aiming to provide employees with preventative solutions to avoid illnesses and long-term health problems. For example, gym memberships, yoga classes, and meditation sessions are among the ways HR leaders may support the wellness of workers.
Mental health refers to the condition of an employee’s state of mind, whereas wellness refers to his or her general health. Sometimes, even those in HR use the word wellbeing interchangeably with wellness, but there is a distinction. Wellbeing refers to job satisfaction or one’s contentment at work. Certainly, wellbeing is related to mental health and wellness. If employees are experiencing anxiety, high stress, or burnout, which are associated with both mental health and wellness, they may experience negative feelings at work. Therefore, their wellbeing also will be at risk.
HR’s Responsibility for Mental Health and Wellness
The pandemic revealed the need for mental health and wellness programs at workplaces. Both mind and body needed soothing, and HR professionals took the lead in providing solutions to workers. More than two years after the start of the pandemic, they are continuing to enhance their offerings.
Here are some relevant benefits that employers may provide, and HR leaders can consider:
Medical Insurance that Covers Mental Health
This first benefit is the most obvious one, and it refers to the employer choosing insurance options that cover mental health as robustly as they do physical health.
Employee Assistance Programs (EAP)
The U.S. government defines an EAP as a “voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems.” These programs may address stress, substance abuse, or family discord, for example.
Mental Health First Aiders
This is a professional who works on staff or on call for a business, so employees always have someone to support them with any mental health concerns, according to verywellhealth.
Training for Managers, Leaders, and Peers
Some companies are training their teams to recognize potential mental health issues in their colleagues and to develop empathy and emotional IQ.
Yoga, Meditation, Workshops, Zen Rooms, etc.
These are a few examples of programs designed to help employees relieve stress and stay focused.
Mental Health Days
Some companies are including mental health days in their paid time off menu. This allows people the chance to stay home as they would for a sick day.
Parameters around Work Hours/Flexibility/Respecting People’s Time
Many employers are sharing guidelines about allowing employees flexibility around when and where they work or during what hours they can communicate with them about work, etc. The idea is to help people better balance work and life to give them the time and space necessary to recharge.
Why Should HR Leaders Care about Mental Health and Wellness?
The answer about why any leader should care about employees’ wellness seems obvious. It’s the right thing to do. But it also relates to business outcomes. Poor mental health and wellness among employees can pose grave risks to an employer. These are the threats:
- Decreased Productivity – People are not as interested in getting the job done if they’re dealing with mental health issues.
- Resignation – Mental health and wellness is clearly connected to job satisfaction and wellbeing. People might quit if they are suffering.
- Negative Impact on the Bottom Line – If employees are not productive or engaged, the company will not be as successful. If there is much turnover, the company will lose money in recruiting, hiring, training, and patiently waiting for new hires to get up to speed. All these consequences can influence revenue and business outcomes.
How Work Can Affect Employee Wellness
Employees spend a large amount of time working. Toxic workplaces obviously can damage one’s mental state, whereas a psychologically safe environment can motivate people. Anyone experiencing bullying or harassment at work may feel more anxiety or stress. That’s undoubtedly true. But having heavy workloads, tight deadlines, and other stressful personal situations can lead to burnout. Potentially, these factors cut into the psychological contract between employee and employer. This is concerning to HR leaders.
The Mayo Clinic says job burnout is a type of work-related stress that results in a state of physical or emotional exhaustion that can influence an employee’s self-worth and sense of identity. The pandemic and consequential labor shortage put burnout in the spotlight and forced employers to confront it. Now, HR leaders are working to combat and prevent burnout as part of their overall mental health and wellness strategies.
Taking steps to reduce hours and workloads, managing expectations, and training managers to be better, more empathetic leaders are among the ways they are addressing the problem. HR Exchange Network recognized this new obligation of Human Resources in its recent talent management report:
Companies that show they truly care about the mental health and wellness of their employees will get noticed. Those who are flexible and understanding when people are having a tough time personally will win hearts. “Companies need to switch their focus on engagement to experience. Maya Angelou said it the best, ‘People forget what you tell them. They don’t forget how you make them feel,'” says Sebastien Girard, Chief People Officer at Centura Health.
HR leaders are helming efforts to address mental health and wellness of employees. They are confronting these issues to improve employee engagement and experience and the work culture. Employers recognize the link between the mental health and wellness of their employees and the success of their business.
In addition, they realize this is the right thing to do, which is vital at a time when employer brand is of the utmost importance, and everyone is trying to better maintain work-life balance. The pandemic was the spark for employers giving attention to these issues, but the focus on helping employees maintain their mental health and wellness will continue.
By Francesca Di Meglio
Originally posted on HR Exchange Network
