Tag: workplace

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Featured

5 Christmas Journal Prompts For Self-Reflection

It’s Christmas! And amidst the festive decorations and twinkling lights, there’s an opportunity for something truly special—self-reflection. Engaging in reflective practices not only deepens your connection to the magic of Christmas but also offers a myriad of benefits for your well-being. Here are some Christmas Day journaling prompts that can help you discover how you really feel about the holiday season.

Prompt 1: What’s the best Christmas gift you ever received?

Unwrapping memories of cherished gifts can transport you back to moments of pure joy. Whether it’s a childhood present or a recent surprise, reflecting on these gifts helps you reconnect with the magic of Christmas and appreciate the love that surrounds you.

Prompt 2: Who is involved in your favorite Christmas memories? Are you still connected with them?

Christmas is a time for togetherness, and this prompt encourages you to reflect on the people who have played a significant role in your holiday memories. Reconnecting with loved ones, even if it’s just in your thoughts, can bring warmth and a sense of belonging.

Prompt 3: What emotions does Christmas Day bring up for you?

The holiday season can evoke a range of emotions, from excitement to nostalgia. Reflecting on your feelings allows you to navigate the complex landscape of emotions, promoting emotional intelligence and self-awareness.

Engaging in reflective practices not only deepens your connection to the magic of Christmas but also offers a myriad of benefits for your well-being.

Prompt 4: What parts of the holidays do you enjoy? What do you not enjoy? Why?

Examining your favorite holiday traditions and acknowledging the aspects you may not enjoy allows you to tailor your celebrations to align with what brings you genuine happiness, fostering a more meaningful and joyful experience.

Prompt 5: Describe what Christmas means to you.

Articulating the personal significance of Christmas helps you define its meaning in your life. Whether it’s about love, gratitude, or spiritual connection, understanding your unique perspective enhances your appreciation for the season.

This Christmas, gift yourself the time for self-reflection. As you explore the prompts, remember that MindNation mental health experts are here to support whatever you may be feeling. If you ever feel the need to share your thoughts or emotions, book a session with our psychologists and WellBeing Coaches through the MindNation app (mindnation.com/app).

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

#HavenForHer: How Home Credit Promotes Women’s Safety And Wellbeing In The Workplace

Women’s presence makes the workplace more meaningful. But do organizations create an equally nurturing environment where they can flourish? Companies should cultivate psychologically safe spaces for female employees. And that’s what Home Credit Philippines and its Chief People Officer, Alpha Omega Aquino, are doing.

Alpha was one of the many Filipinas who struggled with work-life balance when she worked abroad. Apart from long, stressful work hours, she had to be absent from important family events, felt isolated, and was constantly on the verge of burnout. Working as a woman in a non-Catholic country and male-dominated industry was challenging due to her gender. These negative experiences led to frustration and anger, feelings of inadequacy, and even depression. 

After 15 years of working overseas, Alpha decided to go back home and eventually found her way to Home Credit in 2019. 

 Home Credit provides world-class financial inclusion, lending, and other similar services to customers, mostly first-time borrowers. They take pride in being a financial ally that develops and delivers innovative financial services for financing purchases, for their clients to save for the future, and for businesses to develop closer relationships with their customers. As the company’s current Chief People Officer for four years now, Alpha takes care of over 14,000 employees, ensuring that their physical, mental, social and financial needs are met. She especially strives to make sure that the women of Home Credit won’t have to experience what she has gone through. 

Creating a #HavenForHer: What Companies Can Do To Promote Women’s Safety And Wellbeing In The Workplace

Home Credit and Alpha are at the forefront of ensuring that Home Credit’s employees, especially women, work in a safe space where they won’t have to feel excluded, stressed, and mentally depleted. “Twice a year we have our eNPS survey, [in] which more than 85% of our employees participate. It’s a very good data point for us to improve the services we provide for our employees,” Alpha tells MindNation. This way, Home Credit can stay on top of employee wellbeing, maintain their job satisfaction, and foster engagement. The data that they gather also informs how Home Credit can address their concerns, create positive mental health outcomes, reduce stress and anxiety, and help employees at risk for mental health issues by providing them with psychosocial support and resources.

Home Credit is also committed to promoting gender equality in the workplace by providing equal pay and opportunities for women to advance in their careers. They also offer hybrid work arrangements and wellness leaves to support work-life balance. In addition, they foster a culture of respect and inclusion by addressing and preventing harassment and discrimination of women and promoting diversity and inclusion.

Home Credit is also committed to promoting gender equality in the workplace by providing equal pay and opportunities for women to advance in their careers.

Supporting Companies In Creating A Gender-Inclusive Workplace Culture

The commitment of Home Credit and Alpha to building a work culture that prioritizes health and wellbeing has earned them Workbean’s Workplace Health Advocate of the Year Award. last March 2023. Read all about it here. With the initiatives mentioned, Home Credit and Alpha successfully created a positive, respectful, and supportive workplace culture that every woman can describe as a #HavenForHer.

MindNation is also committed to supporting companies in creating a gender-inclusive workplace culture that prioritizes employee wellbeing. With the help of our mental health professionals, we can guide you in building a culture of empathy and mutual support that employees will find healthy, fulfilling, and meaningful. For more information, email us at [email protected].

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Employee Wellness Featured

Leading The Way

MindNation is running a series of articles about how the finalists for the Workbean Employer Brand Awards are building exemplary work cultures and making health and wellbeing a true organizational priority. 

Winners will be announced on March 2, 2023.

MindNation is the official judging partner for the Workplace Health Advocate Award.

Omni Channel Solutions is an organization based in the Philippines with Omni-Channel Retail, Sales, and Digital Marketing expertise that helps brands, retailers, and agencies drive conversion, implement marketing strategies, and scale their businesses.

MindNation: In what ways is the company’s leadership team prioritizing mental health, and how is it incorporated into overall business strategy?

Omni Channel Solutions: As an organization composed of employees from diverse backgrounds, Omni leaders ensure that the company is inclusive, equal, and has an accepting work environment. At Omni, leaders put great significance on the psychological wellbeing of team members as much as they value their physical health. Omni has several benefits which aim to alleviate the psychological distress employees may experience, including seven (7) paid mental health leaves per year. For further psychological consultations, Omni has partnered with a mental health and wellbeing provider to give employees unlimited counseling sessions on occasions when they need personal help. Our Human Resources team also conducts focus group discussions with all teams as a substantial way of checking our members’ welfare as a group beyond work discussions.

To protect their physical and mental well-being. Omni holds specific Equal Employment Opportunity and Harassment-Free Workplace provisions through the employee handbook and in-house seminars.

In addition, the organization is committed to strict compliance with Republic Act 10911, otherwise known as the “Anti-Age Discrimination in Employment Act.”

Ultimately, Omni promotes a healthy culture and a good working environment where discrimination, stigma, harassment, and such will not be tolerated.

MindNation: How does Omni promote a culture of open communication and support for employees experiencing mental health issues?

Omni Channel Solutions: Omni believes that the plight towards mental wellness has to be organized, realistic, and properly executed. To accomplish this, awareness is not enough; a solid support system is needed to directly address each employee in times of mental crisis. So on top of our partnership with a mental health provider, Omni fervently believes that having in-house mental health assistance will also be extra beneficial for its members. Two members of the Human Resources team, both psychology graduates, one of whom is a Registered Psychometrician, have been trained and designated as the company’s mental health officers.

Ultimately, Omni promotes a healthy culture and a good working environment where discrimination, stigma, harassment, and such will not be tolerated.

In 2021, the company implemented seven (7) paid mental health leaves as an additional benefit to its employees to help them regain themselves in times of mental anxiety, anguish, stress, and overwhelmed feelings. Omni strongly advocates for employees to have enough time to rest—both physically and mentally—to be productive. Providing such benefits that would specifically be used for this purpose reduces the stigma associated with mental illnesses. With this, employees will no longer shy away from acknowledging their anxieties and seeking professional help.

MindNation is committed to supporting companies in creating a workplace culture that prioritizes the mental and emotional well-being of their employees. With the help of our team of experienced mental health professionals, we can guide you in building a culture of empathy, inclusivity, and mutual support that can help you create a workplace culture that is not only healthy but also fulfilling and meaningful. For more information, email us at [email protected]. 

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Employee Wellness Featured

Promoting Holistic Wellbeing In The Workplace

MindNation is running a series of articles about how the finalists for the Workbean Employer Brand Awards are building exemplary work cultures and making health and wellbeing a true organizational priority. 

Winners will be announced on March 2, 2023.

MindNation is the official judging partner for the Workplace Health Advocate Award.

Tala is a global technology company building the world’s most accessible financial services.

MindNation: In what ways is the company’s leadership team prioritizing mental health, and how is it incorporated into the overall business strategy?

TALA: Tala promotes psychological or mental wellbeing and safety in the workplace. Talazens are empowered to speak up with ideas, questions, and concerns. Well-being is also one of the key areas that the management checks every year during our quarterly pulse survey, indicating that Tala is very much aware and concerned about the mental health of our team members, which is also aligned with our overall business strategy and performance.

Talazens have an Employee Assistance Program (EAP) that can help them deal with the issues that somehow diverted their performance. We’ve also utilized our wellbeing and health insurance providers to create a robust annual wellness plan comprised of fitness sessions, webinars, kamustahans, and weekly boosts. In addition to this, Tala has implemented a global company holiday called “Sloth Day ” where Talazens are encouraged to disconnect, unwind, and recharge (on top of their planned leaves and paid time off), and enjoy a relaxing weekend. We also encourage our Talazens to take regular time off when they are able to unplug from work and don’t expect to answer emails or sSack messages until they get back to work.

Global working norms were implemented during the pandemic and are being practiced to this day to help with burnout, increase our effectiveness as a global organization, and prevent work from affecting our personal lives. This includes but are not limited to turning off Slack notifications when not working, not booking any meetings on a late Friday afternoon to prepare for the weekend, and not messaging your colleagues on their time offs or weekends.

Talazens have an Employee Assistance Program (EAP) that can help them deal with the issues that somehow diverted their performance. We’ve also utilized our wellbeing and health insurance providers to create a robust annual wellness plan comprised of fitness sessions, webinars, kamustahans, and weekly boosts.

Meeting Free Week for the last week of December (during the December holidays) was also implemented globally for our team members to unplug so that they’re able to  enjoy a relaxing week of zero meetings.

MindNation: How does Tala promote a culture of open communication and support for employees experiencing mental health issues?

TALA: Tala promotes good mental health to help create a holistic working environment that increases Talazens’ productivity and keeps them engaged at work. We’ve built a culture of connection and feedback through regular 1:1s, group huddles, kamustahans, and office hours where everyone can ask questions and open up. We advocate a good work-life balance and make wellbeing one of the top priorities at Tala. We have a weekly reminder on the Employee Assistance Program wherein they can always reach out to our mental health provider if they’re experiencing any well-being issues or concerns. With our mental health policy in place, we’re also able to communicate and raise awareness among our team members to stay mentally healthy, and not be afraid to raise concerns related to depression, anxiety, stress, burnout, and other mental health issues. We emphasize that Talazens health matters to us.

MindNation is committed to supporting companies in creating a workplace culture that prioritizes the mental and emotional well-being of their employees. With the help of our team of experienced mental health professionals, we can guide you in building a culture of empathy, inclusivity, and mutual support that can help you create a workplace culture that is not only healthy but also fulfilling and meaningful. For more information, email us at [email protected]. 

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Employee Wellness Featured

Mental Health Matters

MindNation is running a series of articles about how the finalists for the Workbean Employer Brand Awards are building exemplary work cultures and making health and wellbeing a true organizational priority. 

Winners will be announced on March 2, 2023.

MindNation is the official judging partner for the Workplace Health Advocate Award.

Asticom Group of Companies is a Philippine-based shared services company that provides staffing and tech solutions that empower businesses towards meaningful growth.

MindNation: In what ways is the company’s leadership team prioritizing mental health, and how is it incorporated into the overall business strategy?

Asticom Group Of Companies: The leadership and management of the Asticom Group of Companies give importance to the mental health and holistic wellbeing of its people through various professional development and wellbeing programs. 

With Asti SPACE (Asticom Shared Platform of Accessible Courses for Employees), employees are able to engage in various learning and development courses ranging in both technical and people skills. In line with this, Asticom also supports the career development of its employees by encouraging them to pursue opportunities in other positions within the organization. This is done on multiple levels, inter-division as well as inter-company. Some key leaders have been rotated to as many as 3 companies.

Asticom also taps mental health professionals, registered psychologists, and psychometricians to conduct seminars that talk about recognizing emotions, communicating them, as well as having a growth mindset. Through these, Asticom is able to help its people become resilient, productive, and impactful.

More than those initiatives, Asticom Group of Companies, together with all of its subsidiaries, takes a firm stance against discrimination. Asticom does not tolerate any discriminatory acts, be it physical, verbal, or any form of harassment or sexual assault. Declared in Asticom’s Code of Discipline, the Professional Conduct section, are provisions highlighting the proper behavior our people should have towards their fellow employees. 

Asticom also prides itself as a company that continuously pushes for diversion and inclusion in the workplace. As a people-focused business and organization, they welcome people of different gender, ethnicity, age, disabilities, sexual orientations, and cultural backgrounds.

Asticom also taps mental health professionals, registered psychologists, and psychometricians to conduct seminars that talk about recognizing emotions, communicating them, as well as having a growth mindset. Through these, Asticom is able to help its people become resilient, productive, and impactful.

All these efforts are cognizant of their purpose and aim of improving people’s lives.

MindNation: How does Asticom promote a culture of open communication and support for employees experiencing mental health issues? 

Asticom Group Of Companies: Asticom Group of Companies promotes open communication by giving importance to the “voice of the employees”. Through quarterly pulse surveys, employees can voice out their concerns, thoughts, and point-of-views. It also surfaces the different motivators and levels of employee satisfaction.

To support that, the AGC management also hears from the employees through quarterly town halls and open forums. Feedback and data are gathered and used in action planning as well as in the improvement of various programs. 

Asticom also made efforts to improve the quality of conversations even when done virtually and offline. They do this by communicating with honesty and transparency, being direct with one’s feedback, offering solutions, and promoting understanding among each individual.

Finally, the challenges of changing work styles made it necessary to refocus on one’s well-being and mental health. With a hybrid work set-up, regular check-ins made it possible to build authentic and strong connections among the people of Asticom. This created opportunities for them to interact with one another on a personal level.

All these efforts boil down to having empathy and knowing where someone is coming from.

MindNation is committed to supporting companies in creating a workplace culture that prioritizes the mental and emotional well-being of their employees. With the help of our team of experienced mental health professionals, we can guide you in building a culture of empathy, inclusivity, and mutual support that can help you create a workplace culture that is not only healthy but also fulfilling and meaningful. To know more, email [email protected].

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Financial Wellness

 5 Good Money Habits Your Team Needs To Start Doing Now

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Is your team struggling with financial anxiety? The MindNation CareNow© Plan includes 24/7 teletherapy sessions with psychologists and WellBeing Coaches to help ease their stress and worries. Partner with MindNation to build happier, healthier, and more productive teams. Visit www.mindnation.com or email [email protected] now.  

When it comes to financial well-being, there is no better time to build good habits than today. With your guidance and help from MindNation WellBeing Coaches, your employees can commit to their money goals, budget better, and be happier, healthier, and more productive. Below are some healthy money habits they can start practicing:

  1. Track their finances regularly. Every month or every payday, remind your team to sit down and go over their cash flow. How much income came in and what are their expected expenses? Of the amount that they are able to save, how much will be allocated to the different funds?

“People tend to just go with the flow — ‘Oh, my expenses this month are high so I need to remember to spend less next month’ or ‘Wow, I was able to save a lot this month, I can spend more next month!’” explains financial coach Yani Moya. Yani is also the founder of Peridot Consulting, a financial consulting firm . “But this is a bad habit because money ends up controlling them, which can cause stress; a good habit is one where you control money.”

  1. Save before spending. “When people receive their salary, they spend it first on their needs and wants, and whatever is leftover is what they consider to be their savings,” Yani reveals. “But income is not the capacity to spend. So set aside money for savings first, then budget whatever is left for their different expenses,” she adds. 
  1. Set boundaries when giving money to family. It has become part of Filipino culture for an adult child to give a portion of their earnings to their parents as a way of repaying the years spent raising them. “There is nothing wrong with this if they are giving the money whole-heartedly,” Yani clairfies. “But if they are doing it because they feel obligated, this will lead to poor mental health. So remind them that if they must give, give only what they can.” 

Unpaid bills or outstanding loans are forms of negative money energy that contribute to stress, anxiety, and poor productivity.

Yani Moya, Personal Finance Coach
  1. Clear up negative money energy. Unpaid bills or outstanding loans are forms of negative money energy that contribute to stress, anxiety, and poor productivity. The only way to clear up negative money energy is to start paying them off, so help your employees make a plan to achieve this. “For example, this month’s focus will be on finishing off the remaining balance on Credit Card X; next month’s goal is to settle the loan they took out from Person A,” Yani explains. 
  1. Give back. If there is negative money energy, there is also good money energy. And when you give out good energy in the form of tithing and sharing, it will be returned to you, if not in the form of money then in terms of better opportunities, relationships, and even well-being.

“So just as much as your team member has to allocate money for their wants, they also need to build the habit of setting up a giving fund,” Yani advises. “The amount does not have to be big, it can be whatever they are comfortable with giving.”

By practicing these good money habits, your team will develop the skills and confidence needed to handle anything that comes to money. “How we are in one thing is how we are in everything,” Yani points out. “So if we want mental clarity, emotional peace, and good relationships, fixing your finances can be a big help.”

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Financial Wellness

Money Talks: 5 Ways To Normalize The Conversation About Financial Matters With Your Employees

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In a previous post, we discussed how financial stress can affect an employee’s mental health and productivity at work. As a leader, one of the ways you can help your team members maintain good financial footing and achieve better well-being is to normalize talking about financial health. 

But because financial problems are extremely personal matters, they must be addressed carefully. According to a report by Canadian multinational insurance company and financial services provider Manulife, feelings of shame and embarrassment make it difficult for people to reveal money issues.

To remove the stigma facing financial conversations, Mariel Bitanga of Simply Finance, a boutique financial planning firm committed to empowering Filipino women, shares some ways you can approach the topic with your team members without seeming too intrusive or judgmental.

  1. Make sure you are giving your employees the right wages and government benefits. “The first step to ensuring that your employees have good financial health is making sure they receive what is rightfully due to them,” Mariel reminds.
  2. Regularly hold company-wide activities that actively promote or raise awareness about financial well-being. “If you are holding mental health awareness activities, why not have a Financial Awareness Week or even a Financial Health Month?” Mariel asks. “If your Human Resources Department is not equipped to facilitate finance-related activities, you can opt to invite experts to come and give talks about personal finance or smart investments.” Sessions like these usually lead participants to comfortably discuss their learnings with their peers afterwards and break the stigma about financial health. MindNation conducts virtual trainings to help employees take charge of their personal finances and make smart money decisions. Sessions are facilitated by licensed financial planners and financial health advocates. To book this talk for your organization, email [email protected].
     
  3. Include the topic in performance reviews or regular one-on-ones. Just like how you should frequently check-in on your team member’s physical and mental health, it’s important to do a financial health check as well. “Push through the embarrassment and have a frank talk about wages and expected bonuses or salary increases. Knowing this information can even incentivize employees to perform better at work,” Mariel points out.

Just like how you should frequently check-in on your team member’s physical and mental health, it’s important to do a financial health check as well.

Mariel Bitanga of Simply Finance


4. Have an open-door policy. “Make your employees feel that they can come to you anytime if they need advice or discuss anything related to money struggles,” shares Mariel. “This way they feel safe instead of being scared to bring up concerns about their salary or benefits.”

5. And when concerns do arise, be honest and transparent. In case an employee asks for something more than you can give, i.e. a salary increase or a promotion, Mariel advises that you stick to the facts and not let emotions get in the way. Instead of saying something like ‘We’re all affected by this pandemic, don’t ask for a raise,’ present to them the company rules or policies involving raises and promotions. “Has the employee done something to merit a salary increase?” Mariel says. “Make it transparent so that expectations are clear and you do not give false hope.”  

Now, if the said employee comes back to you with a list of all their achievements but the company is really in a tight financial spot, be honest. “Apologize, explain the situation, and graciously tell the employee that you will not take it against them if they decide to look for opportunities elsewhere,” Mariel suggests. This way, there are no hard feelings on both sides.

By normalizing the conversation about financial health, you encourage your employees to talk more openly about their financial needs, share ideas and best practices, and make them more compelled to work on their financial wellbeing. Download our free Achieving Financial Wellbeing toolkit https://bit.ly/MN_financialtoolkit to learn how else you can help your employees increase their financial health, meet their short-term and long-term financial goals, and balance today’s challenges with tomorrow’s needs.

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Employee Wellness

No Health Without Mental Health: 5 Key Takeaways From 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.mindnation.com now!

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Employee Wellness

Managing A Multigenerational Workforce: Tips To Keep Gen X, Millennial, And Gen Z Employees Thriving And Engaged

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In a previous post, we wrote about the different myths and stereotypes that each generation has about the other, and which contributes to employee disengagement and unhappiness. Once empathy and understanding are established among team members, focus must now shift to how senior leaders can address each generation’s well-being needs so that everyone becomes happier, healthier, and more productive.

According to a report by management consulting company McKinsey, companies that mix the different strengths and perspectives of younger and older workers benefit from better decision making, problem solving, and innovation. The report made special mention of the importance of age diversity and inclusion during the COVID-19 pandemic, stating specifically that “companies whose leaders welcome diverse talents and include multiple perspectives are likely to emerge from the crisis stronger.”

So what does each generation want from their leaders? 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, shares her thoughts:

What Gen Xers want

  1. Minimal supervision from leaders. “Gen Xers prefer to work independently because it was also how they grew up,” Grace explains. “This is because they were raised with both parents working, they became accustomed to fending for themselves.”
  2. Peer-oriented collaboration. Precisely because their parents were busy and there were no Internet or smartphones to occupy their time, Gen Xers spent a lot of time interacting face-to-face with friends, so they grew up learning how to make genuine connections.
  3. Very clear opportunities to shine — “Because this is the generation that lacked attention from their parents, they are always looking to prove themselves,” Grace reminds. “So if they are not yet leaders, give them tasks that will allow them to show off their leadership skills; and if they are already leaders, invest in their continuous education like subsidizing online courses or assigning them an experienced mentor.” 
  1. Benefits related to physical and mental health. “Gen Xers have poor physical health,” Grace points out. “Among the different generations, they have the highest levels of alcohol and smoking abuse, as well as high levels of depression and anxiety. But they don’t talk about it and are less inclined to speak up when asked because they come from a generation that taught them to just follow and obey.”

    Grace believes that health benefits will also be warmly received because Gen Xers are already at that age when they know they are no longer young, that they are now closer to retirement compared to their Millennial and Gen Z team members. 

If you need guidance on how to implement a holistic well-being program at work, partner with a mental health and well-being company that can offer data-based and customized solutions to address the specific needs of team members. 

  1. Work-life balance. Similarly, because Gen Xers will not complain, it must be up to the company to create an environment that allows them to not feel guilty when they take breaks. 

What Millennials and Gen Zers want

  1. Employers who prioritize their well-being. Because Millennials and Gen Zers are work martyrs, they feel guilty for taking breaks. So as a leader, constantly remind your team members to slow down or rest between tasks. In addition, avoid assigning tasks outside work hours. “Let them know it’s okay to say ‘no’ when work becomes unmanageable,” Grace says.
  2. Constant reminders to unplug. Similar to the above, encourage these tech-savvy employees to disconnect from social media once in a while. Research has shown that too much consumption of social media increases feelings of inadequacy, FOMO (fear of missing out) and isolation. “These add to a person’s stress and anxiety,” Grace explains.
  3. Giving feedback. Millennials, in particular, crave continuous feedback. They demand and expect a responsive managerial style and ongoing relationships with their supervisors. “Feedback is not shouting at them if they make a mistake,” Grace cautions. “Rather, it is taking the time to walk them through what they did well and what they could improve on.” 

Just because someone was born in a certain time does not mean everything about that generation applies

Grace de Castro

For everyone

  1. Beware dubious generalizations about others. “Just because someone was born in a certain time does not mean everything about that generation applies,” Grace says.
  2.  Spend time getting to know your team members. “Each person has their own story to tell,” she adds.

The COVID-19 pandemic has put so much pressure on workplace leaders to maintain profitability that sometimes, looking out for the welfare of employees takes a backseat. “But unless your company is  fully automated, caring for the well-being of the people who work for you is the best investment you will ever make,” Grace says. “We need to be mindful that regardless of what generation they belong to, everyone is feeling overworked, feeling guilty for taking breaks, and struggling to separate work life from home life. So as a leader, it is important to make sure that everyone enjoys the work, feels valued, and feels like part of the team.Getting to know your people is what pays dividends and will pay back a hundredfold when you do it well.”

MindNation is a mental health and well-being company that focuses on holistic well-being to create customized programs for team members. Partner with us to build happier, healthier, and more productive teams. Visit www.mindnation.com to learn more!

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Employee Wellness

Employee Mental Health: Myths and Facts Explained

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Despite efforts to increase awareness and understanding about mental health,  many workplaces still consider mental health a taboo topic.  A MindNation Pulse Survey of more than 6,000 full-time employees in the Philippines revealed that only half (50%) of respondents feel comfortable talking about their mental health challenges with their managers, while 11% do not want to talk to anyone about their challenges at all. Additionally, only 12% of employees with mental health issues truthfully admitted to their managers that they are taking a sick leave for the same reason; the others stated that it was for a physical health problem, took it as part of their annual leave, or didn’t want to give a reason at all. 

Companies whose employees who do not receive support for their mental health challenges are more likely to have higher rates of absenteeism, presenteeism, and employee turnover. These productivity losses cost organizations at least PHP7 million per year for every 1,000 employees. 

One way to address mental health in the workplace is to stop the spread of misconceptions surrounding mental health challenges. Dr. Rhalf Jayson “RJ” Guanco, a licensed psychologist and psychometrician, faculty member of the Adventist University of the Philippines, and the current president of the Adventist Mental Health Association, lists down the top 5 employee mental health myths and provides the facts to debunk them:

Myth: Hard-working people do not have mental health concerns.

Fact:  No one is exempt from mental health concerns. “Mental health concerns can occur regardless of one’s personality, age, social situation, religion, or any other factor. It can also begin at any age, from childhood to later adulthood,” Dr. RJ enumerates. “Being hardworking, dedicated, or industrious does not make a person immune from mental health challenges.”

Myth: People with mental health problems are unreliable employees/team members.

Fact: Although mental illnesses may have a negative impact on an employee’s ability to function at work, it may also have no effect at all.People with mental health concerns can go on to live happy, productive lives as long as they receive proper treatment and support. “Mental health issues are in no way a reflection of a person’s ability to perform their work functions and are not a hindrance to perform job-related tasks. The fact that an employee has a mental health problem does not diminish his or her humanity. Putting them in a negative light and calling them untrustworthy should be avoided at all costs,” Dr. RJ stresses. 

Myth: Stress is really a part of work, so those with mental health concerns are just being lazy or making excuses.

Fact: “According to research, mental health disorders are caused by a variety of factors interacting with one another, including but not limited to heredity, biology, psychological trauma, poverty, adverse childhood experiences, environmental stress, etc.,” Dr. RJ enumerates. So in order to understand mental health problems properly, the person must be viewed holistically rather than singularly, i.e. work stress.

Myth: We’re in a pandemic, so it’s normal to have mental health problems and there’s nothing we can do but ride this out.

Fact: “While it is perfectly normal to feel nervous, depressed, isolated, and agitated, or to suffer from any kind of mental health problem during abnormal events like the COVID-19 pandemic, these responses must be handled well. Not everyone can just ‘snap out of it,’” Dr. RJ explains. “The more we understand ourselves and our own mental health, the more we will be able to provide useful support to individuals in our life who are dealing with mental health issues.”

MYTH: I can’t do anything for a colleague with a mental health problem because I am not a mental health professional.

FACT: “Even if you are not a mental health professional, you can still make a significant difference in the lives of those who are suffering from mental health concerns,” Dr.RJ assures. “For example, you can provide an empathetic ear to a coworker who is experiencing difficulties. Simply being the person who is willing to listen can help someone feel better. According to studies, persons who suffer from mental illnesses grow better and many recover when they have a strong support system.”

Education, guidance, and awareness training for managers can help them spot the warning signs of mental health problems among staff and offer support before they escalate.

Partner with MindNation to build happier, healthier, and more productive teams. Visit www.themindnation.com to know more about our services.