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During the COVID-19 pandemic, resilience emerged as the buzzword for businesses globally, signifying their ability to adapt and endure unprecedented challenges. Companies shifted their focus from mere survival to building robust strategies, embracing flexibility, and fostering innovation, recognizing that employee well-being and resilience were crucial for navigating the uncertainties brought about by the pandemic and ensuring long-term sustainability.    One in four Canadian adults reports moderate to severe symptoms of depression, anxiety, and post-traumatic stress--a statistic that has remained unchanged since 2021 [Statistics Canada, 2023]. Furthermore, studies show that as many as one in four people globally experience low resilience due to the COVID-19 pandemic [Janitra, Llistosella, Mei Chen Yap].   Over the past four years, employer spending on mental health benefits in Canada has significantly increased, primarily driven by the COVID-19 pandemic. This increase in spending has been accompanied by a notable rise in the utilization of mental health services. For instance, the RAND Corporation found that North America's spending on mental health services rose by over 50% from the pandemic's start through mid-2022 [Rand].   Yet, despite these companies' shifts and increased spending, Canadian workers report being more stressed and burned out than a year ago. Hybrid workers report the highest levels of stress and a higher likelihood of  quiet quitting  or becoming disengaged [Half, 2023]. Additionally, 75% of surveyed workers report feeling excluded at work, with 77% of LGBTQ+ feeling uncomfortable sharing dimensions of their identity at work [Young, 2023].  With employers' increased investment in mental health benefits, why isn't employee mental health and engagement improving? According to the 2022 global recruitment firm Robert Walters survey, 60% of Canadian employees report higher workplace stress than the previous year. The survey revealed that a substantial proportion of employees reported issues like blurred work-life boundaries, high workloads, lack of employer support, and job instability contribute to workplace stress. These findings suggest that while employer spending on mental health benefits has increased, the ongoing challenges related to workplace culture and job demands must be addressed to improve employee well-being significantly. According to the 2022 Mind the Workplace Report by Mental Health America, stress and distraction levels across workplaces continue to be significant. The report underscores that managerial support and a positive workplace culture are crucial in improving mental health outcomes for employees [Mental Health America, 2023].   "In 2022, 81% of workers report that workplace stress affects their mental health, compared to 78% of respondents in 2021. Seventy-three percent of workers report that workplace stress affects relationships with family, friends, or co-workers" [MHA, 2023].   Workplace culture is the shared values, beliefs, attitudes, and behaviours that shape the environment within an organization: leadership practices, employee behaviour, and organizational policies impact worker mental health and engagement. A study conducted by Marenus, Marzec, and Chen examined the correlation between workplace culture of health and employee engagement, stress, and depression. The study found that higher levels of engagement were associated with leadership practices, policies, programs, manager support, peer support, values, morale, and a positive workplace culture. Furthermore, lower levels of stress and depression were linked to these same workplace culture factors [Marenus, 2022].   "A positive organizational culture equips the workforce with the psychological, emotional, and cognitive tools needed to navigate adversity and emerge stronger from challenges. It creates an environment where resilience is not just an individual trait but a collective strength that propels the organization forward in the face of uncertainty and disruption" [Radu, 2023].   The data underscores a crucial point:   while there has been a commendable increase in employer spending on mental health benefits, the impact on employee mental health hinges on broader organizational changes. These changes should aim to foster a healthier, positive workplace culture by enhancing managerial support, promoting open communication about mental health, and creating a more supportive work environment. This comprehensive approach is key to reducing stress and improving mental health outcomes and organizational resilience.  ****  About Us We are FSEAP, Canada's premier not-for-profit national provider dedicated to empowering organizations to cultivate resilient workplace cultures. Our mission is to ensure your people and businesses thrive through a continuum of employee and workplace health solutions.    At FSEAP, we understand workplace culture's crucial role in fostering employee well-being, engagement, and productivity. We recognize that healthy, happy, and engaged employees contribute to a workplace that is productive, innovative, and resilient to challenges.    FSEAP Resilient is our comprehensive, integrated approach to building a resilient workforce from top to bottom. Our suite of employee and workplace health programs and services is designed to support your organization every step of the way-- they help employers across Canada build healthy, resilient workplace cultures.  Employee and Family Assistance —self-help resources and professional services to help employees build and maintain their well-being and resilience. Mental Health —longer-term employee mental health care and support services beyond EFAP to facilitate recovery. Workplace Solutions —specialized resources, training, support, and intervention to assist people leaders, managers, and HR specialists in addressing challenging employee performance, team, or work-site situations and building a healthy, resilient workplace culture. Our scalable and evidence-informed solutions are tailored to meet your organization's unique needs. From developing individual skills to providing critical mental health and well-being support to enhancing workplace factors for well-being and resilience, FSEAP Resilient services empower organizations to cultivate resilient workplace cultures that thrive in any situation.    Bibliography Canada, S. (2023, 12 12). Survey on COVID-19 and Mental Health, February to May 2023 . Retrieved from Statistics Canada: https://www150.statcan.gc.ca/n1/daily-quotidien/231212/dq231212c-eng.htm   Half, R. (2023, May 31). Nearly 4 in 10 Professionals Report Rising Burnout . Retrieved from Robert Half.ca : https://press.roberthalf.ca/2023-05-31-Nearly-4-in-10-Professionals-Report-Rising-Burnout   Janitra FE, J. H. (2023). Global prevalence of low resilience among the general population and health professionals during the COVID-19 pandemic: A meta-analysis. Journal of Affective Disorders , 29-46. Llistosella, M., Castellvi, P., Miranda-Mendizabal, A., Recoder, S., Calbo, E., Casajuana-Closas, M., . . . Forero, C. (2022). Low Resilience Was a Risk Factor of Mental Health Problems during the COVID-19 Pandemic but Not in Individuals Exposed to COVID-19: A Cohort Study in Spanish Adult General Population. Int. J. Environ. Res. Public Health . Mei Chen Yap, F. W. (2023). Association between individual resilience and depression or anxiety among general adult population during COVID-19: a systematic review. Journal of Public Health , e639–e655. Mental Health America. (2023). 2023 Mind the Workplace Survey. https://www.mhanational.org/2023-workplace-wellness-research Radu, C. 2023. Fostering a Positive Workplace Culture: Impacts on Performance and Agility. Human Resource Management – An Update. InTech Open. Rand, 2023. Spending on Mental Health Services Has Risen by More Than Half Since Beginning of Pandemic. https://www.rand.org/news/press/2023/08/25/index1.html   Rasool, S. F. (2021). How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing— International Journal of Environmental Research and Public Health . Young, E. &. (2023, September 6). Ernst & Young--building a better working world . Retrieved from Ernst & Young: https://www.ey.com/en_gl/news/2023/09/ey-survey-finds-global-workers-feel-sense-of-belonging-at-their-workplaces-yet-most-are-uncomfortable-sharing-all-aspects-of-their-identities

Invest in Value, Not Just Cost: Why Cutting Corners on EAPs Could Cost More in the Long Run As Canadian employers grapple with a projected 7.4% increase in health benefits costs in 2025 [1], it's no surprise that many are scrutinizing every line item in their benefits budgets. But when it comes to Employee Assistance Programs (EAPs), the temptation to go with the cheapest option may be a false economy—with real consequences for employee well-being and organizational health. According to a recent survey, 73% of employers now cite rising benefits costs as one of their top challenges [2]. In this context, EAPs are often treated as a checkbox—selected for cost, not impact. The result? Programs with low session limits, poor clinical standards, and minimal follow-up that don't truly meet the complex mental health and psychosocial needs of today’s workforce. But it doesn’t have to be that way. A proactive, high-quality EAP does more than just respond in crisis—it helps prevent burnout, reduce absenteeism, and support retention, all of which carry measurable cost benefits. When effectively implemented, EAPs can act as a financial multiplier—reducing claims on extended health benefits and disability insurance by providing early, meaningful support [3]. As mental health challenges continue to grow and benefit costs climb, the real risk is not spending too much on EAPs—it’s spending too little on a program that doesn’t work. Sources: [1] Benefits Canada. "Canadian health benefits cost trend increasing to 7.4% in 2025" [2] Benefits Canada. "73% of employers say rising benefits costs a top issue in 2025" [3] Forbes. "Harnessing the Financial Power of a Proactive EAP"

Feeling uncertain about international market shifts? We've got you covered. FSEAP - 100% Canadian. 100% Committed to Your Well-being.   In times of global economic uncertainty, FSEAP offers a uniquely Canadian Employee Assistance Program (EAP) solution—Dependable. Local. Responsible.   Shielded from international disruptions, our Canadian made EAP remains unaffected by shifting global policies. FSEAP is the only non-profit EAP provider in Canada, with offices and service providers that are 100% Canadian. With us, you can feel confident knowing your organization is supported by a trusted, locally rooted network.   As a social enterprise, every dollar invested in FSEAP’s EAP program doesn’t just support your employees - it strengthens your local community. Unlike traditional providers, where profits benefit shareholders and executives, our model reinvests directly into community support initiatives. By choosing FSEAP, you create a robust safety net for your workforce while contributing to programs that build social capital and foster long-term community well-being.   Support Local. Choose Canadian. Choose FSEAP.

The benefits provider market, particularly among Employee Assistance Program (EAP) providers, is crowded with options that offer seemingly identical services through cookie-cutter, increasingly virtual-only solutions. While these out-of-the-box offerings may allow organizations to quickly signal support for their staff, they often fail to provide the personalized care and attention that truly meets individual and organizational needs. What if there was a better way? FSEAP is Canada's only Employee Assistance Program provider that operates as a social enterprise. Our community-focused approach delivers a transformative experience for both your organization and its team members. With an unwavering commitment to social impact over profit, every business decision, process, and service is designed to promote the well-being of the whole person rather than simply improving the bottom line. Face to Face? We do that. We believe in client choice. Service delivery can take many forms, but ultimately, the decision should be yours. While advancements in technology provide the flexibility to connect at your convenience, face-to-face interactions remain essential for building strong relationships. Our expansive network of providers across Canada means you get the help you need in the way that’s most meaningful and helpful to you, whether in person or virtual. Service-Centric Decision Making Service provision that prioritizes financial growth over individual development can be counterproductive. At FSEAP, we adopt a user-centric approach, evaluating each case based on its unique needs and desired outcomes rather than focusing on financial returns. This commitment ensures that employees receive support tailored to their holistic well-being, fostering greater personal growth and self-improvement. Dedicated Organizational Support It is understandably frustrating to submit a request for assistance to a generic email address and receive a templated response. Genuine connections and robust relationships are cultivated through personalized, one-on-one service delivery. At FSEAP, our dedicated account managers take personal responsibility for ensuring that your organization receives exceptional service. This individualized attention plays a crucial role in achieving your organization's goals. By partnering with a team that understands the unique nuances of your industry, organization, workforce, and strategic objectives, you gain targeted support for your leadership, human resources team, and individual employees. Customization While off-the-shelf solutions may seem efficient, they rarely address the unique needs of every organization. Effective support requires customized rates, service levels, locations, and types of services that reflect the diverse needs of your team. FSEAP’s robust, data-driven service model is a proven success generator; however, its true strength lies in its agility. By tailoring our internal processes to match your organization’s specific requirements, we empower enhanced outcomes and cultivate a thriving organizational culture. Social Outcomes At FSEAP, our commitment as a social enterprise means that every investment in our EAP program not only supports your team but also benefits your local community. Unlike traditional providers where profits enrich shareholders and top executives, our model reinvests your dollars directly into community support initiatives. By creating a robust safety net for your employees, you simultaneously strengthen the community, channeling funds into programs that boost social capital and foster broader communal well-being.

Employers are becoming increasingly aware of how personal financial difficulty is affecting performance at work, and ultimately, the bottom line. Employees who are stressed because of their finances are less able to focus on career and personal goals, are less able to communicate effectively and request more time off to attend to personal, legal, and medical matters. Financial stress can affect employees at any income level – it’s not how much you make, it’s what you do with what you’ve got. Employers are not only in a key position to provide money management information and assistance to employees; they will also benefit directly if they do. Benefits to Employers of Financially Fit Employees Include: Increased productivity  – employees are less distracted and are better able to stay focused on company objectives Decreased stress related illnesses and absenteeism , incl. substance abuse, accidents on and off the job, tardiness Decreased HR costs  – fewer garnishments, pay advance requests, use of assistance programs Decreased theft  – not theft with malicious intent, but more out of desperation, e.g. “borrowing” money to make ends meet until next payday Increased ability to communicate and cooperate effectively  with colleagues and to take instruction from supervisors Early Signs of Financial Difficulty Continually carrying debt on credit cards, depending on overdrafts or lines of credit to make ends meet, using one form of credit to pay for another, hiding spending from a partner or using credit to pay for essential living costs are some of the early indications that someone may be heading for financial difficulty. Signs of more serious financial difficulty can quickly follow – receiving past due letters and collection calls at home or work, sleepless nights due to financial worries or legal action by creditors. Pay cheques don’t come with instructions – it’s up to us to learn sound money management skills and enjoy reaping the rewards! As working adults, we are expected to be able to manage our finances responsibly. However, many people aren’t taught how to do this. It’s never too late to learn how to build a budget, use credit wisely, stay out of debt and save for the future – all of which fit hand in hand with developing a good financial plan for our money. These are the main reasons we see why someone experiences financial difficulty: Lack of financial education or understanding of how to budget Unexpected Injury or Illness Unexpected separation from partner An excessive use of credit, or using credit for living expenses Having high loans and debt, such as student loans or car payments High housing costs Underemployment or unemployment Recognize Possible Indications of Financial Difficulty, Including: Unexplainable or frequent calls at work Repeated confirmation of employment / income requests Requests for time off to deal with legal matters Moodiness or depression Different interactive / social behaviour in the office, e.g. previously was happy to chat with colleagues but now is much quieter Physical signs of stress, e.g. a more unkempt look than previously, tiredness, nervousness, irritability Sudden inability to problem solve or conduct objective analyses Have Resources Available to Help Your Employees Ensure your company has an EAP provider and that they are able to assist clients in personal or financial matters. Have a list of reputable sources of assistance handy and made centrally available for employees to access confidentially. Know that your employees have the rights and responsibilities around debt collection. Set healthy professional boundaries - upsetting calls at work are unnecessary. Support an employee's efforts to living within their means by reviewing office practices - Is eating out for lunch the norm? Are dress codes in line with salaries? Are there solutions for these situations, such as having a friendly lunch room to dine in? Coming to an employer is usually a last resort. Most people experiencing financial difficulty will have already exhausted any conventional options available to them. If an employee comes to you, try to be as flexible as possible and try to accommodate their request for assistance, e.g. to change their payroll account on short notice. They may need to do this to avoid an offset or to deal with legal matters. What Employees Can Learn to Do to Help Themselves Tips to Avoid Common Credit Pitfalls Make it a habit to pay bills on time Keep paperwork and personal documents organized and up to date File personal income tax on time every year Be conscious of the cost of borrowing Make choices that are consistent with predetermined goals Pay credit cards in full every month Have savings to pay for unexpected expenses – avoid depending on credit in a crisis Develop a workable budget and review it periodically to determine if it is still helping you achieve your goals FSEAP's Financial Coaching & Credit Counselling FSEAP's Financial Coaching and Credit Counselling service offers consultations with CPAs and Certified Credit Counsellors to assist with taxes, accounting, budgeting, setting financial goals, and debt management. FSEAP clients have two options based on their needs. Financial Counselling offers ongoing financial and personal support, while Financial Consultation can provide quick, practical answers to common financial questions and concerns. Counselling is available both in person and by phone, while a 45-minute Financial Consultation is just a phone call away. Take control of your financial future today. Contact your EAP to get started. This article is originally published by Credit Counselling Society and Credit Counselling Canada.

For many of us, a substantial portion of our lives are spent at work. There are many key ingredients that go into crafting a healthy workplace that supports a thriving organization. One essential component? Psychological safety. What is psychological safety? Psychological safety revolves around feeling secure enough to take interpersonal risks, such as: Speaking up Sharing ideas Expressing concerns Dissenting respectfully Admitting mistakes A psychologically safe workplace is about fostering a work culture that encourages these behaviors without the fear of damaging one’s self-image, reputation, status, or career. This type of workplace promotes growth, learning, and positive change for the individual and the workplace, while positively motivating employees to engage actively and authentically at work. Why does psychological safety at work matter? Research shows a tangible impact of psychological safety on: Better collaboration Heightened trust Increased engagement in training and quality assurance Enhance job satisfaction Improved overall performance A lack of psychological safety also unsurprisingly directly correlates with stress, burnout, and higher job turnover rates. How can you help build psychological safety at work? While psychological safety is not solely reliant on personal traits, cultivating a safe and supportive work environment can still depend on your general attitude toward work. For example, you may experience a higher level of safety and satisfaction if you have a “growth mindset” - meaning you see skills as something that can be learned and improved on with effort rather than a fixed innate talent, and that mistakes are essential to learning rather than signs of inadequacy. However, even if you have these traits, a supportive workplace culture is still important for a thriving workplace. Something else to be mindful of are the diverse cultures and backgrounds in the workplace. Certain communities, such as BIPOC, experience different social stigmas and standards compared to others. Keeping in mind how different cultures may understand and define inclusion can greatly impact your organization’s approach to psychological safety. Building psychological safety from a leadership position: The way that leaders approach and interact with employees sets the foundation for the team. Here are a few tips on how to build a psychologically safe workplace: Prioritize relationship-building, equity, and inclusivity. Trust is established by being consistent, supportive, and fair. Embrace a growth mindset when interacting with your team. Encourage initiative, effort, and improvements, and view mistakes as opportunities for collaboration and growth. Provide clear expectations and structure. Lead by example: share ideas, voice opinions respectfully, and own up to mistakes without self-criticism. Exhibiting strong leadership behaviors can influence employees positively. Get to know people who report to you and build trust by being consistent, supportive, and responding with empathy. Understand when employees share their personal challenges and encourage self-care and boundaries. Learn about your team’s strengths and limitations and provide equal opportunities and reasonable accommodations that can help your team thrive. If you’re not in a leadership role: Many of the same suggestions still apply! As an employee, you can build a culture of greater psychological safety by: Focus on fostering relationships with your colleague through kindness and support. Develop a growth mindset, and treat mistakes as learning opportunities and be thoughtful about what led to them. Model behavior you want to see by taking interpersonal risks and sharing thoughts and ideas - unless your workplace penalizes such actions. In that case, this is a good opportunity to advocate for policies and practices that support workplace psychological safety, Building psychological safety takes time and dedication, but the payoff is invaluable. A healthier workplace that allows authenticity and active engagement is a workplace that can flourish - it’s an investment well worth making. This article was inspired by MindBeacon.

Studies by occupational and environmental medicine researchers report that up to 40% of U.S. workers experience fatigue. Low energy levels can sap your motivation, reduce productivity, lead to increased errors, and harm interpersonal relationships by making you cranky and difficult to work with. Keeping energized at work can vastly improve the quality of your time spent on the job, and it can help you jump-start your career. What You Can Do at Home 1. Get enough sleep Although medical professionals recommend that adults get at least 8 hours of sleep per night, the average adult reports sleeping just 6.8 hours per night according to a 2005 Sleep Foundation poll. Getting a good night’s rest is the simplest way to dramatically boost your workday energy levels. To maximize the quality of your sleep, avoid using alcohol, tobacco and caffeine (include tea) close to bedtime. All three interrupt sleep patterns. If you chronically snore, check with your doctor to see if you may be suffering from sleep apnea, a condition that disrupts oxygen flow to the brain during slumber. 2. Exercise regularly Although exercising before work is a great way to increase both mental and physical energy, studies show that you can permanently boost energy levels throughout the entire day by maintaining a regular workout schedule. Better yet, consistency is more important than intensity. Even a brisk walk for 20 minutes each day can make the difference between feeling awake and energetic or sleepwalking through the day. 3. Eat right Not only are vegetables and whole grains good for you, they help maintain consistent energy levels because their sugars are absorbed slowly by your body, thereby helping it to avoid blood sugar crashes that lead to exhaustion. (Looks like your mother was right all along!) 4. Reduce stress Stress takes both a mental and physical toll on your energy. Look for positive ways to release work or family related stress. Seek counseling or mental health guidance for problems that seem overwhelming. What You Can Do at Work 1. Put down the coffee, pick up the water Although coffee can be a quick energy boost, users inevitably surf that wave right back to the bottom. Coffee also causes dehydration, one of the most common causes of fatigue, delivering a double whammy to your energy levels. Experts recommend that adults drink at least 8-10 cups of water per day. Coffee junkies can vastly improve energy levels by swapping out their coffee consumption with water. 2. Take a short break While putting your nose to the grindstone for 8-10 hours may seem admirable, taking short breaks every hour or two can actually increase productivity. When your attention starts to waver from your work, take a step away from what’s in front of you and allow yourself a quick walk through or outside the building. 3. Snack regularly Health experts agree that eating several smaller meals a day instead of the usual three large meals helps to smooth out energy levels. Keep supplies of healthy snacks available at your desk for between-meal snacking. 4. Seek out new challenges Repetitious and mundane tasks can sap mental energy as boredom replaces enthusiasm. Proactively seek out new tasks and responsibilities in order to challenge yourself mentally. When you can seemingly do a job in your sleep, it’s time to move on to something new.

Workplace wellness programs are not only beneficial for employees, but also for employers. They can improve employee health, happiness, productivity, engagement, retention, and loyalty. They can also reduce absenteeism, turnover, healthcare costs, and workplace injuries. Not all wellness programs are created equal though, they are often outdated, ineffective, or irrelevant for the changing needs and preferences of today’s workforce. It’s important to periodically review and evaluate your wellness program and adjust as needed. Stepping back and identifying gaps and/or redundancies in your current wellness structure can help you develop an agile, equitable, inclusive program designed for the workforce of the future. Here are some steps you can take to optimize your wellness program: Conduct a needs assessment. Assess the current state of wellness and well-being in the organization. Find out what their health goals, challenges, interests, and preferences are. You can also use data from your existing wellness program, such as participation rates, feedback, outcomes, and return on investment (ROI) to identify what works and what doesn’t. Design the desired state of wellness and wellbeing in your organization. Based on the needs assessment, set clear and realistic goals for your wellness program. What do you want to achieve? How will you measure success? How will you align your wellness program with your organizational vision, mission, values, and culture? Choose the right interventions and incentives. Select the wellness activities and benefits that best suit your employees’ needs and preferences. You can use a variety of approaches, such as education, coaching, counseling, fitness, nutrition, mindfulness, stress management, financial wellness, social wellness, etc. You can also offer incentives to motivate and reward employees for participating in the wellness program, such as recognition, prizes, discounts, vouchers, etc. Communicate and promote your wellness program. Make sure your employees are aware of and informed about your wellness program. Use multiple channels and methods to communicate and market your wellness program, such as newsletters, emails, posters, flyers, intranet, social media, etc. You can also use testimonials, stories, events, challenges, contests, etc. to create buzz and excitement around your wellness program. Implement and monitor your wellness program. Execute your wellness program according to your plan and budget. Provide adequate resources and support for your employees to participate in the wellness program. Monitor the progress and performance of your wellness program using the metrics you defined earlier. Collect feedback from your employees and stakeholders on their satisfaction and experience with the wellness program. Evaluate and improve your wellness program. Analyze the data and feedback you collected from your wellness and well-being programs. Assess the impact and ROI of your wellness program on employee health and well-being as well as organizational outcomes. Identify the strengths and weaknesses of your wellness program. Make recommendations and suggestions for improvement based on the results and best practices. From wellness program to a culture of well-being A one-size-fits-all generic approach to wellness does not meet employees where they are and will therefore often miss the mark. If we want to optimize employee well-being we need to create a workplace culture that support well-being by prioritizing people and purpose over processes, venture beyond traditional norms, and meets employees where they are at. Coaches, experts and counselors are a critical resource to guide employees in developing strategies and skills for their own situations, strengths and values. Optimizing your workplace wellness program for the future is not only good for your employees, but also for your organization. By following the 6 steps listed in this blog, you can create a wellness program that is relevant, effective, engaging, inclusive, and sustainable. Don’t wait any longer. Contact FSEAP to start optimizing your wellness program today. This article was originally written by 12 Weeks to Wellness.

Written by Gregg Taylor, Regional Director of FSEAP Deciding to talk with someone out of concern for their mental health, especially an employee or colleagues, may feel daunting. You may wonder what's appropriate to say, whether you will come across as judgmental, or fear that you will 'get it wrong' or misinterpret what you are seeing. The reality is that if someone is struggling with personal distress or mental health concerns, open non-judgmental communication and connecting is what they need most - as no amount of hiding will help them feel better or deal with their challenges effectively. At some point, it’s much better to deal with a suspected problem directly and offer what may be much needed help or support. Everyone needs help sometimes. Below are a number of tips and strategies for recognizing when an employee or colleague might need a helping hand, and describes how to reach out in a way that is respectful and supportive. Here are a few signs that things may not be going well for an employee or colleague: arriving late for work more often than not (or not checking in regularly if working remotely) frequently calling in sick making up excuses for overreacting or becoming more angry than the circumstance warrants not remembering what to do or not being able to concentrate making excessive mistakes - or performing inconsistently or below normal levels shifting unexpectedly from easy-going to grouchy; becoming difficult to be around, snapping at colleagues for no reason avoiding responsibility, or refusing to take responsibility avoiding socializing and withdrawing from normal conversation showing up at work with signs fatigue or exhaustion The iceberg analogy - behaviours seen, underlying causes unseen. Knowing when and how to help. So, what do you do when you think someone might need a helping hand and you’re willing to offer them yours? Before you do anything, first check in with yourself. Is this the best time for you to have this conversation? Are you feeling calm enough, well enough, strong enough? If you are, great! If not, take a moment to get grounded yourself so you can focus on the other person in the moment. Be prepared for a variety of responses. They might be open to talking to you, or may become emotional or even respond with anger or defensiveness, not ready to hear what you have to say. They might be offended and suggest you've made a mistake, or tell you to mind your own business. Whatever their response, it’s important that you know and maintain your own boundaries, and respect the other person’s willingness or unwillingness to accept your support. You are simply trying to state what you’re observing, and offering support in response. Follow these five steps to lend a helping hand: Ask if your employee/colleague is willing to chat with you. Find a quiet space that’s private for this conversation, or ensure there is privacy (on both ends) of a phone or video call. Focus the discussion on what you’ve noticed - changes in behaviour, appearance, performance, or attitude - and share your concern for their well-being. Leave room for a response and listen to them without judgment. This is crucial, and will go a long way to inviting openness and sharing. (If they aren't ready or willing to talk, remind them that you are there to talk and listen any time.) Ask them what they need and how you can help. Reassure them that you will respect confidentiality. Depending on the issues that surface, suggest they access appropriate professional support, and remind/inform them of any available services such as their EAP, extended health benefits, or other community health services. If they are reluctant to call or reach out on their own, suggest you make the initial call together. Remember, you're not there to diagnose the problem. It’s not on you to diagnose any issue, or provide counselling. You are offering a helping hand to someone you’re concerned about, suggesting suitable help, and fulfilling your mandate as a manager which is to: ensure the psychological health & safety of your employee or colleague confirm that their well-being is appropriately supported verifying that they can continue to work safely and taking appropriate action to address any issues related to poor performance and the well-being of the overall team. While you should always emphasize that sharing personal information is voluntary, and that a person can maintain their privacy, as a manager you may need to establish a performance management plan if changes in workplace behaviour have become an issue of concern. Giving and receiving help. Remember, it's completely reasonable for you to ask for support before, during, and after this process as well. Consult with your manager, an appropriate leader, HR staff, or your EAP, for guidance and feedback on your approach. Author: Gregg Taylor is Regional Director of Family Services Employee Assistance Programs (fseap). Gregg is a Registered Clinical Counsellor and Chartered Professional in Human Resources (CPHR) and is a leader in the workplace mental health and wellness field. His specializations include Psychological Health & Safety in the Workplace, Wellness programs based on the principles of 'Workplace Psychological Wellness and Mental Fitness', and evidence-based positive psychology practices that contribute to healthy and effective workplaces.

The holiday season brings joy and festivities, but it can also be a time of increased stress and emotional strain for many individuals, especially in the workplace. Organizations have a pivotal role in supporting their employees' mental health during this period. Here are five effective strategies for companies to care for their employees' well-being during the holidays: 1. Flexibility and Understanding: Recognize that the holiday season can be overwhelming for some employees. You can offer flexibility in work schedules where possible and allow for time off or adjusted hours to accommodate personal commitments or family events. This flexibility demonstrates empathy and understanding of the diverse needs of your workforce during this time. 2. Remind of Support Services: Reiterate the availability of mental health resources and support services. Make sure that employees are aware of the resources available and how to access them, such as FSEAP’s Resource Kits, Counselling, WorkLife Supports, e-Courses, online Self-Help Resources, and more! Communicating these supports clearly will emphasize your organization’s commitment to supporting employees' mental well-being. 3. Encourage Time Off and Boundaries: Advocate for the importance of taking time off to recharge. You can encourage employees to use their vacation days and emphasize the importance of setting boundaries between work and personal life. Discourage the expectation of constant connectivity during time off, allowing employees to fully disconnect and enjoy their holiday break. 4. Organize Stress-Relief Activities: Arrange stress-relief activities or initiatives within the workplace. This could include mindfulness sessions, yoga classes, or team-building exercises focused on relaxation and reducing stress. Providing opportunities for employees to unwind and practice self-care can significantly alleviate holiday-related stress. 5. Show Appreciation and Gratitude: Express gratitude and appreciation for your employees' hard work and dedication throughout the year. A simple thank-you note, a small token of appreciation, or a heartfelt message acknowledging their efforts can go a long way in boosting morale and fostering a positive work environment during the holiday season. By implementing these strategies, organizations can create a supportive and compassionate environment that prioritizes employee mental health during the holidays. Investing in employees' well-being not only cultivates a healthier workforce but also strengthens loyalty, engagement, and productivity within the organization. This holiday season, let's celebrate not just the festivities but also the well-being of those who contribute to the success of our workplaces.

Mental health concerns cost Canadian employers billions of dollars in absenteeism, presenteeism, and turnover. As we spend a significant portion of our lives at work, it is essential that mental health conversations become apriority in every workplace. These conversations can help to promote a healthier and more productive work environment. There are many things that you can do to increase employee wellness and mental health. Here are six approaches for creating a supportive workplace culture around mental health. 1. Raise Awareness Raising awareness is the first step to identifying and recognizing the importance of mental health and workplace wellness in the organization. This can be done through educational campaigns, training sessions, and workshops throughout the organization. Providing resources and information to employees on how to recognize the signs of mental health issues, how to seek help, and how to support colleagues who are struggling can destigmatize mental health and facilitate open conversations at the workplace. 2. Create a Supportive Work Environment Employees are more likely to feel positive and motivated when they feel supported by their workplace. Encourage employees by providing opportunities to express their opinions and concerns, engage in open communication and feedback, and participate in activities that foster a sense of community and belonging. This can be achieved through team-building ventures, social gatherings, and other initiatives to bring employees together. Keep in mind that personality and communication styles can differ vastly when it comes to the topic of mental health and wellness at the workplace. Consider catering to both introverted and extroverted personality types by offering a variety of ways to express feedback. This could include online surveys, one-on-one or group discussions, or anonymous suggestion boxes. 3. Offer Flexible Work Arrangements Flexible work arrangements can help reduce workplace stress and improve work-life balance. Remote work, flexible hours, and compressed work weeks allow employees to work in a way that suits their individual needs and circumstances, which can lead to greater job satisfaction. Studies have shown that a 4-day workweek improves productivity, morale, employee retention, work-life balance, and overall happiness. 4. Promote Self-Care and Well-Being Encourage and educate employees on various ways to practice self-care and prioritize their well-being. You can offer workshops or training courses on topics that involve both mental and physical aspects, as both areas contribute to overall wellness. This may include mindfulness, stress management, nutrition, relationship, mindset, exercise, or family resources. FSEAP offers comprehensive service options and programs for all of the above topics, along with monthly newsletters, nutrition tips, and worksheets to distribute to your employees. 5. Provide Access to Mental Health Resources Counselling and support groups are important parts of mental health management and recovery. Not only can professionals help us feel heard and understood, but they can also help us explore and identify our thoughts, feelings, and patterns of behavior, allowing us to learn new coping skills or management techniques. These services can be provided through your EAP. Along with newsletters and tip sheets, FSEAP offers 24/7 access and crisis support from anywhere in North America, as well as personal counselling for individuals, couples, and families. 6. Monitor and Evaluate the Effectiveness of Your EAP Offering solutions to improve employee wellness can sometimes feel tricky and leaning on your EAP for guidance can be helpful. With FSEAP, you have access to dedicated account management and support services which allow you to monitor workplace and utilization trends, and create a program or action plan that is responsive to the unique needs of each organization and its culture. Wellness and mental health management strategies are essential to a healthy and productive workplace. Using EAPs can easily streamline this process and provide comprehensive support to your organization. If you are interested, reach out to FSEAP to learn more about what we can do to assist your organization.

TORONTO – March 1, 2021 - Today, Family Services Employee Assistance Program (FSEAP), Canadian-based employee assistance program (EAP) provider, is pleased to announce its new strategic partnership with MindBeacon, the leading comprehensive digital mental health provider in Canada. The new partnership has been formed to better support FSEAP business members, customer organizations and employees in offering a new tool to assist them with addressing mental health challenges during COVID-19 and beyond. By partnering with MindBeacon, FSEAP continues to grow its service offerings to better support customers in adapting to current market needs. MindBeacon offers internet-based Cognitive Behavioural Therapy (iCBT) through its Therapist Guided Program (TGP), allowing for an alternative counselling modality for clients and greater choice in how they access mental health support. “In the midst of COVID-19, we are finding more customer organizations asking for new tools to help support employees with the mental health challenges,” shares Joyce Zuk, Regional Director, Southwest Ontario at FSEAP. “Upon doing research into the iCBT products available, we found that MindBeacon was the best possible solution with strong clinical treatment options, high satisfaction scores, barrier removal through ease of access and exceptional service experience,” Zuk concluded. With MindBeacon, users work with a dedicated licensed therapist via secure text-based messaging, who understands their particular needs and creates a program that suits them best. The therapist creates a personalized set of readings and activities that will help users develop the skills needed to feel better. As they work through the program, MindBeacon’s therapists are always by their side – there to review progress, provide encouragement and new perspectives to consider. “We treat a number of different conditions from anxiety to stress, depression, PTSD and more at MindBeacon and after hearing FSEAPS’s need to offer a ful ly comprehensive digital mental health solution, we were thrilled to be able to support by making our services available to more people in need,” said Dr. Lori Ann Blessing, Ph.D., C. Psych., Clinical, Health and Rehabilitation Psychologist / Chief Clinical Officer at MindBeacon. “As added value and support, we also offer programs specifically designed for front-line workers to help ease their mental health challenges as they lead the way during the global pandemic,” Blessing added. As FSEAP has grown its telephonic and video-based counselling options as a result of the pandemic and the restriction on in-person treatment, iCBT allows another option for employees seeking mental health support in a virtual way, now, as well as post-pandemic. The move further supports FSEAP in helping business leaders ensure employee well-being and productivity are at their highest, while allowing MindBeacon to offer mental health support that’s designed with a user-first approach, improving access to therapy that's available anytime and anywhere. About FSEAP Founded in 1974, Family Services Employee Assistance Programs (FSEAP) is a national social enterprise division of Family Service Agencies providing employee and family assistance programs (EFAP) and Integrated Workplace Wellness Solutions. As the only national, not for profit, community-based EFAP provider in Canada, we strive to sustain healthy workplaces and strong communities. FSEAP's client centric services support customers large and small in every economic sector with evidence-based solutions that promote and maintain the health and well-being of employees and workplaces. About MindBeacon MindBeacon is developing a continuum of mental healthcare that includes self-guided psychoeducational and wellness content, Therapist Guided Programs and Live Therapy Sessions all offered virtually through their secure platform. As one of the first commercially available, digitally-native platforms to offer therapist-assisted internet-based Cognitive Behavioural Therapy in Canada, MindBeacon’s professional service is designed around end users – their health, their way. Working with employers, insurance carriers and government ministries, MindBeacon’s services are accessible, affordable and, most importantly, proven to be effective. MindBeacon is changing the therapy landscape by making professional care available to every Canadian, no matter when, where and how they choose to access it. If you are an existing FSEAP customer and would like more information about MindBeacon through FSEAP, please contact your dedicated account manager. All other inquires, please contact us.