Learning Methods
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Independent Learning
Components (May Include)
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Contact Sponsor
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.

The Business Imperative of Well-Being Initiatives

kieferpix / iStock

An employee’s mental health is paramount to their performance and has an immense influence on their contribution to the organization. Well-being initiatives are nothing new, of course, but employers today realize that there is no denying the imperative.

WorldatWork CEO Scott Cawood recently sat down with the editors of Workspan and #evolve to discuss the integral role and impact of mental well-being on the business.

How has the coronavirus pandemic brought the importance of employee mental well-being into the spotlight?

I wonder if most people know that May is Mental Health Month and has been since 1949. I mention this because we have been working for a long time now to ensure that mental health is prioritized along with other health-related issues. No one thinks twice about going to the doctor when they break a leg or get a cut on their arm. Many people don’t even think to ensure their mental health or even see it as potentially dangerous. It is true that some injuries are more tangible, like when you are bleeding, but it doesn’t mean mental health issues are any less dangerous or difficult to manage.

COVID reminded us of many things, including the fact that life is fragile and we should live in the moments in the best ways we can. The pandemic has also brought another opportunity to rethink and reexamine how we are taking care of mental health issues at both work and home.

We have all read the data that tells us over and over that mental health issues are emerging in a significantly higher number of people than before COVID. We must account for this reality as we plan for upcoming integration points and more people return to more traditional workplaces and schedules.

That adage about there being safety in numbers may be helping with mental health — which, by the way, is something I refer to as the crisis after the crisis. We are not through COVID yet, and we are also seeing the continuation of a mental health crisis sweeping both workplaces and households, given the disruption so many have faced over the last 18 months.

Each day another report emerges on the mental state of people and employees. This means the workforce you sent to work remotely during COVID isn’t the same workforce you are now planning on having return to work in the office, even if on a hybrid schedule.

The CDC suggests U.S. businesses lose more than 200 million workdays each year to depression, which costs employees billions annually. A year ago — just six months into the pandemic — the CDC found that nearly 41% of people reported an adverse mental or behavioral condition, including depression, increased anxiety or increased reliance on substances to cope. We can normally expect about 20% to report this, so we are clearly seeing a lot more mental health issues emerge.

How do you see employers responding — expanding mental health benefits, providing additional PTO, etc. — in their effort to help better address mental health concerns in the world of work?

There is significant movement right now with employers on several issues, including mental health response. This is encouraging to see and includes extending flexible work schedules, being more open to considering individual and family needs and partnering more effectively with employees who have a circumstance that might not fit within a policy.

In general, I see managers being more willing to discuss accommodation to better meet their needs, which helps everyone in the end. The fact remains that each and every employee, contractor and worker is also a human being. And, while we don’t like to admit it, they are the full person 24 hours a day, which includes the time they are working with you.

We must find new ways to accommodate the full person and not just focus on the part of them that works for you. Forcing people to forgo mental health due to an established policy or a bad boss is very unfortunate, and I expect we will see more conversations that lead to broader “guidelines” for how and when people are going to work.

I am hoping that we see changes in organizations that still prioritize physical health over mental health, which usually plays out badly for both the person and the company. CEOs and leaders need to be honest with themselves when asked if they encourage employees to get help for mental health issues on a regular basis or if it is one of those taboo topics that we just hope happens?

If leaders really understood how untreated mental health issues impact their workplaces and bottom lines, I do think we’d see increased utilization toward treatments. It is vitally important to remember that mental health is treatable and there are multiple options that address them for people.

Many mental well-being experts cite the lingering stigma around mental health issues as a significant reason why many employees are hesitant to seek out the mental well-being resources they need. What can companies do to help eliminate that stigma and to ensure that employees understand that their mental well-being is a priority for the organization?

Organizations should conduct a health risk assessment to see how their employees are doing. This is not often done but should be. You can remain HIPPA-compliant and still ask about mental health.

If you are like most organizations, you likely have a low utilization rate for your employee assistance program, which is an incredibly valuable resource for people. It is important to note that the vast majority of employees who receive mental illness treatment also report an increase in their productivity. We also know that employees who are depressed typically have higher medical costs, which ultimately impacts the organization.

It is good to audit your mental health benefits to ensure employees have enough options in network to get the care they need. I always remind employers that, in the end, you have two choices: Pay for the services employees need to remain mentally and physically healthy, or pay for the impact when they are not. I think it’s much better to provide employees with what they need to maintain their well-being, as it benefits both the individual and the organization at the same time.

The advances in technology also should be utilized by employers to offer more alternatives for workplace wellness and mental health treatments. Telehealth options have the potential to fundamentally change for the better how mental health is accessed and treated.

There are still obstacles to getting the help people need for their mental health. Companies can help by figuring out what those obstacles are, including any policies or benefits that make it harder for people to get help. Leaders can also be trained to notice that the human being that reports to you appears to be struggling and you are perfectly suited to make an inquiry to see if you can help. Managers often get nervous about mental health inquiries, and this is a great area for HR to step in and help them understand what they should and should not be doing.

Finally, I’d encourage all employers to be transparent that seeking out mental health treatments is a good and welcomed thing to do. This can be reinforced in onboarding programs, training and other mental health information that genuinely encourages people to take great care of themselves mentally and physically.

About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.