Published in Safety Solutions 26th June 2020

Published in MyBusiness 8th June 2020

It’s been a sobering week, with news of rising cases in Victoria and discussion of restrictions on travel between states. It seems that our growing sense of positivity and a sense that we were getting through this has had a reality check. On top of this, there have been some high-level media coverage surrounding jobs losses, redundancies and ongoing stand down impacting many Australians. In a recent AFR article, the IMF stated the global pandemic recession is deeper than feared, and that Australia will be impacted with a likely 4.5% contraction. The good news? Australia is the only advanced economy to have its outlook upgraded, and expected to contract less than the April forecast, which predicted a 6.7% contraction.

With this in mind, we turn our spotlight on how your EAP can help assist you to manage risk and support your people and organisation through challenging times.

Together we potentially face the deepest economic downturn since the Great Depression of the 1930s. We know from our conversations with many of you the issues that are dominating your thinking and current people strategies are around managing through the new normal, navigating through COVID-19 recession and being able to come out the other side. We are also positive that we will get through this together. The success of our economy is built upon the success of business and organisations. We’re here to help you successfully navigate the business and people challenges you currently face.

We’ve previously spoken about financial security, and this is an ongoing stress for many of us. We want to highlight how your EAP strategy and support can help you manage your business and people risks. We have created additional support tools. Our Manager Tool discusses some specific elements to help proactively identify and manage risks. Our Personal Tool offers your people some suggestions on how they can be in control of managing some of their personal risks.

Access via our Employer Login Area - COVID-19 Supporting your people:

• Leader Tool - Harnessing your EAP to help manage your people risk
• Personal Tool - Managing risk and uncertainty in the new normal

Through conversations with your dedicated Relationship Manager, we can help you plan and implement a combination of proactive strategies to proactively identify, manage and minimise your people risks and the interventions and support required for those with specific needs. Reach out to your Relationship Manager to start the conversation with our Clinical and Organisational Development teams. Our people are here to help you and your people.

Reflecting on the lessons learned in the last few months, our reflection inevitably turned to two things – clear communication and decision making as leaders. One of the things that stood out was how we had changed our communication style. Our language evolves in response to the physical and psychological needs of our people, and where we have been as a team on the various stages of the COVID-19 journey.

This week our spotlight is on evolving our communication to continue to meet the needs of our people as we grow increasingly accustomed to the new normal.

At AccessEAP, we’re already in a blended workplace and continue to shape the blended workspace as we get better at actually doing it. We’ve openly shared with our people that we expect this to continue for some time and are actively looking for ways to support our people so they can better support your people. 

The phrase “clear is kind, unclear is unkind” (Brene Brown) is one that we often find ourselves challenging each other with. Looking back at how we have evolved our communication and messages over the past few months, something stands out. We’ve always sought to make a clear distinction between providing clarity and providing certainty. With so many unknowns to grapple with over the past few months, and more yet to come, we openly share when there are things we are uncertain about. Our people have been included as we’ve gone on this journey together. We’ve also made sure to clearly state that there is a difference between being uncertain and not knowing.

The power in the difference between the phrase “We’re not certain but let’s find out” and “we don’t know” is one that can have a direct impact on your people’s mental health and wellbeing. Uncertainty implies that you have some ideas on what’s required and that more thinking is needed to make the right decision. This can instil confidence in your people that you are being open, transparent and honest but have several alternative options that require a decision. Everyone has a part to play, and this approach encourages individual responsibility and ownership as we engage in creating potential solutions.

Communicate, communicate, communicate. It's best practice for leading through crisis and change – both of which we've had plenty of over the past few months. It's time to take a moment; pause and reflect on what's happened and how we have led our people through COVID-19.

In the moment of reflection, it can become apparent just how much we have done and achieved over the past few months. It's also become apparent that information overload has taken on a whole new meaning throughout COVID-19. One of the contributors to exhaustion and stress is information overload. We've been bombarded by messaging across all platforms for some time. It's also important to recognise that communication through an extended period of crisis and change must evolve to continue to be meaningful, impactful and internalised.

This week we turn a spotlight on evolving communication for our people.

Knowing that our people may be feeling exhausted, experiencing information overload and sorting through information which has at times been unclear or uncertain, we can identify ways that we can adapt our communication approach to their needs. Now, more than ever, clear, concise and bite-sized chunks of messages are required. It's also helpful for consistency. It might help your people to think about how you can curate information or what's communicated to help this land better. There is a substantial amount of information that has been made available to your people from lots of different sources, including the state and federal governments.

Overall, trending presenting issues and requests for support confirm the effects of overload. 

As we prepare for a return to work or physical workspaces with physical distancing requirements being eased, the impacts on our mental health will continue for some time. It is vital to be aware that many employees, colleagues and peers may be struggling. One of the troubling impacts of the COVID-19 epidemic on mental health is the increased risk of suicide. Raising mental health awareness is one of the tools we can each use and includes understanding the risks factors for poor mental health as well as knowing the signs.

We know the factors which protect our mental health are:

• social support and connection
• meaningful activity
• maintaining a healthy lifestyle
• rest and relaxation
• a reliable source of income
• and problem-solving skills.

Risk factors that can contribute to poor mental health:

• an increase in drug and alcohol use
• family history of mental illness
• history of trauma
• chronic or ongoing stress
• loss of long-term relationship or person
• social isolation not just physical isolation
• financial stress
• and poor physical health.

Signs that someone may be struggling:

• dramatic changes in behaviour, mood or attitude
• increased feelings of anxiety or depression
• expressing thoughts of helplessness, hopelessness or worthlessness.

Many people find it difficult to talk about mental health with someone they are concerned about – and this is normal. It is natural for people to fear saying the wrong thing or making things worse. However, ignoring mental health issues won't make them go away. Having a conversation and expressing concern is vital.

There is no doubt that COVID-19 has had a wide-ranging impact on all of us. It is perfectly normal to worry about our financial situation, even in the best of times, as we try and provide a good life for ourselves and our loved ones. With so much uncertainty across several industries and employers, financially related stress may become overwhelming.

Financial worry is normal. Financial security, job security and a steady income are important basic things we require to provide for our loved ones, to feel safe and secure. Financial security supports our wellbeing, such as leisure time and activities. The loss of that security creates uncertainty and anxiety. If we are not careful to manage our thoughts and emotions, financial stress can dominate our thoughts 24/7 and impact on our health and wellbeing. The way we view our financial situation can shape our thoughts and feelings and harm relationships.

Some signs that financial stress is affecting your health and relationships include:

• arguing with your partner or family about money
• difficulty sleeping or relaxing
• feeling angry or fearful
• mood swings
• tiredness
• muscle pain
• loss of appetite
• withdrawing from interaction with others.

Financial stress can affect your health in many ways:

• poor physical health
• delaying accessing healthcare
• poor mental health 
• unhealthy coping behaviours.

Seeking help to fully understand your financial position and the options available to you is the first step in getting back in control of your finances and improving your mental and physical health. AccessEAP offers specialist Financial Coaching in addition to EAP counselling. For more information, Manager and Personal Tools can be accessed here or call 1800 818 728 to book an appointment.

It is a promising sign when many of our conversations turned to “what’s next” this week. Recent media coverage has spoken about the return to work and the transition to the ‘new normal’. This language doesn’t recognise that many of us continued to work either in our workplaces or from our homes.

What we do know is that we are all caught up in planning the process of the return to the ‘new normal’. It’s time to talk about the impacts on your people, the workplace and the effect of the easing of physical distancing restrictions. While we recognise and have been talking about managing thoughts and emotions through COVID-19, our thinking is now shifting from crisis management in-the-moment to forward planning. The biggest lesson we’d like to talk about from these conversations is the unexpected outcomes people and teams who have already returned to the workplace have shared with us.

As we start a new phase of the COVID-19 journey, are we looking at a more hopeful stage as we can begin to move around more? Are we looking forward to the opportunity to interact with more people and physically connect in person? What will this look and feel like? How will our people react?

What we know is that there is no one size fits all solution. That’s why we have released a Transition Planning Guide, designed to help you think, plan and be able to implement a range of solutions to help your people, teams and organisation move through the transition to the ‘new normal’ as smoothly as possible. Find it in our Employer Login COVID-19 Toolkit. 

During this unprecedented time, it is important to check-in on those around you. But what does that actually mean and what does it look like when we do “check-in?” Here are some strategies to help you to have these all-important conversations:

A quick message - A simple approach to this is if someone has crossed your mind and there has not been any interaction in some way recently, send them a text (or ring) and say I am thinking about you and I hope you are going well. Also, take an hour out of your week (on a designated evening every week) and check that you have contacted friends and go through all personal communication platforms ensure that you haven’t forgotten to get back to people who have taken the time to reach out to you. Phone calls tend to take more time but some people who dislike texts are better on the phone.

Listening - when ringing someone or meeting for coffee, sometimes they need to vent or just talk through what is going on. Sometimes we really just need to name and verbalize how we are feeling or what we are experiencing. They might not be asking for anything but for you to listen. They may not want advice. If you feel time-pressured, just be honest that you have a little time and you can listen if that is helpful. It’s also ok to say upfront “I have to get back to work soon/pick up the kids/errands to do but I have ten minutes free if you just need me to listen and want to get it off your chest.” Sometimes acknowledging something positive or saying thank you for something they have done, can have an impact on their wellbeing. 

Giving advice - it’s best to ask directly them if they want advice, and then to be clear about why you feel qualified or not qualified to give it and what your limits are. Almost no one wants unsolicited advice, and almost no one wants someone else to act like they can “fix” or “solve” us easily. Don’t give advice without ) knowing if they want it, ii) knowing the limits of your ability to advise, and iii) being prepared and accepting for them to say they’ve already tried that, it isn’t appropriate/relevant to their need, or there are reasons they just aren’t going to do what you are suggesting. Don’t argue. Trust them that they know what is useful for them.

Practical support - if you know they have limited access to things they need or they are unable to do tasks (and you are both willing and able to do those things) offer it. Something like “Hey, I’m going to go and walk/ride/run and just sit by the lake later and wondered if you’d like to come? It’s ok if you do or don’t want to talk, bring a book if you prefer” might take more effort, so only offer them anything that you reasonably can.

Checking in and having important conversations with those around you.

Check-in and stay connected. We hear this so often in social media posts, news reports and written articles around keeping up our connections. But what does that actually mean and what does it look like when we do “check-in?”

This is incredibly personal and in fact, reflecting on what you have done in the past will be useful in building your approach to this. This doesn’t mean that you run down your entire contact list weekly and check-in with everyone with a stock standard message. It also doesn’t mean you are without boundaries around how much you can give and what you are able to offer.

My own approach to this is if someone crosses my mind and we haven’t interacted recently, I contact them and enquire about their wellbeing. I also take an hour out of my week and check that I go through my personal emails/messenger and texts to ensure that I haven’t forgotten to get back to people who have taken the time to reach out to me.

For most of us (if we are very lucky) we have a small group of people whom we trust and know we can contact. Being able to ask for help is probably the most vulnerable thing that we can do and although it feels counterintuitive – it helps to build our connections.

At AccessEAP, we hear that people feel disconnected and would like to have more human interactions, especially during this time of working remotely where there are fewer incidental interactions. There are those of us who feel that we give all of our energy away and there is not a lot given back. Perhaps we don’t give because we fear rejection or that we may be judged or we don’t think it’s worth reaching out to the people we work with, live with and love. Our challenge to you is to show up for these people – because in a pandemic we need you (and everyone else) more than ever.

It's Men's Health Week from the 15th-21st of June. The focus is on Men and Families - Working Together for Men's Health, find out more on the official website.

At AccessEAP, we often hear from men that they feel pressure to be seen as invulnerable, stoic, and fearless. This can lead to unrealistic expectations that as a man you should be able to cope no matter what, and "get on with it". Emotions become synonymous with weakness and powerlessness. Men may also dismiss their feelings as unimportant and worry about burdening other people with their concerns.

Men experience emotions just as much as women do, however, the pressure not to show emotion or vulnerability means that emotions will build-up and result in what appear to be random and unexpected behaviour. Reluctance to talk about or acknowledge emotion can manifest in all sorts of unhelpful ways including:

• Excessive alcohol use
• Addiction to gambling or betting
• Ending relationships prematurely
• Resigning suddenly from their job
• Stopping activities of interest e.g. sports
• Neglecting friends and family
• Working longer hours
• Communication only via emails or text messages
• Aggression or violence
• Excessive time watching fantasy films, or gaming

What can AccessEAP do to help?

Friday, June 26th is this year's Take Your Dog to Work Day. With many people still working from home, this June we encourage you to bring your dog and any other pets to your online meetings! At AccessEAP, we have set up a few wellbeing sessions throughout June so that everyone can connect with each other but most importantly, introduce their pets. If you would like to get involved in this initiative, make sure to set up an approved online session and make sure to take some happy snaps of your furry friends.

If you are still able to bring your dogs into your office on the day, make sure you check out the RSPCA Website for tips to make the experience run smoothly. 

It has been just over two years since AccessEAP started working with Support Act to recognise the needs of a group of workers who were previously “left out” of traditional Employee Assistance Program support. Back then, due to the incredible fundraising efforts of Support Act and it’s founders, mental health services were made readily available to the music industry. That was a great achievement but Support Act saw the needs of so many others, in creative industries, being left unmet. Next came theatre industries and now all artists and art workers across Australia.

The twelve-month expansion of this essential service has been made possible thanks to the Australian Government, through the Office of the Arts. Clive Miller, CEO, says he is thrilled that Support Act can extend access to the Helpline to the wider arts community during this challenging time.

It is with immense pride that AccessEAP assists Support Act along this journey. The Helpline is delivered in partnership with AccessEAP and is a free, confidential service available 24/7, staffed by professional clinicians familiar with issues faced by people working in music and the arts.

There are many other groups of people who provide incredible value but work outside of regular employment conditions. Volunteers, carers and association members would not usually be covered by EAPs however, in many cases, they are groups with significant needs. AccessEAP recognises that the one size fits all approach isn’t appropriate when mental health and wellbeing are in the balance. AccessEAP provides a range of other assistance programs to cater to the specific needs of these groups and just like Support Act we are always looking to expand our programs to ensure the best wellbeing outcomes for people at life and work.

The Support Act Wellbeing Helpline is now available to all arts workers and can be accessed by calling 1800 959 500 within Australia, or via email. Zoom video calls are also available. “You may feel isolated, but you’re not alone”. This short video is a great way to promote this service to those in the creative arts.

While many lives have been put on hold due to COVID-19 social distancing restrictions, some argue that certain groups have been affected by the loss of physical contact more than others. Teenage years are characterised by rapid learning, risk-taking, building relationships and establishing a sense of self. Having to spend more time than usual in the family home can cause added tension with fewer outlets for release. With many high schools around the country returning to the classroom, there is some sense of normality being restored; however, for tertiary education students, the path back to campus is still unclear. 

As parents, it is important than ever to keep the lines of communication open; We are witnessing an exponential increase in mental health issues among teens. So how can we support teens to proactively manage stress through these tumultuous times?

Good sleep

Poor sleep often accompanies stressful times. Teenagers experiencing stress might lie awake worrying at night and be too tired to function well the next day. This can set up a poor sleep pattern. The Sleep Health Foundation recommends these tips to help your child establish healthy sleeping patterns: avoid screen time an hour before bed and encourage reading or listening to relaxing music instead to help wind down; support your teen to establish and stick to a routine around bed and wake-up times; encourage them to get around 7.5 hours of sleep per night, which is the optimum amount of time for teenagers. Read more here.

Keep active

As we all do our part to flatten the coronavirus curve, a concerning new curve is emerging. Reported in The Australian last week, an increase in suicide rates and a generational mental health crisis directly linked to the pandemic is being predicted by the country's top mental health experts.¹ While people have been actively considering how best to manage the physical second wave of COVID-19, few organisations are putting the same thought and preparation into this ‘mental health’ second wave. Mental health has been reprioritised and is now front and centre of the national health agenda and transition strategy right now. With the estimated cost of lost productivity reported to be up to $5 billion. It is perfectly normal in a crisis for people to focus on their immediate needs, just as it is for organisations. Many organisations, and their leaders, must now shift their thinking to how best support the mental health and wellbeing of their people.

AccessEAP works with organisations to proactively build resilience and target protective factors to support people through change. Helping organisations to prepare their people to achieve the best outcomes and meet new challenges.

AccessEAP recognises that leaders need support to find the time and space to make difficult decisions and equip their workplaces for the transition to the ‘new normal’ and potential return to the physical workplace. Data from Professor Ian Hickie at Sydney University’s, Mind and Brain Centre shows that mental health will be the number one priority for leaders through COVID-19, recovery and a potential recession. “Now the most important part of the recovery is helping as many people return to work as soon as possible.” ^2.

Our Clinical and Organisational Development teams work with our customers to build on what’s currently working in their people strategy and successfully harness this for the additional investment needed to target support for your people and organisation. Contact your Relationship Manager to ensure your organisation is getting the most impactful benefit from the latest COVID-19 support resources available from AccessEAP.

References:

Published in Human Resources Director 7th May 2020

Marcela Slepica, Clinical Services Director, AccessEAP, said in the current climate, it’s important to manage the demands of COVID-19, such as social isolation, caring for our families and home-schooling children while juggling work.

“It’s vital to remember that we are not born resilient. We can develop coping strategies, including practised traits and learned behaviours that will help us remain positive and deal with new challenges,” she said.

Workplaces play a part in maintaining a semblance of normality, by providing employees with structure, some social connection and purpose.

Read More

• Help make a genuine difference every day
• Freedom to apply your creative spirit
• Strong team environment

Your role will be to take the lead in the design of learning experiences and materials that deliver the best possible outcomes. Working as part of a team you will be the subject matter expert in advising and guiding the creation and ongoing development of digital and traditional learning materials.

Combining your L&D and technical design skills you will focus on translating customer needs into best in class materials and experiences that truly enhance the learning experience.

With a strong background in L&D design, your key attributes will include your analytical and creative capabilities. Your flexibility and adaptability allow you to prosper and thrive in a rapidly changing and growing environment. Most importantly you will have a passion for mental health and wellbeing and enjoy working in a team that is driven by respect, collaboration and accomplishment.

AccessEAP takes the health of employees seriously and you will be working in an environment that genuinely cares about the wellbeing of all employees.

For more information call David Williams on 0414551795 or to apply send your resume to dwilliams@kurtispaige.com.au.

The public health challenges of COVID-19 may no longer be in the news several times a day, but our healthcare workers continue to be on the frontline of this crisis and under immense pressure. Healthcare workers need easy access to support as early as possible to ensure the best mental health outcomes. Launched last week, the AccessEAP Healthcare Hotline responds to the specific needs of our healthcare customers during the pandemic. 

How does AccessEAP's Healthcare Hotline work?

• The dedicated, 24/7/365, toll-free Healthcare Hotline number will be recognised and answered by our client services team. 
• Healthcare clients will be offered same day counselling appointments via telephone or video. 
• Healthcare clients will have access to AccessEAP's most senior clinicians and psychologists with expertise in working in the healthcare sector and/or a hospital environment.

Visit the Primary Healthcare Toolkit within the Employer login area for more information or to discuss how AccessEAP can further support your organisation, please reach out to your dedicated Relationship Manager.