Workplace Wellbeing

Mindfulness at Work

 

Mindfulness has many definitions but one common theme: being present and aware within the current moment. Based in Eastern thoughts and traditions, mindfulness seeks to help people simplify by delegating focus to one task at a time. In the current world, multi-tasking and efficiency seem to be all the rage, but can leave people feeling exhausted, overworked, distracted, and incomplete.

 

Benefits of Mindfulness

 

Mindfulness steers you away from judgmental thoughts, distractions, multi-tasking, and fixating on the past or future. It takes some discipline to put it into practice, but the more often it is practiced, the more likely one will experience the benefits. Mindfulness has been known to help improve sleep, decrease stress, and lower blood pressure. It also has a place in aiding mental wellness, helping to fight against depression, anxiety, and other contributing symptoms. In addition to these benefits, redirecting your thoughts can help you practice good self-care, which leads to an improved mood and better self-image.

 

On the Job

 

Ever feel like you worked a solid day, but have no clue what you did? Incorporating mindfulness into the workday might make the difference between feeling satisfied and connected with work, or feeling like each day is monotonous and the tasks are never-ending. By taking a small amount of time during the day to shift your focus, it is possible to adjust your productivity and contentment. Some experts suggest spending 10 – 15 minutes in a mindfulness exercise, at least once a day. However, some exercises are as short as a minute. Mindfulness exercises draw your attention to specific internal or external phenomena, such as breathing, observing your surroundings, or turning off technology. The following are some popular mindfulness practices that can easily be added into the work day.

 

• Focused Breathing: Sit quietly and pay attention to your natural breathing. If your mind begins to wander, don’t judge yourself. Gently redirect your thoughts back to your breathing. Focus on the different sensations and movements of your body, such as your stomach expanding and the feeling of the air in your nose. Some experts suggest setting an alarm for each hour and doing this activity for a minute throughout the day to help keep stress down and to help re-center.
• Internal Dialogue: Observe your flow of thoughts and emotions. If you have a thought that keeps popping up, allow yourself to focus on that thought to explore what it means and how it might be influencing you. Perhaps you have an image or saying that helps to keep you focused on your values. If so, take some time to close your eyes and repeat this image or phrase to yourself, and bringing yourself back to it any time your mind wanders. Doing this exercise can help you to understand where you may be feeling pressured, and how that might be affecting your work. Instead of distracting yourself when these thoughts or feelings arise, mindfulness will help you to meet this perceived problem as valuable information to know yourself better.  
• Observations: Without judgement, pay attention to any of the five senses that are being triggered, such as sound, sight, touch, smell, or taste. Staying in the present moment, breathe, and direct your mind away from any negative or stressful thoughts. Put your energy and attention into one sense at a time and allow yourself to be completely enveloped by it. This can help you to enjoy your lunch breaks a little more fully, or help you to be more aware of details that are surrounding you. Practicing this can help you decrease immediate reactions and can help you pause to evaluate the best course of action.
• Tune In: Technology - including phones, social media, or email - can often distract us and give us a false sense of connection. Often, we can perceive messages as urgent, and since the scroll of activity never ceases, it can be overwhelming. Getting caught up in technology can wreak havoc on productivity. A great start for incorporating mindfulness into your day is simply to turn off the radio while driving, put your phone into a drawer while working, or only checking your email during certain times of the day. Decreasing multi-tasking means you are increasing mindful attention.

There are many other exercises that can be done to help aid your work day. Finding the right ones that work for you involve a little bit of research, as well as some trial and error. It is important to remember to start small when starting to add mindfulness into your workday. Mindfulness is a discipline and a process. While it may feel awkward at first, building this habit can pay dividends to greater self-awareness and happiness.

Having the Proper Tools

While mindfulness is achieving greater popularity, and can boast of many benefits, it is not the only tool to have in your tool belt. Mindfulness cannot replace critical thinking, time management, organization, or many of the other skills that contribute to work success. The goal of mindfulness is to help you gain another perspective and help you to better utilize the time and skills that you do possess. The more tools you have, the more likely you will be able to use it when needed.  

 

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Sources

• https://hbr.org/2016/03/how-to-practice-mindfulness-throughout-your-work-day
• https://hbr.org/2015/02/there-are-risks-to-mindfulness-at-work
• http://mindfulnessatwork.com/
• https://www.mayoclinic.org/healthy-lifestyle/consumer-health/in-depth/mindfulness-exercises/art-20046356?pg=2

 

Shift Work: Finding Your Work/Life Balance

 

As technology and society have advanced, so has its need for people to be working around the clock. Men and women who work outside of the 9-5 realm – usually in the evening or through the night – engage in shift work. Nurses, doctors, pilots, commercial drivers, factory workers, and service staff are a few examples of people who are needed 24 hours a day. Working evening hours requires these people to adapt their social schedule and biological clock to complete their jobs, which can often be a struggle. Fortunately, there are habits that can be built to help facilitate both health and happiness.    

 

Effects of Shift work

Every person has a circadian rhythm which determines the body’s function in a day. This rhythm is based on a few factors, including daylight, and helps to direct the sleep/wake cycle which in turn influences digestion, energy output, and other bodily processes. In short, bodies naturally want to work during the day and sleep at night. For those who work evening shifts, it can be difficult to fight this inclination. Shift workers often report problems with sleep. Research has also explored if shift work can aggravate certain digestive and heart conditions. In addition, working second or third shift can make it difficult to maintain relationships. A person might be scheduled to work during important events, or need to catch up on sleep in order to get to the next shift. Missing out on social events can lead to feelings of isolation or increased conflict in relationships.

 

Sleep

Sleep is required for physical and mental health, and it also helps to promote safety on the job. Being tired on the job leads to poor concentration which can increase the chance of errors, accidents, injuries, and even fatalities. The combination of not getting enough sleep and working during a time when the body naturally wants to rest contributes to feeling sleepy on the job. Getting enough restful sleep is one of the most common issues of a shift worker. Whether they work consistent shifts or switch between day and evening shifts (sometimes called a rotation schedule), getting on a sleep schedule can be a challenge. Since sleep is so important, there are some tips to keep in mind to help you get the sleep you need.

• Develop a sleep schedule – Finding a schedule that works, then sticking with it consistently, is important. Some people find it helpful to get 3-4 hours of sleep after a shift, go about the day, and then get 4 more hours of sleep before the next shift. Others like to get it all done in one dose. Either way, most adults need at least 7 hours of sleep a day to function optimally.
• Have a sleep routine – Doing the same thing before going to bed can help to set you up for success. Decrease the light by getting black out curtains, avoid technology, and invest in an eye mask. Wearing earplugs can help to block out noise that can easily keep you awake, and if you have an active household, putting out a sign that notifies others that you are sleeping can also be helpful. Other than that, incorporate activities that relax you and will signal “time to sleep” to your body.
• Healthy habits – Keeping a healthy diet and exercise regimen can help to facilitate your energy. Avoid eating a big meal before you go to bed, and avoid exercise within 3 hours of going to sleep. Planning 20 minutes of light exercise before work can help to energize you for your shift.
• Take a break – While working, get important tasks done first, when you are most alert. After that, use your breaks wisely: alternate going for a walk with having a snack, or napping (if your work place allows these options). Drinking caffeine can help to keep you alert, but should be kept to a minimum as it can interfere with getting sleep after work.

 

Social

Getting work done at your job is only part of your daily obligation. Once you are home, the number of daily tasks and chores to complete does not decrease when you are tired or unavailable. It is not uncommon to feel like all you do is work and sleep. All this, plus having an opposing schedule, adds up to shift workers finding it difficult to maintain social ties. This can add stress to an already demanding predicament. Organization and communication are the keys to helping to facilitate and foster connection.

• Coordinate calendars – As soon as you get your work schedule, communicate your work hours to your partner, kids, and whoever else needs to know it. You can create a visual calendar so your kids understand when you are available or when they may need to be quiet.
• Get creative – You may have to get creative with how to connect, but can consider leaving notes, filling out greeting cards, sending emails, or using technology in other ways. If you can, plan your breaks at work for times that correspond with your family’s availability, using video chat to check in during dinner or before bedtime, for example.
• Prioritize and plan wisely – While it might seem tempting to skip your sleep to attend an event, this might not be the smartest choice in the long run. Prioritize and plan for the most important events, and learn to say “no” to other events. The more you communicate with your loved ones, the more you will know which events to say “yes” to and the more they can understand that you have limitations but are doing your best.
• Stay organized – Create a chore list to make sure you are accomplishing what needs to get done, without letting things build up (which can lead to more stress and frustration). Delegate some chores, if needed, and make sure to say “thank you” and express appreciation for the people in your life.

 

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Call Amplified Life at 800-453-7733 and ask for your “Free 15 Minute Phone Consultation" with one of our licensed counselors. We’ll listen, answer questions you may have, and help you plan next steps.

 

 

Sources:

• https://www.cdc.gov/niosh/topics/workschedules/default.html
• https://www.bls.gov/opub/mlr/1981/10/art5full.pdf
• http://www.sciedu.ca/journal/index.php/jnep/article/viewFile/7294/4497
• https://sleepfoundation.org/shift-work/content/how-manage-shift-work-and-your-social-life
• https://www.cdc.gov/niosh/docs/97-145/pdfs/97-145.pdf

Bullying in the Workplace

Everyone is entitled to the basic right of human dignity in the workplace.  Yet every day, there are instances of workplace bullying. Bullying occurs when individuals or a group intimidate, shame, embarrass, or undercut another employee, causing harm to the employee.   This behavior can be a combination of aggressive acts over a period of time; presenting a risk to the employee’s health, work performance, and safety.  

When people are given power they can be tempted to misuse it, making others feel helpless.  Employers aren’t the only ones who bully.  Most workplace bullying is peer-to-peer, rather than supervisor-to-employee.  Coworkers, consultants, and labor representatives can also intimidate; and sometimes a group of employees will target another in a behavior known as “mobbing.”  Some examples of workplace bullying include:

• Excessive criticism
• Blaming people without gathering facts
• Being singled out in or excluded from group or activities
• Unfair deadlines or amounts of work
• Being the subject of humiliation
• Use of foul or offensive language and shouting

Bullying Versus Harassment

Though bullying and harassment both take place in the workplace, they are very different.  Harassment is the illegal discrimination of a person’s protected class, such as their gender, race, disability status, etc.  Workplace bullying is not considered illegal; and it’s important to be clear about what bullying is and is not.  An employer or boss can be tough, while still respecting the rights and thoughts of others.  Being firm does not equal bullying in the workplace.   

 

Corporate Bullying

There are times when bullying is embedded and accepted in the workplace culture.  This is known as institutional, or corporate, bullying.  In these instances, employers will have unrealistic expectations and deadlines for employees.  They might ignore employee complaints of stress due to workload.  Also, rewards or encouragement are given to bullying coworkers.  This behavior is unacceptable and should be reported to human resources, because when you fail to address the problem, you might be contributing to it. 

 

Negative Effects of Bullying

Workplace bullying hurts both the individual and the entire organization, and there can be negative physical, emotional, and social effects.  Individuals might face increased sick days, changes in sleeping and eating patterns, low self-esteem, depression symptoms, and problems with finances and family life.  The company as a whole can also experience negative side effects to bullying, such as a marred reputation, legal costs, low morale, staff changes, a loss of productivity, and replacement and training costs to bring in new staff.

 

Workplace Bullying Solutions

What can you do to help solve and prevent bullying in your workplace?  The following suggestions for the individual and the employer offer helpful tools to promote a safe working environment for all:

           

For the bullied individual:

• Check your handbook- Be aware of any policies against bullying in your employee manual or handbook. There might be steps outlined for you to take should the need arise. 
• Talk to your bully- If you feel comfortable, have a conversation with the person bullying you. Let them know their behavior is unacceptable and unprofessional.  This communication can be written or verbal.  It might be helpful to have a witness or third party with you, as the bully might deny their behavior. 
• Take notes- Keep a log detailing the offensive behaviors. Make special note of the times, dates, who was present, what was said, and what was done to you.  If you’re the target, be sure to keep accurate records of your work (timesheets, work orders, etc.) to defend yourself.
• Seek help- If you’re unable to solve the problem with your peer, consider going to a higher-level employee, your supervisor or employer, or human resources personnel for help.

For the employer or supervisor:

• Make a policy- Send a clear message in your workplace by establishing a zero-tolerance policy for bullying. Handle offenders swiftly and by the pre-determined rules.
• Raise awareness- Promote an anti-bullying campaign. People will feel more comfortable speaking up if there’s an atmosphere of awareness and they know they won’t be punished for being honest.
• Establish a contact person- Designate a human resources person who is unbiased and independent of the situation in question. Make sure he or she can listen objectively to all employee concerns regarding bullying and connect people to proper resources if they need counseling or support.
• Conduct focus groups- Consider sending out anonymous surveys or holding focus groups with your employees to gain information about potential bullying in the workplace. Hearing others’ concerns often gives employees the courage to speak up about their own experiences.

Workplace bullying is an avoidable situation.  Having good standards in place can help eradicate or prevent its occurrence, as well as provide a safe environment for the workers and employers.  If you or someone you know is dealing with the negative effects of workplace bullying, consider seeking help.  Many businesses have human resources personnel or a recommended counselor to assist.  If additional support is needed, contact your medical or mental health professional.

 

Want to talk to a counselor today about this? 

Call Amplified Life at 800-453-7733 and ask for your “Free 15 Minute Phone Consultation" with one of our licensed counselors. We’ll listen, answer questions you may have, and help you plan next steps.

Sources:

http://www.lni.wa.gov/Safety/Research/Files/Bullying.pdf

http://www.aarp.org/work/job-hunting/info-11-2013/handle-bullying-on-the-job.html

 

 

           

Workplace Success Skills

Succeeding in the workplace isn’t just about what you do for a living but also about how you do it. There are certain skills, regardless of your area of expertise, which will benefit both you and your employer.  The following tips will help you develop your job skills by growing your talents, behaving professionally, and developing relationships:

Growing Your Talents

Regardless of when your formal educational training ends, be it high school, college, trade school, or graduate school, learning never stops.  Improving yourself with continual education will work to your advantage, so here are some tips designed to help grow your workplace talent:

• Challenge yourself- Bored people tend to lose momentum and motivation quickly. If you invest all your energy into simple projects you will feel unfulfilled.  Stretch yourself to reach your full potential.
• Ask questions- Clear away confusion on any task by asking for clarification. Avoid guessing or making assumptions.  Inquiring on the front-end of a project is better than doing a poor job.  You will also benefit from others’ knowledge and their mistakes. 
• Attend professional development events- Seek out trainings, workshops, conferences, and materials that will help you grow in your career and meet your professional goals. Try to find opportunities that excite you so you will stay engaged and be motivated to apply new knowledge to your work.
• Problem solve- It’s generally not a good practice to avoid tough situations or difficult tasks in the workplace. Tackling problems head-on demonstrates your commitment to being part of the solution.  Engage others to help you prevent workplace conflicts and work together to manage dilemmas. 

Behaving Professionally

Workplace etiquette is present in every organization, whether written or implied.  Acting in a professional manner will enhance your value to the overall team.  These strategies help you conduct yourself appropriately in the workplace:

• Be on time- Punctuality matters. Showing up late for work or meetings demonstrates a lack of interest.  Being prompt communicates you take your work seriously.
• Dress professionally- Even if some employees dress casually, take your business fashion cues from those who are dressed well and look professional.
• Watch technology use- Surfing the Internet and checking your social media accounts could work against you. Many people consider it rude to accept a personal phone call during a business meeting, so you would be wise to avoid this practice as a general rule.  It’s best to keep your personal phone on silent or in a pocket or purse.    
• Be clean- Keep your desk or workplace clutter-free and tidy. Be sure to clean up after yourself when eating lunch or a mid-day snack.  No one wants to wash extra coffee mugs and throw out old food from the breakroom refrigerator. 
• Check your wording- Keep your written communications professional with proper grammar and correct spelling. Be sure to use a person’s appropriate title as well.
• Only take what’s yours- Stealing or “borrowing” office supplies without permission will only reflect poorly on you. It could also result in early termination.  Steer clear of this practice, and don’t take what’s not yours. 

Developing Relationships

Working together as a team helps everyone reach their greatest potential and your workplace’s optimum success.  The following hints will guide you in your workplace relationships:

• Acknowledge others- When you see others doing a good job, tell them. Honoring an individual’s effort encourages the team and boosts workplace morale.  Never take recognition for a task someone else completed.  Give credit where it’s due. 
• Check body language- Answering phone calls with a bored or depressed tone of voice, not smiling, and slouching in meetings can send a negative message to your colleagues and customers. Poor body language can also lower your own confidence and mood. 
• Find mentors- Seek out an experienced coworker to provide guidance and feedback on your job performance. Your mentor doesn’t need to be your boss, just someone whose experience can benefit you and your goals.
• Avoid gossip- Try to avoid saying negative things about someone in their absence. Participating in workplace gossip (even listening to it) is damaging to your reputation and can create a hostile work environment.  Try walking away or redirecting the conversation to mention a positive attribute of the individual being discussed.   
• Don’t confront in public- If you’re experiencing conflict with a coworker, bringing it up in public or in a group meeting is not the place. Instead, approach the individual respectfully with your concerns.  Share facts and be willing to listen in return.  This will help keep the issue or problem from escalating.
• Develop one-to-one relationships- Even if you don’t encounter certain people regularly, do your best to learn their name and what they do. Discovering their interests, hobbies, or other facts about them demonstrates your respect.  When you take an overall interest in another’s well being, they will be more likely to provide you with help in the future. 

One of the best ways to succeed in your workplace is to show drive and initiative.  Completing the minimum requirement for your job is acceptable, but it’s not admirable.  Show your employer your dedication with a strong work ethic and commitment to their company, and you will be on the path to success.  

 

Want to talk to a counselor today about this? 

Call Amplified Life at 800-453-7733 and ask for your “Free 15 Minute Phone Consultation" with one of our licensed counselors. We’ll listen, answer questions you may have, and help you plan next steps.

 

Sources:

http://www.luc.edu/soc/resources/succeedingintheworkplace/

http://www.utsc.utoronto.ca/aacc/succeeding-workplace

 

 

 

Workplace Conflict Resolution

Conflict is inevitable.  Wherever there is relationship, there will always be occasional moments of friction.  Workplace conflict does not always signal a serious problem.  However, failure to handle conflict in a productive way will make the situation worse. The end result is usually lower team morale, higher absentee rates, and lower productivity.  Many times when conflict occurs we gravitate to one of two extremes, either avoiding it or battling it out.  This rarely results in conflict resolution.

Conflict Causes

What are the causes of conflict?  There are as many potential conflicts as there are unique personalities present in your workplace.  There really are endless reasons for conflict to arise, but the most common ones are listed here:

• Lack of communication- People have different styles of communicating and relaying information. Misunderstandings can easily happen in person and over email.
• Different personalities- Personalities may clash when people don’t understand each other well. The problem itself is not the differences, but the unwillingness to recognize them.
• Lack of motivation- Sometimes people aren’t performing well and don’t really care. When this goes unaddressed, conflict ensues.
• Lack of resources- Occasionally, people will compete for resources when there is not enough time or materials to get every task finished.
• Different values- People view the world in different ways. Failing to acknowledge and respect these differences results in conflict. 
• Ignoring facts- Viewing situations from emotion and opinion rather than accepting facts will bring difficulty for you and your coworkers.

Dealing with Conflict

There are healthy and unhealthy ways of handling conflict.  Some unhealthy ways include avoiding conflict, blaming others or circumstances, competing with one another, appeasing others, and giving in to others for a temporary solution.  A healthier approach toward conflict resolution is to compromise and collaborate toward a positive result.  

 

Positive Resolution Strategies

The obvious goal is a unified approach to optimal performance within the workplace.  When resolutions are reached, everyone wins.  Getting there can be difficult, so here are some practical steps to help you reach positive results. 

• Focus on results- The ultimate goal when conflict arises is not to “win your argument.” The purpose is to resolve the issue and get results. 
• Communicate in-person- Conflicts should be addressed face-to-face. A phone call is the next best option if an in-person meeting is not possible.  Avoid emails or written correspondence, as these usually lead to greater misunderstanding.
• Be proactive- Try to catch conflict “sparks” before they blaze out of control. Identify potential triggers and address them early, on the front-end.  This is especially helpful before tempers flare.

The following steps will help lead you toward a positive resolution:

1. Define the problem- It’s important to verbalize what you think is causing the conflict. This helps others understand your perspective, and allowing others to do the same gives greater insight into their thought processes as well.
2. Define motivations- Next, everyone should share why they want to resolve this conflict. Explain how resolution will make a difference in their lives and in the workplace as a whole.
3. Brainstorm- Third, give each person involved an opportunity to express how he or she would like to see the problem handled.
4. Implement- Lastly, outline the steps needed to implement these changes. What does the end result look like? 

Play Fair

Here are some additional tools to stay fair when trying to resolve a workplace conflict: 

• Stay current- It’s important to stay on the present issue when discussing frustrations and problems. Dragging up past grievances will confuse the situation.  It will also add new, unhelpful emotions to the situation and keeps people from staying objective. 
• Avoid trigger words- Emotionally charged words, such as “always” and “never” only add to the brewing tension. Try to begin your sentences with “I,” instead of “you,” which sounds accusatory.  For example: “I became frustrated when you failed to meet your weekly deadline.” 
• Don’t triangulate- Triangles occur when you go to a third party to complain about the person with whom you’re in conflict. Gossip defeats the purpose of resolution.  It’s counterproductive, will distort your ability to be objective, and will make the other person defensive.
• Take a time out- You might need to take a step back to remain calm in the situation. Time outs are an excellent tool to keep emotions from taking over the discussion. 
• Find a mediator- Some conversations are just too difficult or heated without an objective third party. Having an extra set of eyes and ears in a situation can be very beneficial.  Many companies have human resource representatives trained in conflict resolution. 

Conflicts generally result from a clash of perspectives, so choose to view this as an opportunity to see things differently and experience growth.  Avoiding conflicts will not equip you to handle them better in the future.  The more you strive toward workplace resolution, the more of a problem solver you can be in other areas of life.  The benefits of conflict resolution such as improved relationships, increased productivity, and less stress, far outweigh the costs of conflict. 

 

Want to talk to a counselor today about this? 

Call Amplified Life at 800-453-7733 and ask for your “Free 15 Minute Phone Consultation" with one of our licensed counselors. We’ll listen, answer questions you may have, and help you plan next steps.

 

Sources

http://hr.colorado.edu/fsap/healthtips/Pages/Resolving-Workplace-Conflict.aspx

http://www.forbes.com/sites/mikemyatt/2012/02/22/5-keys-to-dealing-with-workplace-conflict/

 

Sexual Harassment

Sexual harassment is a serious workplace offense that violates the Civil Rights Act of 1964.  It is defined as unwelcome sexual advances, requests for sexual favors, or verbal or physical contact that is sexual in nature.  When sexual harassment happens, either implicitly or explicitly, an individual’s employment is affected.  This behavior may interfere with the victim’s ability to do his or her work or create a hostile work environment.

Facts about Sexual Harassment

There are two types of sexual harassment:

1. Quid pro quo- This less common form of sexual harassment occurs when employment conditions are based upon the victim providing sexual favors.
2. Hostile environment- This type of sexual harassment is characterized as unwelcome, severe, and persistent sexual conduct. It creates an uncomfortable and hostile work environment.  Examples of this conduct are crude jokes, lewd postures, leering, inappropriate touching, and rape.  Nearly 95 percent of all sexual harassment cases are related to a hostile environment. 

Sexual harassers do not need to be the opposite gender of the victim.  It can be a boss, coworker, or a nonemployee, but their behavior must be unwelcome.  Direct victims are not just the people being harassed, as anyone affected by sexual harassment is a victim. 

Effects of Sexual Harassment  

Effects and consequences of sexual harassment are wide-ranging, both in how they impact the victim and the work environment. 

• For the individual:
  • Depression, sleep issues, poor concentration at work, and fear are common effects.
• For the work environment:
  • High staff turnover, low company reputation, legal costs, poor morale among staff, and lack of teamwork characterize a workplace where sexual harassment is tolerated.

Sexual harassment can also have an economic impact as the victim could lose his or her job, wages, or benefits.  Sometimes an individual is fired for another circumstance, but the real reason is failing to comply with sexual demands.  In other instances, a victim may be denied a promotion, demoted, or forced to relocate or placed in another position.   

Another consequence can be victim blaming.  This occurs when the harasser or other coworkers hold the victim responsible, either for the sexual harassment or the resulting conflicts after the behavior has been reported.  Some people may feel the victim could have stopped the harassment or was “asking for it.”

How to Handle Sexual Harassment

In the event you or your coworkers are facing sexual harassment, it’s important to know you are not powerless.  Follow these guidelines to help protect yourself and others:

• Be direct- Talk to the harasser if you feel comfortable doing so. Be direct and firm, telling them to stop.  You can make your request verbally or in written form. Communicate your concerns with a human resources person or your supervisor, or access any grievance system that exists in your workplace. 
• Practice prevention- Obviously, the best way to handle sexual harassment is to prevent it. If you are an employer, have policies in place and require your employees to attend trainings dealing with this topic.  As an employee, be familiar with any sexual harassment information in your company manual.  Also, consider suggesting this as a possible topic for training and discussion. 
• Support- Seek out family, friends, or a mental health professional to talk. Find emotional support to cope with the impact of sexual harassment, and never assume that you should be able to just “shake it off.”
• Accept- Understand this was not your fault, and focus on forming relationships with supportive people. No one should tell you how to feel about the situation. 
• Document- Keeping an accurate log is critical. You should have documentation of your work, the behavior of the perpetrator, and the follow-up actions.
  • Your work- Keep any evaluations or emails you have that support your work as an employee.
  • Harassing behavior- Detail a report of what happened, where it occurred, what was said and done, and who else was present. Ask your coworkers to consider writing statements about what they witnessed.  Keep track of any negative consequences that occurred when or if you refused to submit to the sexual harassment.
  • The follow-up- Record (audio or written) what was said, who was present, and what actions were taken. Be sure to document any retaliation that occurs as a result of your complaint. 

After taking steps to find healing and closure, some sexual harassment victims choose to “pay it forward.”  They might resolve to educate others about the dangers, behaviors, and effects of sexual harassment.  Strategies might include writing about your experience, participating in a support group, or joining an organization that’s dedicated to fighting sexual harassment. 

Victimization does not need to be the end of the story.  If you or someone you know has been traumatized by sexual harassment, be courageous.  Help is available through support groups, mental health professionals, and other community organizations.

 

Want to talk to a counselor today about this? 

Call Amplified Life at 800-453-7733 and ask for your “Free 15 Minute Phone Consultation" with one of our licensed counselors. We’ll listen, answer questions you may have, and help you plan next steps.

 

Sources:

http://www.eeoc.gov/eeoc/publications/fs-sex.cfm

https://www.rainn.org/get-information/types-of-sexual-assault/sexual-harassment

http://www.aauw.org/what-we-do/legal-resources/know-your-rights-at-work/workplace-sexual-harassment/#strategies

 

Resiliency in the Workplace

Wherever you work you will eventually find yourself in a stressful situation.  Having bounce back potential, or resilience, is a key element to coping with it.  Resilience is a person’s ability to adapt and grow after stressful events.  When life hands you an unfortunate circumstance or a setback, are you able to adjust?  Resilience is also at work when an individual chooses to follow through when there is pressure to give up or quit.  You are able to see past the obstacles in your life, even if the problems don’t go away.  Resilience is necessary in the workplace for employees to cope with people, events within the organization, and with outside events that impact the organization. 

Resilience Threats

Workplace stress threatens our wellbeing from a variety of angles.  The work culture, interactions within our jobs, and issues in our own personal life may cause serious stress.

• Work culture- Anything that happens in the organizational culture of your job can increase stress levels. This includes policies, mergers, growth and expansion, layoffs, etc.
• Interactions within your job- Events such as bullying, intimidation, and being overworked can make the interactions within your organization difficult. Other stressful situations might involve accidents, a coworker’s death, a workplace loss (i.e. demotion, reassignment, retirement, etc.), and the fear of supervisors. 
• Personal lives- How we behave toward other people can threaten our ability to adapt in the workplace. Stress and anxiety from other aspects of our lives can be a factor as well. 

Resilience Benefits

Being a resilient person does not make you a superhuman.  You will still face physical and emotional reactions to life’s traumas and setbacks.  However, the ability to bounce back allows you to continue functioning while also reaching out for help if needed. 

 

The benefits of resiliency on the job extend to both the employee and the internal workplace dynamics.  The employee enjoys increased job satisfaction, less stress, greater happiness, motivation to perform well, and lower risk of anxiety and depression.  Your workplace atmosphere will also benefit from resilience through higher productivity, more motivated employees, increased morale and creativity, and less staff sickness and turnover. 

 

Building Resilience:

While resilience is not necessarily something you are born with, some people do have a natural bounce back ability.  As a learned skill, here are some tips to growing in resilience and retaining that expertise.

• Clear vision- Workers have a greater hope for the future when they can articulate the projects and goals before them. When stressful times arise, a clear vision can help guide you to the next step.
• Self-confidence- Believing in yourself to meet challenges when they arise is called self-efficacy. You clearly accept that there will be challenges, but you maintain the conviction that you can overcome them.
• Organization- Chaos, clutter, and a lack of organization cause the psychological stress that threatens resilience. When an individual’s workstation is organized, he or she will feel more in control when stressors arise. 
• Interpersonal intelligence- The ability to empathize with your coworkers and understand their point of view is a key component to managing relationships. When we are socially aware in the workplace it helps us monitor our own reactions to problems, and seek resolution to a workplace conflict or interpersonal confusion when it arises.
• Problem solving- Resilient people see problems as an opportunity to find new solutions in the workplace. Rather than dreading or avoiding problems, a person with a bounce back ability will face them openly. 
• Learn from mistakes- When you do make a mistake, don’t beat yourself up for it. Learning from mistakes and moving forward will build your resilience. 
• Remaining active- A resilient person does not shut down when adversity comes their way. They speak up for themselves and their goals.  Assertive and active in teamwork, this individual also takes a self-directed approach toward problem solving. 
• Proactive- Successful employees will identify potential problems and take action to prevent them. These individuals won’t wait until a disaster occurs before they clean up a mess and work toward a solution. 
• Value relationships- Feedback from others is considered invaluable to resilient people. They are not interested in always flying solo; they look to others for feedback about their ideas and goals.  Resilient people reciprocate by offering problem solving solutions to their coworkers.
• Self-care- A work environment that values employees who take care of themselves will be more productive in the long run. Getting enough sleep, eating healthy, and a regular exercise routine are keys to maintaining resilience.  In addition, spending time with family and friends eases stress and helps us bounce back faster when times are rough.    

If you are struggling to bounce back from the stressors in your life, be courageous and ask for help when needed.  Talk to your human resources staff about what supports are available for you within your organization, or consider meeting with a licensed mental health professional. With the right plan and attitude, you’ll learn to bounce back better when the next problem arises.  

 

Want to talk to a counselor today about this? 

Call Amplified Life at 800-453-7733 and ask for your “Free 15 Minute Phone Consultation" with one of our licensed counselors. We’ll listen, answer questions you may have, and help you plan next steps.

 

Sources:

http://www.mayoclinic.org/healthy-living/adult-health/in-depth/resilience/art-20046311

http://www.hr.wa.gov/more/EAPResiliencyProject/Pages/ResiliencyInWorkplace.aspx

 

Coworkers Facing Grief Together

Grief is a natural part of life.  Whether it’s expected or sudden, we will all face loss at some point.  It’s common to experience grief in our workplace as well as our personal lives.  Many workplaces do not address how to deal with the death of a coworker, and usually there is no company handbook dedicated to the grieving process.  Everyone will deal with the loss of a coworker differently.  Some coworkers become like family to us, while others we may not know very well. Regardless of the reaction, there are ways to grieve together and process the loss without disrupting work functions.

What is Workplace Grief?

Grief is our reaction to a loss of any kind.  Typically, there are five stages of grief: denial, anger, bargaining, depression, and acceptance.  Everyone reacts differently, and there is no timetable for grief.  If left unprocessed, grief may lead to problems with anxiety or depression. 

 

There are several types of loss within the workplace.  Death, retirement, unemployment, personal injury, and transitioning to a different position or location are all examples of a workplace loss.  When facing the death of a coworker, there can be additional variables that influence the reaction, such as the age of the deceased, how long they worked there, whether it was sudden, and the nature of the relationships they had within the workplace.

Struggling with Grief

Coworkers who are struggling with grief typically display some of the following symptoms:

• Physical- changes in appetite and sleep, headaches, stomach pain, lack of concentration, fatigue, restlessness, and drug or alcohol use.
• Emotional- sadness, fear, anxiety, lack of trust, irritability, depression, guilt, and lowered confidence.
• Vocational- low morale, anger (usually directed at their employer), lowered interest or motivation, or a desire to quit the job.

Occasionally, an employer may offer flexibility with work hours for a grieving employee.  This may prove helpful, but it’s important to recognize that some people find the daily work routine to be a necessary distraction or aid in the healing process. 

Handling the Death of a Coworker

Grief is a universal response, but no two people will handle loss exactly the same.  The following tips may help you work through your pain and give the permission needed to grieve:

1. Respect the relationships- You might have been closer to the deceased coworker than others in the workplace, or vice versa. Everyone’s relationship to the deceased will be different.  While it is acceptable to ask a grieving coworker how they’re doing, you should refrain from trying to “fix” them in their difficult time.  Understanding these dynamics will help everyone along the grieving process.  It is never helpful to tell someone to “get over it” or “snap out of it.” 
2. Talk about it- Feel free to talk about how the loss if affecting you, even if your management is not formally addressing it. Don’t be afraid or nervous to share with coworkers how you are feeling.  Listen to their experience as well, as it can be mutually beneficial.
3. Give back- Ask your employer about ways to formally and informally grieve together. Consider ways to support the coworker’s family and honor his or her life.  Some ideas might include planting a tree, hosting a fundraiser, establishing a college fund for any children involved, or finding other ways to give back to the community.  Perhaps you can hold a workplace memorial service for your coworker.  Talk about their strengths and weaknesses, share funny stories, and   celebrate their life.  Laughter and tears are both part of the grieving process.      
4. Use resources- Many workplaces have employee assistance programs to offer grief counseling, either with an individual or a group. If not, they might connect you and other coworkers to various support groups and resources within your community. 
5. Permission- Sometimes we don’t know why one death hits home more than another. Give yourself permission to grieve, even if you didn’t know the person very well.  You may experience increased fatigue or feel distracted on the job; these are normal reactions to grief.  Talk with your employer if you are having difficulty adjusting back to your work routine.   

After a significant loss in the workplace, it’s important to take care of yourself.  Be mindful to get the proper amount of sleep, seek out the support you need, and practice stress-reducing activities.  Often times helping another through his or her own struggle can provide peace during yours. 

No one should determine what is “grief-worthy” for another.  If you or a coworker feels stuck in a grieving cycle, consider talking with someone in your human resources department, your doctor, a religious leader, or a mental health professional.

 

Want to talk to a counselor today about this? 

Call Amplified Life at 800-453-7733 and ask for your “Free 15 Minute Phone Consultation" with one of our licensed counselors. We’ll listen, answer questions you may have, and help you plan next steps.

 

Sources:

http://www.ors.od.nih.gov/sr/dohs/Documents/Coworkers%20Facing%20Grief%20Together.pdf

http://access.ewu.edu/Documents/HRRR/HR/Grief%20in%20the%20WorkplaceJan2013.pdf

 

 

 

 

 

Preventing Violence at Work

Workplace violence is becoming increasingly prevalent.  Almost two million American workers report that they are victims of workplace violence every year; and many more incidents are never formally documented.  Some workplaces have a higher chance of violence, but the risks are present even in non-hostile environments. 

Workplace Violence Defined

Any act or threat of physical violence or intimidation at work is classified as workplace violence; meaning harassment or other behaviors that disrupt the workplace.  Examples include any form of a true threat, verbal abuse, physical assault, and even homicide.  In short, workplace violence is any behavior that is disruptive, threatening, and/or violent.    

• Disruptive behavior- These disorderly acts involve yelling, using profanity, pointing fingers, and verbal abuse.
• Threatening behavior- This type of bullying threatens people or property in a verbal or written manner. For example, “I’ll make you wish you hadn’t done that!” or “Just you wait…” are considered threatening behaviors. 
• Violent behavior- When someone physically assaults another with or without a weapon, throws an object, or destroys property they are exhibiting violent behavior.

High-Risk Workplaces

Some workplaces are at a higher risk of violence due to the location and nature of the job.  Healthcare professionals, public service employees, customer service representatives, and law enforcement officers are all considered to have a higher-risk workplace.  Other jobs with a higher likelihood of violence include businesses where money or alcohol is exchanged with the public, services that work with volatile or unpredictable people, or jobs that require late-night hours or are located in a high crime area.  Working alone or in an isolated place can also pose a greater threat of workplace violence. 

 

Indicators of Potential Risk

Hindsight is always 20/20, but there are obvious signs of potential workplace risks.  The following are all signs that could point to a viable threat of violence:

• Sudden changes in job performance and behavior
• Outbursts of anger and an inability to control emotions
• Paranoia about co-workers
• Romantically obsessing, stalking, or sexually harassing a co-worker
• History of violent behaviors or discussing violent topics in nature
• Threats that are direct or indirect
• Drug or alcohol problems
• Carrying a concealed weapon or flashing one around

Diffusing Potentially Violent Behavior

Emotions and situations can quickly escalate when people blame others or feel confused, frustrated, and angry.  The following information suggests how to dial down potentially violent workplace behavior.

• Confused- This person will seem distracted or uncertain. The best way to diffuse this behavior is to be patient; listen to their concerns and provide them with facts. 
• Frustrated- Individuals who react easily to stress and resist problem solving are typically very frustrated. They may seem defeated even if they accomplish something.  A good way to engage this person is to provide a calm environment in which to listen to their concerns.  Clarify any misconceptions they might have in a peaceful manner.
• Blaming others- This person won’t take responsibility for his or her own problems, and they continually find fault with others. The quickest way to diffuse this individual is to focus on the facts of “how” a situation occurred rather than “who” caused it.  Create a listening environment and include others when needed.
• Angry- When someone’s body language clearly communicates anger, arguing with him or her is not helpful. They might be shouting, pointing at others, hitting things, or using profanity.  The best thing to do is to get your supervisor or security officer immediately.  Protect your personal safety and the safety of your co-workers by intervening carefully and constructively. 

Workplace Violence Prevention

The most effective way to eliminate workplace violence is to prevent it.  The following are four strategies for preventing violence, protecting workers, and creating a peaceful work environment: 

1. Education - Learn how to recognize, escape, or diffuse potentially volatile situations to maintain your personal safety. Attend trainings to be informed as they are made available. 
2. Zero-tolerance- Encourage your employer to establish a zero-tolerance policy when it comes to violence and intimidation. The policy should be written; and all employees, customers, clients, and consultants must adhere to it or face consequences.
3. Reporting- Employers should provide a safe and easy means for employees to report violence or threats of violence. Alert your supervisor or human resources personnel immediately if you feel a situation is escalating toward potential violence. 
4. Good judgment- Employees should not enter anywhere they feel unsafe. Especially at night, it’s good judgment to implement a “buddy system” or call for security to escort you.

If you are an employer, take every security measure necessary to create a safe working environment for your employees.  For employees, share your ideas regarding workplace safety with your supervisor or employer.  If you are one of the two million victims of workplace violence, seek counseling.  Even witnesses to violence might need to reach out for help.  Check with your human resources department, a licensed therapist, or another health professional to get the support you need.  

 

Want to talk to a counselor today about this? 

Call Amplified Life at 800-453-7733 and ask for your “Free 15 Minute Phone Consultation" with one of our licensed counselors. We’ll listen, answer questions you may have, and help you plan next steps.

 

Sources:

https://www.osha.gov/SLTC/workplaceviolence/

http://www.cdc.gov/niosh/topics/violence/

http://www.doli.state.mn.us/WSC/wvp.asp