The Business Group Blog was created to share and discuss information about challenges and solutions to the health care benefits issues that large employers face today and tomorrow — such as controlling health care costs, reforming the health care delivery system, and engaging employees in their health and benefits — and will provide insight into national health policy issues. We hope you find this information useful and will consider subscribing to the blog and sharing any thoughts or ideas with us at firstname.lastname@example.org.
There are 5 item(s) tagged with the keyword "resilience".
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With Hurricane Florence set to slam into the East Coast, large employers are activating emergency preparedness plans and preparing to extend assistance and support to those affected.
A recent study by Truven Health found that 42% of employees are stressed. And while 27% of employees say that they’re coping, 15% are not.1 “Stress is a reality for most, especially when the work itself is by its very nature stressful (such as health care),” says Laura Putnam, author of Workplace Wellness that Works and CEO of Motion Infusion. “But the real question is how do we become more resilient in the face of these demands?” The answer, Laura contends, is to “make it the job of every organization, every leader and every manager to ensure that resilience-building practices, such as offering compassion, expressing gratitude, exhibiting positivity, and prioritizing well-being, are modeled, encouraged and normalized at work.”
According to the World Health Organization, “work-related stress is the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope. Stress occurs in a wide range of work circumstances, but is often made worse when employees feel they have little support from supervisors and colleagues, as well as little control over work processes.”
Integrating employee health and workplace safety can have a positive impact on corporate performance because of the strong association between lifestyle risks and medical conditions with absence and workplace safety. Unfortunately, it is difficult to realize the benefits of integration when employee safety, occupational health and absence are managed by separate departments and involve multiple vendor partners.
Some companies have made significant progress toward integrating occupational health and safety programs. One example is featured in this post.
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