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Employee Wellness

How to manage employees’ mental health

When it comes to employee management and mental health in the workplace, managers often prefer the proverbial 'head-in-the-sand' approach. As mental illness is still largely feared and misunderstood, it seems easier to adopt the - blatantly incorrect - behaviour of ignoring it in the hope it will go away. So how should you, as a manager, perform your employee management responsibilities with regard to your employees' mental health?

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Employee wellness programmes = good corporate governance

Besides the obvious corporate governance areas most organisations typically concentrate on - such as compliance with legislation - many organisations don't consider the more fundamental governance issues attached to their employees or workforce. This reporting is relatively new for most organisations and getting to know and deal with the so-called 'soft' issues of a business is actually not that easy. It's in this context that organisations will need to show the cumulative and individual health risks of the organisation and its employees practically. How?

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Don’t sweep depression under the boardroom table

A cliché to most of us, ‘blue Monday’ has a completely different meaning to the millions of South Africans suffering from depression and who have to present themselves at work often trying to hide the very real challenges this illness presents them with every day. How, as an employer, do you deal with an employee who suffers from this disease?

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How do I choose an EAP for my company?

On Monday, I spoke about what an employee assistance programme (EAP) should contain. Today, I’ll share with you my thoughts about how you should go about choosing an EAP that is right for your company.

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What is an EAP?

If you implement an employee assistance programme (EAP) at your company, your employees’ productivity will increase, accidents will be reduced and workplace conflicts will be resolved in a shorter period of time. And best of all, you will be able to demonstrate a return on the investment you made in the programme. Do not use an EAP as window-dressing, a 'nice-to-have’ to use to build company image. Rather use your company’s EAP as a pro-active strategy to support your employees to function on increasingly higher levels and thus be more productive and happy.

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