4 trends in employee wellness programs for 2019

According to a white paper by MediKeeper, employee wellness programs will be impacted by intelligent personalization, social recognition, virtual wellness and smarter analytics. Continue reading to learn more.


Employee wellness programs will likely be transformed in the coming year by intelligent personalization, social recognition, virtual wellness and smarter analytics, according to MediKeeper’s white paper, “Four Emerging Employee Wellness Trends for 2019.”

“Embracing change and knowing what organizations need to keep driving wellness offerings forward in the next few years will help them lay the groundwork for building stronger employee wellness programs and increasing employee engagement,” says MediKeeper’s CEO David Ashworth. “With health care costs on the rise, companies that pay attention to these key trends will have the greatest success investing in their employees’ overall well-being.”

Intelligent Personalization

Intelligent personalization allows companies to make more informed decisions based on understanding risks and their causes and identifying what is driving present and future cost, according to the white paper.

“Every person is different, so it only makes sense that everyone’s wellness portal experience should also be different — this includes personalization, targeted messages and offerings.,” the authors write. “Adding business intelligence/data mining capabilities delivers the ability to take data captured within the portal, manipulate it, segment it and merge with other sets of data to perform complex associations all within each population groups’ administration portal will be the key to truly managing the population’s health.”

Social Recognition

In the coming year, workplace wellness programs will also implement a multitude of ways to include social recognition that fosters a team-oriented atmosphere intended to encourage people to perform to the best of their abilities, according to the white paper.

“Through social recognition, which can include posting, sharing, commenting and other virtual interactions, employees can help motivate each other to reach their goals,” the authors write. “These interactions foster both a competitive and team-oriented atmosphere that encourages people to perform to the best of their abilities.”

In addition to support from coworkers, managers can also promote their employees’ achievements by offering praise in an online public forum or even further boost morale by handing out incentive points that can be redeemed for tangible rewards.

Virtual Wellness Programming

In 2019, the importance of offering virtual wellness programming will grow as more employees work remotely or set flexible hours, according to the white paper.

“Since employees may work variable hours or work in several locations around the world, it simply doesn’t make sense to solely rely on lunchtime health seminars that may not be accessible to much of the workforce,” the authors write. “Instead of providing physical classes, consider hosting virtual programs that can be viewed at any time or any place. By making your wellness program available online, you’re able to reach a broader audience and make more of an impact within the entire working population.”

Smarter Analytics

Smarter analytics will also be at the forefront in 2019, according to the white paper.

“Now you can generate reports targeted specifically to the information that you are seeking, as well as layering various reports including biometrics, incentives, health risk assessments and challenges, to see what is working and what is not,” the authors write. “You can use these results to inform and better customize the intelligent personalization side of your wellness program. You’ll also be able to send messages from the reports, making them actionable instead of just informative.”

As employers continue to evaluate the effectiveness of their wellness programs, they should keep these four emerging trends in mind in order to ensure that their business is providing all the tools necessary to keep their employees both happy and healthy, according to the white paper.

“Remember that just because you’ve seen success in the past, you can’t just sit back and relax now,” the authors write. “Continual advances in wellness technology mean that you need to stay on top of the trends and adjust frequently in order to remain relevant in an increasingly competitive workplace environment.”

SOURCE: Kuehner-Hebert, K. (28 November 2018) "4 trends in employee wellness programs for 2019" (Web Blog Post). Retrieved from https://www.benefitspro.com/2018/11/28/4-trends-in-employee-wellness-programs-for-2019/


It’s Flu Season...Again

Employee absenteeism and productivity is affected when flu season hits. One step employers can take to combat the flu is by offering their employees the flu vaccine every year. Continue reading this blog post to learn more.


When flu season hits, absenteeism skyrockets and productivity drops. In a recent articleEmployee Benefit News points out that the first step is the "ounce of prevention,” the flu vaccine. Providing for vaccination can be a smart benefit to offer employees, and it requires navigating misinformation about the vaccine, motivating employees to act, and contending with supply issues. For employers who want to increase vaccination rates, experts suggest making the process more convenient or incentivizing getting a shot. On-site programs are more effective since they are not only more convenient but also allow employees to be motivated by seeing their coworkers getting the shot. Regardless of approach, careful planning – from scheduling to ordering to addressing employee concerns – can help an office place stay healthier.

Last year’s flu season was the worst on record, per the CDC. Shared spaces and devices make offices and workplaces perfect places for flu germs to spread. As an article in HR Dive shows, 40% of employees with the flu admit to coming to work and 10% attend a social gathering while sick. Should an employee contract the flu, employers need to have policies in place that empower and encourage workers to stay home when sick.

In “Threat of Another Nasty Flu Season Prompts Workplaces to Be Proactive,” Workforce echoes the importance of the flu shot and a no-tolerance policy toward sick employees coming to the office. Policies and a culture that encourages self-care overpowering through an illness can help foster calling in when needed. The article also reinforces other preventative behaviors like hand washing, staying home while feverish, and coughing into your elbow.

Read more:

HR’s recurring headache: Persuading employees to get a flu shot

40% of workers admit coming to work with the flu

Threat of Another Nasty Flu Season Prompts Workplaces to Be Proactive

SOURCE: Olson, B. (20 November 2018) "It’s Flu Season...Again" (Web Blog Post). Retrieved from http://blog.ubabenefits.com/its-flu-season...again


How To Stay Sane During The Holidays

The holiday season can be the most stressful time of the year for many people. Carrie Dorr, fitness and wellness expert, shares her best tips for remaining balanced, healthy and happy during the holidays in this blog post.


The holiday season can often be the most stressful time of the year. It's often when we gather with our family, sit through a performance review with our boss, and plan for the new year. One cannot help but feel a mix of joy and anxiety as they approach this time. If you're feeling the pressure of the next few weeks, you're not alone!

As fitness and wellness expert Carrie Dorr says, "When it comes to being healthy, few of us realize that mental well-being is key to holistic health and remaining balanced in busy times. Our social calendars can take a toll on our mental and physical health." As the founder of Life Smart, Carrie is a go-to online wellness guide dedicated to providing women with the tools they need to enhance their holistic health through fitness, nutrition, and mental care.

She shares her best tips for remaining balanced, healthy and happy during the holidays:

Fitness

Even a 5 or 10-minute workout can significantly improve your overall well-being both physically and mentally. As Carrie explains, "Exercise makes your body stronger and also stimulates the production of endorphins which combat stress."

If your schedule doesn't allow for workout classes or gym sessions, at the very least, make time to breathe and stretch—every day. "Breathing relaxes our nervous system and helps to lower both heart rate and blood pressure. Flexibility and range of motion are key to posture, dexterity, and vitality!" Carrie says. She recommends doing both together daily.

Last but not least, don't forget to put together a workout playlist. Music is a powerful motivator and can have an amazing impact on your exercise. From Carrie's experience, matching the song to the pace of your workout helps optimize it. Higher beats per minute (BPMs) for faster exercise like cardio and lower BPMs for slower exercise like strength training and yoga. Check out Carrie's playlist for this month here.

Nutrition

Snack well and often to keep your metabolism humming and to avoid binging. Keeping nutrient-dense snacks on-hand, such as nuts, is a good way to build the habit. Be sure to drink plenty of water throughout the day. Keep a bottle on your desk for a visual reminder.

"With cold and flu season, increased travel and exposure around more people over the holidays," Carrie says, "it’s important to eat foods that help boost your immune system so you can prepare for the cold and flu season ahead." Some examples include fruits and vegetables (they pack a serious antioxidant and fuel your body with the essential vitamins and minerals), bone broth (an amazing tonic that helps repair the gut lining and reduce inflammation) and meals seasoned with ginger, turmeric, onions or garlic (they are well-known fighters of infection, bugs and bacteria).

Another key aspect of your nutrition is your sugar intake. As refined sugar tends to alter your immune system for hours after consumption, it makes you more vulnerable to germs. Replace high-sugar treats such as soda, candy bars and cupcakes with slices of apples, pear or a cup of blueberries. If you're really craving one of those sweets, Carrie recommends trying out healthy cookie recipes here.

Mental health

Anticipating losing sleep? Do not let that happen! It's essential for your body to repair itself and while most of us love to do it, there are times when insomnia will creep in. To reduce the anxiety and pressure around sleep, Carrie finds it helpful to maintain an evening practice that sets the stage for a relaxing night. Write down five wins (big or small) of the day before bed in a journal. What's a better way to enhance your mood?

Surprisingly, another way to feel good about yourself is to put your time and energy in service to others. Do something kind for another person without expectations. "Kindness can shift you out of your own singular perspective, where it’s easy to be consumed by personal obligations and problems, into a place where you remember that we are all in this together!" Carrie Says. There are so many simple ways to do this on an ongoing basis and even more opportunities around the holidays. Among other things, you can adopt a family for gift-giving, help feed the homeless in your community or visit the elderly at a local senior center and sing with them.

Most importantly, during the holidays, be sure to have FUN! If you are feeling overwhelmed by the season, shift your focus to the memories that await you. Plan out some seasonal things to do: go see a local play, bake cookies, play holiday songs on the piano, or be goofy with friends in public and laugh. A little laughter goes a long way.

SOURCE: Joseph, S. (2 December 2018) "How To Stay Sane During The Holidays" (Web Blog Post). Retrieved from https://www.forbes.com/sites/shelcyvjoseph/2018/12/02/how-to-stay-sane-during-the-holidays/#596473932750


Counting sleep: New benefit encourages employees to track their shut-eye

The Centers for Disease Control and Prevention (CDC) reports that about one-third of U.S. adults reported getting less than the recommended amount of sleep. Read on to learn about a new benefit employees are using to track their sleep.


It’s one of employers’ recurring nightmares: Employees aren’t getting enough sleep — and it’s having a big impact on business.

Roughly one-third of U.S. adults report that they get less than the recommended amount of rest, which is tied to chronic health issues including Type 2 diabetes, heart disease, obesity and depression, the Centers for Disease Control reports.

That lack of sleep is also costing businesses approximately $411 billion a year in lost productivity, according to figures from global policy think tank RAND Corporation.

But one company thinks it has a solution to the problem: A new employee benefit that helps workers track, monitor and improve sleep.

Welltrinsic Sleep Network, a subsidiary of the American Academy of Sleep Medicine, this month launched an online sleep wellness program to help workers get more out of their eight hours of shuteye. Employees use the online tool to create a sleep diary, which tracks the quantity and quality of rest, says Dr. Lawrence Epstein, president and CEO of Welltrinsic. Employees manually log their time or upload data from a fitness tracker, like a Fitbit, to the platform.

Employers can offer the program as a benefit to complement broader wellness initiatives. The program allows companies to track how often an employee uses the platform and offer incentives like days off or reduced health insurance premiums if they are consistent, Epstein says. Welltrinsic charges an implementation fee to set up a company’s account, plus a per-user fee determined by the number of participants.

“Sleep affects a lot of aspects of how people feel about their work and their productivity,” Epstein says. “If you can help improve their health and morale, it will help with retaining staff.”

Epstein says lethargic workers are more likely to miss work or not be productive when they are in the office. But there are actionable ways employees can improve the quality of their rest, he adds.

Welltrinsic’s program gives employees a comprehensive review of their sleep. Then employees set a sleep goal — the goal can be as simple as getting to bed at a particular time or improving sleep quality. After employees have logged their data, Welltrinsic provides them with custom tips for improving sleep, which may include reducing light exposure or increasing mindfulness and relaxation.

Still, sometimes an employee may have a more serious issue, Epstein says. If numerous efforts to improve a nighttime ritual have fallen short, an employee may need to be examined for a sleep disorder, he explains. To that end, the program also offers sleep disorder screening tools. If it appears an individual is at risk for a disorder, Welltrinsic provides workers with a list of specialists who can help.

“If we feel they are at risk for a sleep disorder, we can direct them to somebody close to them who will be able to address their problem,” Epstein adds.

The American Academy of Sleep Medicine is providing Welltrinsic’s sleep program as a benefit to its own roughly 60 workers. Meanwhile, Epstein says Welltrinsic recently engaged in a beta test of the program with multiple employers but did provide additional names.

“It’s a way that they can help motivate their employees to improve their own health,” he says.

Epstein doesn’t think that employees are aware that they aren’t getting enough sleep — ­and demanding work schedules aren’t helping. He’s hoping the program will help people realize that sometimes they need to turn off their email and take a rest.

“We are built to spend about a third of our lives sleeping, and there are consequences for not doing that,” he says. “Hopefully this helps get that message and information out to people.”

SOURCE: Hroncich, C. (20 November 2018) "Counting sleep: New benefit encourages employees to track their shut-eye" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/news/counting-sleep-new-benefit-encourages-employees-to-track-their-shut-eye?brief=00000152-1443-d1cc-a5fa-7cfba3c60000


Poor employee health costs employers half trillion dollars a year

Poor employee health costs employers half a trillion dollars each year and almost 1.4 billion in missed work days, according to a recent report from the Integrated Benefits Institute. Read this blog post to learn more.


Poor employee health is costing employers in a big way — to the tune of half a trillion dollars and nearly 1.4 billion days of missed work each year.

That’s according to a new report from the Integrated Benefits Institute, which finds that employees miss around 893 million days a year from illness and chronic conditions, and another 527 million days because of impaired performance due to those illnesses. Those days add up to $530 billion in lost productivity.

“To put this in further context, the cost of poor health to employers is greater than the combined revenues of Apple, Amazon, Microsoft, Netflix, eBay and Adobe,” says Thomas Parry, president of Integrated Benefits Institute, an independent nonprofit that serves more than 1,250 employers including Amazon, Kroger, McDonald’s and Walmart.

The $530 billion price tag is on top of what employers already spend on healthcare benefits. Employers pay $880 billion in healthcare benefits for their employees and dependents, which means that poor health costs amount to “60 cents for every dollar employers spend on healthcare benefits,” according to the study.

“There’s not a CEO or CFO that can placidly accept their business expending the equivalent of almost two-thirds of their healthcare dollars on lost productivity,” Perry says. “Illness costs this country hundreds of billions of dollars, and we can no longer afford to ignore the health of our workforce.”

Employers invest in healthcare benefits to maintain a productive workforce. But this new study suggests that more needs to be done to keep employees healthy, or strategies need to be put in place to lower spending. Or both.

“It’s critical that employers understand how strategies for managing healthcare spend — such as cost- shifting to employees or ensuring better access and more cost-effective care — can impact the kinds of conditions that drive illness-related lost productivity,” says Brian Gifford, director of research and analytics at IBI.

The study broke down the estimated costs of poor health into several categories:

Wage and benefits (incidental absence due to illness, workers’ compensation and federal family and medical leave): $178 billion.

Impaired performance (attributed to chronic health conditions): $198 billion.

Medical and pharmacy (workers’ compensation, employee group health medical treatments, employee group health pharmacy treatments): $48 billion.

Workers’ compensation other costs (absence due to illness, reduced performance): $25 billion.

Opportunity costs of absence (missed revenues, costs of hiring substitutes, overtime): $82 billion.

For its study, IBI used 2017 data from the U.S. Bureau of Labor Statistics as well as its own benchmarking data from 66,000 U.S. employers.

SOURCE: Paget, S. (20 November 2018) "Poor employee health costs employers half trillion dollars a year" (Web Blog Post). Retrieved from https://www.benefitnews.com/news/poor-employee-health-costs-employers-half-trillion-dollars-a-year?brief=00000152-14a7-d1cc-a5fa-7cffccf00000


Don't Mistake Perks for Corporate Culture

Employee perks are great but they shouldn't be mistaken for corporate culture. Read on to learn about the difference between great perks and great culture.


Too often, companies confuse perks and culture. Leaders think that to create a great culture, they should go purchase ping-pong and pool tables, get a keg for the office or offer four-day workweeks. But these are all perks, not culture, which are two very different things. If a company only focuses on adding flashy perks, they may attract an employee, but they won’t retain them.

Don’t get me wrong, perks are great, but if there are beanbag chairs and no one likes each other, that doesn’t accomplish much. Allowing your employees to bring dogs to work is a perk. Texting an employee after they had to put their dog down is culture.

Culture is made up of emotion and experiences. It’s the intangible feelings created by tangible actions. It’s about caring for your people and creating a sense of community that allows employees to feel connected to something bigger than their individual role. It’s allowing them to feel comfortable to be themselves. Culture is creating an experience that employees wouldn’t otherwise be able to have. It’s spending the time to actually listen and support them in their personal lives, both good and bad. It’s about asking for their opinion and then acting on the feedback.

Perks are short-term happiness. They will attract talent, but if companies aren’t investing in professional and personal development, if they’re not willing to spend the time listening and gauging individual motivators, if there is a lack of empathy for an employee who is struggling with a personal issue, the employee will leave as soon as they are offered a higher paycheck elsewhere. It’s like a relationship: If all you get are flashy gifts from your significant other without any emotional investment or support, it will fizzle.

Culture is transparency, and that is a two-way-street. If leaders expect their staff to be transparent, they too have to be transparent with their staff. They stand up in front of their co-workers and share their mistakes that have cost money, damaged confidence and produced tears and heartache. They share mistakes to show employees, new and old, that if you are running 100 mph, mistakes will happen, but the future success will overshadow them. That you can learn from them.

What about the companies that have their core values of integrity and honesty painted on their walls, but when influential employees go against them, they’re not penalized? That’s fake. Culture is when leadership removes someone from the organization who is bringing others down regardless of them being the company’s top producer. They are dismissed because that is the right thing to do for the team.

Culture is holding people accountable. Pushing them to be better. Training them to learn how. Developing their skills and then allowing them to execute the directives. When people are challenged and pushed and they become better, you are establishing culture.

Building a culture is hard work. It’s not a one-month or one-year initiative. The truly great places to work—the ones that get all the recognition and accolades—didn’t start investing in employees for the awards. The awards were ancillary.

An employee who thinks of jumping ship can compare perks easily, but culture is much harder to evaluate. Instead of focusing on temporary benefits, leaders should focus on creating an environment which makes your company hard to leave.

SOURCE: Gimbel, T. (14 November 2018) "Don't Mistake Perks for Corporate Culture" (Web Blog Post). Retrieved from https://blog.shrm.org/blog/dont-mistake-perks-for-corporate-culture

Originally posted on LaSalle blog.


Are Your Workers Sleeping on the Job?

Roughly three-quarters of American adults surveyed reported feeling tired at work often, according to a recent survey by Accountemps. Read on to learn more.


The occasional Monday-morning yawn is a common sight at most offices—but, according to new research, a staggering number of employees report being tired at work. Even if workers aren’t actually sleeping on the job, consistent tiredness could spell big trouble for productivity and retention.

Staffing firm Accountemps surveyed 2,800 American adults working in office environments, finding that nearly three-quarters report being tired at work often (specifically, 31 percent said very often, and 43 perfect reported feeling tired somewhat often). Twenty-four percent said it’s not very often that they’re yawning on the job, while just 2 percent said they never feel tired at work.

The report also ranked the top 15 “sleepiest” cities based on survey responses, with Nashville, Tenn. claiming the No. 1 spot, followed by a three-way tie between Denver, Indianapolis and Austin, Texas.

Michael Steinitz, executive director of Accountemps, noted that on-the-job errors would naturally follow if you have a workforce of tired employees. And, he says,  “Consider the underlying causes of why employees are sleepy: If it’s because they’re stretched too thin, retention issues could soon follow.”

Those ideas are bolstered by research from Hult International Business School, which found that the 1,000 workers in its study average about 6.5 hours of sleep per night, lower than the seven to eight hours recommended by the American Academy of Sleep Medicine. Even a half-hour less than the optimal sleep time, researchers found, led to poorer workplace performance. Tired workers reported a lack of focus, needing more time to complete tasks, struggling with creativity, lacking motivation to learn and challenges to multitasking. Many of those side effects of being tired at work, the researchers wrote, are often mistakenly attributed to poor training or work culture when, in reality, they may stem from sleeplessness.

Lack of sleep has a well-documented impact on physical health, and Hult also noted its effects on mental wellness. A vast majority of respondents (84 percent) said they feel irritable at work when they’re tired, and more than half reported feelings of frustration and stress—all of which, researchers noted, can impact teamwork and collaboration.

Accountemps suggested a number of ways employees can guard against being tired at work: physical exercise, being more communicative with managers and leaving work at the office, such as by not bringing a phone or laptop to bed to decrease the chances of letting work communications keep them up at night. On the employer side, the firm recommended managers set reasonable office hours, increase face-to-face meetings with subordinates to see where support is needed and encourage workers to unplug when they leave the office.

SOURCE: Colletta, J. (26 October 2018) "Are Your Workers Sleeping on the Job?" (Web Blog Post). Retrieved from http://hrexecutive.com/are-your-workers-sleeping-on-the-job/


Changing the conversation on mental health

Are you looking to change the conversation on mental health? Bell is creating a set of guidelines employers can use to encourage conversations around mental health, helping change the landscape for mental health in Canada. Continue reading to learn more.


NEW ORLEANS — With no existing standard for how to deal with mental health issues from a workplace perspective, one Canadian employer aimed to tackle the stigma around discussing mental illness, using steps that U.S. employers can follow.

Bell, the telecom giant headquartered in Montreal, has helped change the landscape for mental health in Canada by creating a set of guidelines employers can use as they put in place policies that encourage conversations around mental health.

“When we first went on our journey to establish workplace best practices, we couldn’t find any established guidelines,” Monika Mielnik, senior consultant, human resources, workplace health at Bell, said last week at the Benefits Forum & Expo, hosted by Employee Benefit News and Employee Benefit Adviser.

So the company helped fund the National Standard for Psychological Health and Safety to provide a voluntary set of guidelines, tools and resources employers can use.

There are 13 psychological factors within the guide, ranging from workload management and organizational culture to engagement, recognition and reward, which Mielnik says is “low-hanging fruit” for employers looking for a place to start.

Mielnik offers five steps for employers looking to build a successful program that promotes psychological health in the workplace: Commitment and awareness, support services, mental health training, return to work and accommodation processes, and the ability to measure progress.

Before starting out, Mielnik added, “it’s important to engage individuals across the organization to establish successful mental health initiatives.” Getting executive support and sponsorship, a dedicated mental health leader, and cross-functional involvement are also key.

And while commitment is important, awareness is equally necessary, she added. Bell has three annual campaigns with events aimed at engaging and educating employees across the country to address stigma and create a supportive and inclusive environment: Bell Let’s Talk (January), Mental Health Week (May) and Mental Illness Awareness Week (October).

“Understanding there is stigma and taboo around mental health, we want to make sure our employees are educated and aware of the impact it can have on them, their spouses, and others,” she said.

Bell partnered with digital wellness platform LifeSpeak in 2013 to provide employees with around-the-clock access to tools and assistance programs. In addition, Bell created a dedicated intranet page to provide weekly articles and an on-demand video library.

Bell employees access LifeSpeak 97% of the calendar days, said panelist Danny Weill, VP of partnerships at LifeSpeak. “This has become part of their culture. I like how Bell walks the walk. They do all this amazing stuff in the community, and then they do this stuff in the workplace, which is ultimately good,” he said.

In addition to access, mental health training is a huge part of the culture at Bell.

All employees are required to complete the building blocks to positive mental health training – which includes six interactive modules to help improve and maintain their own mental health.

Further, workplace mental health leadership is mandatory for all leaders within the organization. “This training equips leaders with a better understanding of mental health and [helps them to] be better equipped to have a conversation with employees,” she said. “That has been very key for us.” More than 10,000 leaders have been trained to date.

Part of leadership training includes return-to-work processes, as well as accommodation programs, she noted.

Measuring progress within the organization is an important final component of her five-step plan.

“When we took on this cause in 2010, we did it to make a lasting and significant impact,” she said. Dollars and percentages linked to such things as long- and short-term disability rates, utilization of benefits, etc., can all be measured for success, she added.

Bell noted a positive impact over a two- to three-year period, including a 20% reduction in mental health-related short-term disability and a 50% reduction in relapse and reoccurrence rates.

“One key area, and something we did early, is to take a pulse and baseline check with what’s occurring right,” she said. “Look at your short-term claims or any metric results you have that can speak to the mental health area in your workplace.”

There is a misconception that you have to start big and re-create the wheel when it comes to mental health programs, Mielnik said. “Look at metrics and programs in place and either build off or enhance those programs, but that baseline will be a good place to start.”

SOURCE: Otto, N. (3 October 2018) "Changing the conversation on mental health" (Web Blog Post). Retrieved from: https://www.benefitnews.com/news/changing-the-conversation-on-mental-health?feed=00000152-18a4-d58e-ad5a-99fc032b0000


8 Ways to Relate to Time as a Realist

Time optimists tend to get overbooked and overwhelmed when things don't get done in time, according to productivity and time management expert Julie Morgenstern. Read on for tips on how to be a better time realist.


Productivity and time management expert Julie Morgenstern believes people can be grouped two ways when it comes to time management: Time realists and time optimists.

Time realists consider how long things take and what is going on in any given day. Time optimists are guided by what they hope to get done.

Morgenstern argues that time optimists get overbooked and overwhelmed when things don’t, or can’t, get done in time. To help people be better realists, she offers these tips in The New York Times:

  1. Pause before the yes
    Think about how long a task will take and clearly let stakeholders know what’s possible, or what will have to be postponed to make a new priority happen.
  1. Plan for two days
    Look ahead and see how the puzzle of your next few days looks as you consider where critical tasks will fit in.
  1. Batch activities
    Your concentration threshold will help you divide your days by administrative tasks, creative ones, and fit in hobbies and socializing. Then, create mini-deadlines for the most dreaded tasks.
  1. Deal with email
    Set aside time for regular email maintenance. If it takes less than five minutes, reply and deal with it immediately. Drowning in old email? Sort unread emails by date, and simply delete the oldest.
  1. Avoid too many tools
    Pick the four communication platforms—including email, texts, phone and social media messaging tools—you can manage and only manage those.
  1. Set a timer
    Work on things you’d procrastinate on in timed intervals and don’t stop until the timer goes off.
  1. Pick a calendar
    Rather than flip between a paper or electronic calendar, pick one and stick with it. Then, add your to-do list to it.
  1. Carve out ”me time”
    The most productive people claim personal time and make it part of their schedule. Whatever it is you love to do, create time for it the same way you do the things you have to do.

Read More:

The New York Times It’s Time to Become a Time Realist

SOURCE: Olson, B. (6 November 2018) "8 Ways to Relate to Time as a Realist" (Web Blog Post). Retrieved from: https://blog.ubabenefits.com/8-ways-to-relate-to-time-as-a-realist


Coping with stress: Workplace tips

Identifying your stress triggers is just one way you can cope with workplace stress. The workplace is a common source of stress for employees. Continue reading for tips on how to cope with stress.


The workplace is a likely source of stress, but you're not powerless to the effects of stress at work. Effectively coping with job stress can benefit both your professional and personal life. Here's help taking charge.

Identify your stress triggers

Your personality, experiences and other unique characteristics all influence the way you respond to and cope with stress. Situations and events that are distressing for your colleagues might not bother you in the least. Or you might be particularly sensitive to certain stressors that don't seem to bother other people.

To begin coping with stress at work, identify your stress triggers.

For a week or two, record the situations, events and people who cause you to have a negative physical, mental or emotional response. Include a brief description of each situation, answering questions such as:

  • Where were you?
  • Who was involved?
  • What was your reaction?
  • How did you feel?

Then evaluate your stress inventory. You might find obvious causes of stress, such as the threat of losing your job or obstacles with a particular project. You might also notice subtle but persistent causes of stress, such as a long commute or an uncomfortable workspace.

Tackle your stress triggers

Once you've identified your stress triggers, consider each situation or event and look for ways to resolve it.

Suppose, for instance, that you're behind at work because you leave early to pick up your son from school. You might check with other parents or neighbors about an after-school carpool. Or you might begin work earlier, shorten your lunch hour or take work home to catch up in the evening.

Often, the best way to cope with stress is to find a way to change the circumstances that are causing it.

Sharpen your time management skills

In addition to addressing specific stress triggers, it's often helpful to improve time management skills — especially if you tend to feel overwhelmed or under pressure at work. For example:

  • Set realistic goals. Work with colleagues and leaders to set realistic expectations and deadlines. Set regular progress reviews and adjust your goals as needed.
  • Make a priority list. Prepare a list of tasks and rank them in order of priority. Throughout the day, scan your master list and work on tasks in priority order.
  • Protect your time. For an especially important or difficult project, block time to work on it without interruption. Also, break large projects into smaller steps.

Keep perspective

When your job is stressful, it can feel as if it's taking over your life. To maintain perspective:

  • Get other points of view. Talk with trusted colleagues or friends about the issues you're facing at work. They might be able to provide insights or offer suggestions for coping. Sometimes simply talking about a stressor can be a relief.
  • Take a break. Make the most of workday breaks. Even a few minutes of personal time during a busy workday can be refreshing. Similarly, take time off when you can, whether it's a two-week vacation or an occasional long weekend. Also try to take breaks from thinking about work, such as not checking your email at home in the evening or choosing times to turn off your cell phone at home.
  • Have an outlet. To prevent burnout, set aside time for activities you enjoy — such as reading, socializing or pursuing a hobby.
  • Take care of yourself. Be vigilant about taking care of your health. Include physical activity in your daily routine, get plenty of sleep and eat a healthy diet.

Know when to seek help

If none of these steps relieves your feelings of job stress or burnout, consult a mental health provider — either on your own or through an employee assistance program offered by your employer. Through counseling, you can learn effective ways to handle job stress.

SOURCE: The Mayo Clinic Staff (16 May 2016) "Coping with stress: Workplace tips" (Web Blog Post). Retrieved from https://www.mayoclinic.org/healthy-lifestyle/stress-management/in-depth/coping-with-stress/art-20048369