Mental Illness Awareness Week is a fantastic time to revisit mental health initiatives and education in the workplace. With the holidays approaching and important end-of-year deadlines approaching, employees and managers can benefit from a mental health and mental illness refresher.
This blog post was written by Ambrosia Greer, a Nivati Massage Therapist and Meditation Guru. You can see more of their content on the Nivati platform and on the Nivati blog. If you want to learn more about Nivati, click here.
Are massages supposed to hurt?
The body reacts with two types of responses regarding massage: the relaxation response and the mechanical response. Most people seek or look forward to relaxation when booking a massage. This response to the application of soft-touch is healing, breathing regulation, decreases in blood pressure, and reduction in stress hormones.
The human aspect of Human Resources is everything. HR people like you are concerned about employee happiness, engagement, and success. A lot of day-to-day support (even emotional and mental support) plays a massive part in employee success. However, it is also essential for HR leaders to consider the hard data when they are making decisions for their employees and providing solutions to leadership.
The Nivati HR Leader Brain Trust group determined the top data points and statistics every HR leader should track to ensure growth and success for the company and employees.
Backpain Crowned The Leading Cause Of Workplace Disability
In 2017 a Global Health Data Exchange study found that back pain was the “leading cause of disability worldwide and prevents people from not only working, but from doing everyday simple activities.”
What is the current state of remote-employee wellness at your company?
Even before the start of the pandemic, companies recognized the benefits of providing wellness programs for their employees. The expansion of EAPs to include health and fitness programs, sometimes with lower health insurance contributions as an incentive to participate, has been well received by employers and employees. But as we’ve seen, most EAP programs fall short in the mental health arena, and many companies have no actual mental health program goals and objectives to guide their team to success.
Have you ever wondered what makes a goal a good one? We look over our shoulder, and there’s someone striving to run a marathon or bench press 250 pounds. Over the other, someone is working to open their own business while attempting to become a worldwide speaker. Goals are everywhere: on our way to work, on our way home, on our way to the gym, in the grocery store, down at the park. Everyone seems to have them, and everyone seems to want them. People certainly spend a lot of time talking about goals, the elements of goal setting, and how we must work towards them.
In a world where grief is viewed in black and white, I’m here to say that grief is so much more interesting when viewed in technicolor.
Growing up, I knew black and white grief—sadness, crying, dark clothes, drizzly days, death, and funerals were par for the course. Input from people, books, and media constantly affirmed the gray gloom I saw and experienced, so I had no reason to consider anything different.
Talking about suicide at work can save lives.
Suicide at work has risen significantly over the years, with those in management, food service, sales, military, and first responder positions at the highest risk. Millions of people suffer from suicide loss every year.