Creating Resilient Creating Resilient Employees in a Thriving Employees in a Thriving
EnvironmentEnvironmentKris HaugenKris Haugen
Park Nicollet Health ServicesPark Nicollet Health Services
2007 AWC Health Academy2007 AWC Health Academy
AgendaAgenda
The changing face of stressThe changing face of stress Resilience – Hardiness skillsResilience – Hardiness skills Workplace guidelines for long term Workplace guidelines for long term
success success Helping employees cope immediatelyHelping employees cope immediately Wrap Up/DiscussionWrap Up/Discussion
The Changing Face of StressThe Changing Face of Stress
Stress statisticsStress statistics The pace of the worldThe pace of the world The pace of our workplacesThe pace of our workplaces
Stress StatisticsStress Statistics
51% of employees felt fatigue and 51% of employees felt fatigue and out of control on the jobout of control on the job
50% missed 1-2 days per year due to 50% missed 1-2 days per year due to stressstress
46% come to work 1-4 days per year 46% come to work 1-4 days per year too stressed to be effectivetoo stressed to be effective
CommPsych Poll - 2006CommPsych Poll - 2006
The Pace of the WorldThe Pace of the World
TechnologyTechnology Consumerism and MarketingConsumerism and Marketing Multi-taskingMulti-tasking Family LifeFamily Life CommutingCommuting
The Pace of the WorkplaceThe Pace of the Workplace
TechnologyTechnology The changing face of employees – The changing face of employees –
turnover, demographicsturnover, demographics Market demandsMarket demands Justifying your job – from determining Justifying your job – from determining
critical functions to outsourcing critical functions to outsourcing
MORE WITH LESSMORE WITH LESS
Reflection on StressReflection on Stress
It is not necessarily It is not necessarily the amountthe amount of of stress people experience at work, but stress people experience at work, but how quicklyhow quickly they recover from the they recover from the effects that is important to their effects that is important to their health and wellbeing.health and wellbeing.
(Cropley and Purvis, 2004)(Cropley and Purvis, 2004)
Why Resilience?Why Resilience?
We need to learn to We need to learn to
not only survive, but not only survive, but
thrive in this environmentthrive in this environment..
Definition of ResilienceDefinition of Resilience
Resilience – from Latin “to leap back”Resilience – from Latin “to leap back” Definition: Definition:
The process and experience of being The process and experience of being disrupted by change, opportunities, disrupted by change, opportunities, stressors and adversity, and, after stressors and adversity, and, after
introspection, accessing gifts and introspection, accessing gifts and strengths to grow stronger through strengths to grow stronger through disruption. disruption.
Journal of Health Ed, 1990Journal of Health Ed, 1990
Resilient PeopleResilient People
Look for opportunities in problemsLook for opportunities in problems Have a positive attitudeHave a positive attitude Fight the victim mentalityFight the victim mentality Find their power in every situationFind their power in every situation Overcome difficultiesOvercome difficulties Learn from mistakesLearn from mistakes
Burnout Associated with:Burnout Associated with:
Older workersOlder workers UnmarriedUnmarried Manual occupationsManual occupations High alcohol intakeHigh alcohol intake OverweightOverweight Physically inactivePhysically inactive History of physical or mental illnessHistory of physical or mental illness
Creating a Resilient WorkplaceCreating a Resilient Workplace
1. Hardiness skills1. Hardiness skills
2. Psychologically healthy work 2. Psychologically healthy work environment environment
3. Immediate coping skills and 3. Immediate coping skills and resourcesresources
1. Provide hardiness 1. Provide hardiness skillsskills
Components of HardinessComponents of Hardiness
Control – Control – make decisionsmake decisions
Commitment - Commitment - involvedinvolved
Challenge – Challenge – stress is positivestress is positive
Individuals with Hardiness SkillsIndividuals with Hardiness Skills
Don’t give up easily under pressureDon’t give up easily under pressure
Are ill less oftenAre ill less often
Adapt to stressAdapt to stress
Hardiness ResultsHardiness Results
Managers with high hardiness and Managers with high hardiness and low stress – 35% fewer sick hourslow stress – 35% fewer sick hours
Managers with high hardiness and Managers with high hardiness and HIGH stress – 57% fewer sick hoursHIGH stress – 57% fewer sick hours
Cultivate HardinessCultivate Hardiness
In hiring practicesIn hiring practices
Develop coping skillsDevelop coping skills
Supportive workplace policiesSupportive workplace policies
2. Create a 2. Create a Psychologically Healthy Psychologically Healthy
WorkplaceWorkplace
Guidelines from the Guidelines from the American Psychological American Psychological
AssociationAssociation
Psychologically Healthy Psychologically Healthy Workplaces have:Workplaces have:
Employee involvementEmployee involvement
Work-life balance Work-life balance
Employee growth and developmentEmployee growth and development
Health and safety Health and safety
Employee recognition Employee recognition
http://www.phwa.org/intheworkplace/index.phphttp://www.phwa.org/intheworkplace/index.php
Employee InvolvementEmployee Involvement
Self-managed work teamsSelf-managed work teams
Employee committees or task forcesEmployee committees or task forces
Continuous improvement teamsContinuous improvement teams
Participative decision-makingParticipative decision-making
Employee suggestion forums, such as a Employee suggestion forums, such as a suggestion box and monthly meetings suggestion box and monthly meetings
Work-Life BalanceWork-Life Balance
Flexible workFlexible work
Childcare assistance Childcare assistance
Eldercare benefitsEldercare benefits
Personal financial resources Personal financial resources
Benefits for family members and domestic Benefits for family members and domestic partners partners
Flexible leave options beyond FMLAFlexible leave options beyond FMLA
Employee Growth and Employee Growth and DevelopmentDevelopment
Continuing educationContinuing education Tuition reimbursement Tuition reimbursement Career development or counselingCareer development or counseling Skills trainingSkills training Opportunities for promotion and Opportunities for promotion and
internal career advancement internal career advancement Coaching, mentoring, and leadership Coaching, mentoring, and leadership
developmentdevelopment
Health and SafetyHealth and Safety
Training and safeguards Training and safeguards Health promotion programs Health promotion programs Adequate health insurance Adequate health insurance Health screenings Health screenings Access to health/fitness/recreation Access to health/fitness/recreation
facilities facilities Resources for life problemsResources for life problems
Healthy PoliciesHealthy Policies
Seatbelt use in city vehiclesSeatbelt use in city vehicles No smoking in city vehiclesNo smoking in city vehicles Emergency procedures practicedEmergency procedures practiced Flexible work schedulesFlexible work schedules Excessive OT discouragedExcessive OT discouraged Shift workers scheduled for adequate restShift workers scheduled for adequate rest Absenteeism policy rewards no sick useAbsenteeism policy rewards no sick use Alcohol/drug policy on par with industryAlcohol/drug policy on par with industry
Environmental SupportEnvironmental Support
Low sugar vending programsLow sugar vending programs Workout/walking areas and showersWorkout/walking areas and showers Natural lightNatural light Adjustable heating and ventilationAdjustable heating and ventilation Low noise levelsLow noise levels Ergonomically correct furniture and Ergonomically correct furniture and
equipmentequipment Stairs clean and well litStairs clean and well lit
Employee RecognitionEmployee Recognition
Fair monetary compensation Fair monetary compensation Competitive benefits packages Competitive benefits packages Acknowledge contributions and Acknowledge contributions and
milestones milestones Performance-based bonuses and pay Performance-based bonuses and pay
increases increases Employee awards Employee awards Recognition ceremonies Recognition ceremonies
CommunicationCommunication
Provide feedback to management Provide feedback to management Have clear goals and actions of the Have clear goals and actions of the
organization and senior leadership organization and senior leadership Involve employees Involve employees Use multiple communication channels Use multiple communication channels Lead by exampleLead by example Communicate information to all about the Communicate information to all about the
outcomes and success of specific outcomes and success of specific psychologically healthy workplace psychologically healthy workplace practicespractices
Feedback to ManagementFeedback to Management
Employee surveysEmployee surveys Town hall meetingsTown hall meetings Suggestion boxesSuggestion boxes Individual or small group meetings Individual or small group meetings
with managerswith managers Organizational culture that supports Organizational culture that supports
open, two-way communicationopen, two-way communication
Clear Goals and ActionsClear Goals and Actions
Making the goals and actions of the Making the goals and actions of the organization and senior leadership organization and senior leadership clear to workersclear to workers
Communicate key activities, issues Communicate key activities, issues and developments to employeesand developments to employees
Develop policies that facilitate Develop policies that facilitate transparency and openness.transparency and openness.
Involve EmployeesInvolve Employees
Assess the needs of employees and Assess the needs of employees and involve them in the development and involve them in the development and implementation of psychologically implementation of psychologically healthy workplace practices.healthy workplace practices.
Use Multiple Use Multiple Communication ChannelsCommunication Channels
Use multiple channels to Use multiple channels to communicate the importance of a communicate the importance of a psychologically healthy workplace to psychologically healthy workplace to employees employees
Print and electronic Print and electronic orientation and trainings orientation and trainings staff meetings staff meetings public addresses public addresses
Lead by ExampleLead by Example
Encourage key organizational leaders Encourage key organizational leaders to regularly participate in to regularly participate in psychologically healthy workplace psychologically healthy workplace activities in visible waysactivities in visible ways
Communicate InformationCommunicate Information
Communicate information about the Communicate information about the outcomes and success of specific outcomes and success of specific psychologically healthy workplace psychologically healthy workplace practices to all members of the practices to all members of the organization.organization.
3. Provide immediate 3. Provide immediate coping skills and coping skills and
resourcesresources
Immediate Coping SkillsImmediate Coping Skills
Mindfulness meditationMindfulness meditation Relaxation techniques – deep Relaxation techniques – deep
breathingbreathing Yoga or Tai ChiYoga or Tai Chi MassageMassage FoodFood LaughterLaughter Problem-solving skillsProblem-solving skills SleepSleep
More Coping SkillsMore Coping Skills
Cognitive AppreciationCognitive Appreciation Positive Re-appraisalPositive Re-appraisal ImageryImagery Smile when stressedSmile when stressed Attitude managementAttitude management Heart Math or Freeze Frame Heart Math or Freeze Frame
techniquestechniques Positive psychologyPositive psychology
Positive PsychologyPositive Psychology
Strength-based approachStrength-based approach Find “authentic happiness”Find “authentic happiness” 24 signature strengths – 5 related to 24 signature strengths – 5 related to
wellbeing:wellbeing:– HopeHope– LoveLove– ZestZest– GratitudeGratitude– CuriosityCuriosity
ResourcesResources
Employee Assistance ProgramEmployee Assistance Program Quiet or Serenity RoomQuiet or Serenity Room Places to walkPlaces to walk Managers and HR staff with open door Managers and HR staff with open door
policiespolicies Flex time policiesFlex time policies Training on communication skills, Training on communication skills,
negotiation, dealing with difficult negotiation, dealing with difficult people, decision makingpeople, decision making
Park Nicollet – Case StudyPark Nicollet – Case Study
Committee – Resiliency think tankCommittee – Resiliency think tank HR DirectorHR Director Benefits ManagerBenefits Manager Employee Health DirectorEmployee Health Director Employee Relations DirectorEmployee Relations Director Two Change Management LeadersTwo Change Management Leaders Training ManagerTraining Manager Spiritual Care ManagerSpiritual Care Manager Behavioral Health Services DirectorBehavioral Health Services Director VP of Park Nicollet Institute – research armVP of Park Nicollet Institute – research arm Trainer – Resilience effortTrainer – Resilience effort Health Promotion ManagerHealth Promotion Manager
Efforts to DateEfforts to Date
Vision process: become employer of Vision process: become employer of choice choice
Data collection – HR, work comp, Data collection – HR, work comp, benefits, exit interview informationbenefits, exit interview information
Catharsis to talk as a groupCatharsis to talk as a group
Next StepsNext Steps
Five key statementsFive key statements Presentation to Executive LeadershipPresentation to Executive Leadership Plan to promote and highlight current Plan to promote and highlight current
resources and efforts - websiteresources and efforts - website Work within current structures and Work within current structures and
opportunities to strengthen effortsopportunities to strengthen efforts Employee Relations training with managersEmployee Relations training with managers Healthy Living stress management campaignHealthy Living stress management campaign Change Management group pilotChange Management group pilot Training and Development offeringsTraining and Development offerings
DiscussionDiscussion
What more can we do to foster What more can we do to foster resilience in our employees?resilience in our employees?
How can you enhance your personal How can you enhance your personal resilience?resilience?
Remember:Remember:
Engage employeesEngage employees
Be transparentBe transparent
Help createHelp create
stress awarenessstress awareness