In a <a href="https://link.chtbl.com/lfa7XKjB">podcast from June 2022</a>, Adam Grant, American author and professor of organizational psychology explains the 4 deadly sins of work culture. 
At Siffi we talk a lot about the importance of creating a well being culture in companies. 
But before we even start focusing on deep health related topics, it is essential to recognize the impact other behaviors that may, at first, seem unrelated to mental health, have on the overall well being of a team. 
According to Grant, there are 4 traits that, if demonstrated by the management, will destroy any effort a company makes to create a positive and health culture in the workplace. 

<h3>1. Toxicity</h3>

We observe toxicity when a company chose to value results over everything else, and at all cost. 
As long as KPIs are met, the way people are treated or treat each other does not matter. If people bring results, they will advanced. 
According to <a href="https://www.mckinsey.com/featured-insights/sustainable-inclusive-growth/chart-of-the-day/toxic-exodus">a 2022 survey by McKinsey</a> on Toxicity in the workplace, more than 60% of negative workplace outcomes (burnout symptoms, intent to leave) are due to toxic workplace behaviors. 
Some “obvious” toxicity behaviours are yelling, bullying or belittling. Others are more sly like omitting to invite someone to a meeting that impacts them, withholding important information, micromanagement or encouraging gossips… 
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<h3>2. Mediocracy</h3>

We see mediocracy in companies which, on the contrary, are only valuing personal relationships over results and will advantage someone who is more liked rather over someone who deliver better work. 
 Management that avoids confrontation, are always going with “the way it’s always been done” and favour team members they have relationships with, tend to create a culture of mediocracy in which people stay because of the comfort rather than the inspiration, healthy challenge or opportunity to thrive. 

<h3>3. Bureaucracy</h3>

 Ever got an idea killed by the amount of paperwork you had to fill in to put it in motion? 
 That is the sin of bureaucracy. When there are so many rules that creativity is nipped in the bud. 
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<h3>4. Anarchy</h3>

Of course, without any rules… it is chaos. 
Some company are all about “freedom” and lack the structure that will make people feel safe. Without restrictions, guidelines or even common values, a culture of anarchy can quickly kill any sense of belonging or team spirit and cultivate an ‘all for themselves’ mindset.
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Do you recognize any of these traits in your team? 
Check out our piece on <a href="https://www.siffi.com/blog/building-a-mental-well-being-company-culture">how to build a strong company culture</a> and hopefully avoid those sins!

The 4 Deadly sins of work culture

If there is one thing to keep in mind it is that a company always has a culture. Whether it is one that was carefully curated or one that was born out of the absence of care for the topic, a culture will appear. Probably not a great one though.
It may seem a bit flimsy at first to worry about culture in the workplace. But history has shown us repeatedly how powerful culture can be.
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<h3>What Do We Mean By Work Culture?</h3>
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Culture in general is defined as the way of life, the general customs and beliefs of a particular group of people at a particular time. 
When we apply it to the business world, the group of people is usually the employees of a company or a specific team within a large company which can each have their own culture.
Work culture can include the way people communicate, what is celebrated and how, how people feedback …
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<h3>What Do We Mean By Well Being Culture?</h3>
Many of those decisions, on how things are done, will impact employees’ well being.
The World health Organization breaks down Well being into four sections: 
&#8211; Emotional 
&#8211; Social 
&#8211; Financial 
&#8211; Physical 
All of these are in a small or big way affected by the work place. 
Implementing a well being culture is acknowledging that how work is done and how teams interact have an impact on people’s general mental health, as much as their physical health.
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<h3>How Do You Create a Culture?</h3>
&nbsp;
As we mentioned above, Culture will create itself if you do not spend time on it. 
That is why it is something to start working on from day one. In order to avoid bad habits from taking roots.
Some of our favorite pointers are:
1. Assess how things currently are. What is the culture like today? Observe but also talk to your team. 
2. Set (realistic) goals &#8211; What Culture do you wish your company to have? What do you want your employees to feel like? Make sure those are achievable and can easily be followed by everyone 
3. Remember Culture is a conversation, not a monologue. Include your team in the change. Listen. Act upon feedback 
4. Make space for it &#8211; Accept change &#8211; Be open to try new ways 
5. Plan training &#8211; Make Managers lead by example 
6. Assess progress &#8211; Plan milestones 
7. Be patient. Iterate.
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<h3>And finally, how do you create a culture of well being?</h3>
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Make even more space, for well being this time.
Mental health and well being is a constant work in progress. Make sure to include those topics as integral parts of your company DNA. Make well being part of the conversation: include it in the regular agenda, introduce it as a KPI…
Acknowledge your team is made of individuals with their talents and challenges. One size cannot fit all and it is important to embrace everyone’s individuality to best nurture their very own skills and creativity.
A healthy team is one in which everyone feels free and safe to engage and participate. Make sure to hold space for all team members to speak up, bring ideas and suggest solutions.
When people feel safe they dare more. To create that safety, show that trial and errors are celebrated just like wins. Remember to always praise in public and criticize in private. 
This will encourage more thinking outside the box, creativity and engagement.
Finally, always welcome feedback and make sure to act upon them, even if it is to say that it will not work.
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The best leaders are those who recognize their teams talents and nurture a culture of authenticity, communication, collaboration and growth.
Knowing how to do just that is not necessarily something that we’re born with, but it is something we can learn along the way and definitely something that can be facilitated through the use of tools and platforms such as Siffi’s.

Building a Mental Well-being Company Culture

In a 2019 article titled “<a href="https://hcp.hms.harvard.edu/news/mental-illnesses-are-common-care-lacking">Mental illnesses are Common, but Care is Lacking</a>” published in Harvard Medical School, author Lauren Jett shares impressive numbers: 
“Nearly 60% of people with mental illnesses did not seek treatment last year” [2018] and “ 25% of adults in developed countries experience significant mental health problems each year”. 
There are many reasons why so few people actually get support and more importantly, get the right kind of support. 

<h3>Not being able to identify it ourselves</h3>

The first reason can simply be that we do not know ourselves well enough to recognise that we are struggling mentally. We might assume it is just another tiring day, and find many other reasons for why we are feeling poorly. Unlike physical ailments, when the protocol of getting help (i.e. turning to GP) is well understood and routine, for mental wellbeing there’s no such habit or user experience. 
Often because we do not know any better, but often also because we are afraid of what other might think of us if we shared how we really feel. 

<h3>Not knowing what it involves</h3>

It seems quite a demanding thing to meet a professional and structure and convey your thoughts in a manner which condenses the issue at hand and leads to a smooth solution. It feels like a fuzzy thing and it is hard to talk to a stranger about it. Also, we might not know exactly what a professional can do about it, so it maybe conveys initial scepticism. So, awareness, peer support and describing how the process works, who does what (like we have done here) may help to overcome this.

<h3>Harder to recognise even for professionals</h3>

Because mental health symptoms may manifest different conditions and there’s no clear cut to distinct these, the actual understanding of the underlying problem may come after few sessions only. Medical advances in these area have been slower than the ones in physical illnesses, as symptoms and cures have taken many different forms depending on the patient. 
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<h3>Stigma</h3>

Mental health issue is sadly still very often associated with old cliches and stereotypes ideas associating it with weakness, lack of self control or even madness and insanity. There is still shame in admitting mental problems that give an image of fragility. A kind of vulnerability that is still seen negatively in our modern Society promoting resilience, growth and productivity at (almost) all cost as the pinnacle of success, leaving no space for self doubt and anxiety. Again, awareness raising is something that can have a very positive impact and encourage people to undertake this very needed path.
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<h3>Lack of knowledge about the different offerings</h3>
 
Even when the condition is determined, it is not easy to keep track of all the possible services and support available and accessible to that particular case. There are loads of self-help materials on the internet, there are apps and there are professionals online these days, but it takes so much effort to run them all through and determine what is the best. Employer led programs take that pain away, as they have often done the selection of the provider and this also comes with professional solutions that one can access and benefit from.

<h3>Cost</h3>

Last but absolutely not least, sadly access to mental health professional such as psychologist and psychiatrist can be expensive and are not always covered by basic insurance. 
People willing to seek support might be discouraged by the budget sometimes needed, and feel even more guilty to add a “unnecessary cost” to the household. 
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All of these reasons, and probably more, are why we believe it is essential that we play our part in talking about mental health in the workplace more freely and offer a safe space for individuals to address those issues without fear of stigma or worry about costs.

Barriers to accessing mental health support

Most people will agree with the importance of well-being and mental health in the workplace. 
When it comes to actually investing in tools and processes that will help create a mental health culture, though, some companies are still slightly reluctant.
It is easy to miss the big picture and focus on yet another expense. After all, well-being and mental health are not easy things to precisely measure, and we live in a world that loves numbers and KPIs.
So if you find yourself feeling like you are fighting an uphill battle to try and implement more mental health offerings, here are our most heard pushbacks and favorite comebacks:
<h3>PUSHBACK 1: IT IS NOT A PRIORITY RIGHT NOW</h3>
IF NOT NOW, WHEN?
Usually? When it is too late. We tend to fix the problem rather than try and prevent it.
Employees are in grave need of renewed faith in their companies and their purposes. 
Most surveys and researches show that building trust, showing care, building a strong culture, and focusing on well-being, are some of <a href="https://www.workhuman.com/blog/hr-trends/">the main priorities in the workplace for 2023</a>.
We have just faced a global pandemic that deeply impacted the way we worked, thousands of workers are now working online or in a new hybrid way, and we have seen surges of resignations as employees questioned their goals and values … 
People in general and younger generations in particular, such as Gen Z entering the workforce in the last few years, are showing some of the lowest rates of satisfaction and loyalty towards their employers <a href="https://www.metlife.com/content/dam/metlifecom/us/noindex/pdf/ebts-2023/MetLife_EBTS_2023.pdf">over the last 20 years</a>. (see graph below)
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Also, even if one may seemingly have a “benefit” like health insurance, let&#8217;s keep in mind that this instrument works for already advanced mental health issues a person has. The barrage of steps to take to end up meeting a psychologist, including waiting times, etc make an effective instrument for those who are already suffering. But it does matter to pay attention early enough, which will save both organization and the employee from the escalation of mental health problems, and hence absenteeism and presenteeism-related costs to a company.
<h3>PUSHBACK 2: IT IS TOO EXPENSIVE!</h3>
BUT CAN YOU AFFORD NOT TO CARE?
Of course, there is a cost to taking good care of people. But a lot of it is also behavioral and small but powerful changes in communication, that are completely free.
Companies’ biggest expense is labor. Your staff is your main source of cost but also part of your essentials. Why spend so much money on hiring talents, if you are not going to make sure they do the work to the best of their potential? 
If your employees are happy they will be more productive and more creative science, (and common sense), show. They will also talk positively about the company which is great word of mouth, PR, and marketing in general.
In today’s world, many companies are cutting down on rent, going hybrid or fully remote. Why not re-invest parts of that budget into building a strong mental health culture within the company?
It is essential to make sure that whatever money the company invests in culture and well-being is well spent. And for that, it is important to understand the particular needs and expectations of your employees and teams rather than fall for <a href="https://www.siffi.com/blog/avoid-well-being-washing">well-being washing</a> measures that will not be used and make no difference.
Multiple evidence also shows a very high ROI from making these investments &#8211; after all, the money you spend on mitigating mental health-related productivity cuts has a lot of leverage. Any day missed from work or work without the ability to concentrate on your tasks will scale quickly into large figures.
For instance, <a href="https://www.mentalhealth.org.uk/explore-mental-health/mental-health-statistics/mental-health-work-statistics">One UK study</a> found that a company with 500 employees would see a net return of £347,722 in savings after an initial investment of £40,000 into workplace mental health interventions due to decreased absenteeism and presenteeism. https://www.frankie.health/blog/roi-of-employee-mental-health
<h3>PUSHBACK 3: BUT WE ALREADY HAVE PROGRAMS IN PLACE</h3>
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Alright, that sounds good. Some companies indeed have a holistic and well-designed mental health program in place. Others often say that they have mental well-being months and workshops, or they allow people to bring in checks from psychological counseling.
Addressing the mental health environment in an organization is quite a challenge. It is a holistic topic that spans across ease of access to a specialist, the right level of assistance (preventative, clinical?), activation and awareness raising, coaching of mid-level management and team leaders, the general attitude of the company, and conveying it in a supportive manner to employees.
So, there is a complex of measures that need to be applied to make it really efficient. A few pieces of the puzzle alone will not suffice, as this will not address the friction that is usually associated with the usage of the service. Low engagement in turn will mean that most of the costs related to mental well-being are internalized by the organization.
<h3>PUSHBACK 4: IT IS NOT WORTH IT</h3>
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RESULTS TALK FOR THEMSELVES
Have a look at that what is easily measured currently in your company:
&#8211; absenteeism 
&#8211; sick days 
&#8211; conflicts in the workplace
When people feel good and motivated at work they don’t call in sick as much. It is as simple as that.
Mental health, stress, and well-being remain some of the main reasons for employees to miss work for short to long periods. As we can see in the data below from a 2021 report by The Chartered Institute of Personnel and Development in the UK.
source <a href="https://www.cipd.co.uk/Images/health-wellbeing-work-report-2021_tcm18-93541.pdf">https://www.cipd.co.uk/Images/health-wellbeing-work-report-2021_tcm18-93541.pdf</a>
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A recent study by Deloitte shows that for every 1$ invested, the company gets a return of 4$. Also, this number is further proven by an analysis conducted by NSC and NORC at the University of Chicago, which reveals organizations that support mental health see a return of $4 for every dollar invested.
<h3>PUSHBACK 5: IT IS NOT OUR ROLE</h3>
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WHAT KIND OF LEADER DO YOU WANT TO BE? 
This goes down to the kind of company you wish to be in and the values that you have decided to work and live by. 
Of course, no one expects the company to fix each trauma and stress of their employees but facilitating access to support and a healthier work-life balance is part of the job of a good employer.
In their 2023 report, the insurance company MetLife shares the data below showing that employees expect to feel cared for by their company.
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REMEMBER WHAT IS AT STAKE 
Indeed, the return on investment of a well-being culture in the workplace is not as easily calculated as in other areas of the company.
Just as the workplace is changing, employers’ measuring tools need to evolve as well. 
The future of work: productivity and innovation, is at stake after all.
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Return-On-Investment from creating a mental health culture in your organisation

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<h3></h3>
<h3>roses will be red…</h3>
For hundreds of years 14th of February has been the day to celebrate love. Usually love for a romantic partner. Between Christmas traditionally celebrating family and New Year usually spent with friends… when is the time to care for the individual? For oneself?
Whether we like it or not, roses will be red, heart shape chocolates will be displayed and cheesy movies will be watched. It is hard to avoid this highly commercialised holiday.
<h4>How About Taking Care of Your Most Important Relationship?</h4>
What can be done though is turning it around on its head and make it a day to celebrate oneself. 
Show love and compassion to oneself for once.
&#8211; Ask yourself, how am I, really? 
&#8211; What is it that I need most right now? 
&#8211; What is my biggest challenge? 
&#8211; How can I show myself love today?
<h4>Caring for All Kind Of Relationships</h4>
As an employer it is also an opportunity to show extra care. 
After all, the relationships one has with their employer, workplace and colleagues a revery important one and they need to be taken care of.
Relationships are complex. At Siffi we provide support to employers and employees to navigate the self within the context of the constantly evolving workspace. <a href="https://www.siffi.com/">www.siffi.com</a>

Will You Be Your Valentine?

‘The future of work’ is already here. Today a lot of people can work from anywhere and many teams only meet a few times a year face to face. As technology allows us to explore these new ways of working, it is essential for companies to adapt the way they care for their employees. 
The ‘nice to have’ perks are long gone.
If COVID has taught us anything it is that we need to take mental health and well-being seriously and it is not something that is only the responsibility of the private realm.
Now the shift that needs to happen, is for companies to understand and fully embrace that investing in your employees’ mental health and well-being actually means future-proofing their business. 
Studies across the world give compelling estimations of how much money is being wasted or lost due to employees’ poor mental health.
In the US alone, companies could lose up to 300 000 billion dollars a year because of employees&#8217; poor mental health <a href="https://apnews.com/article/return-to-office-mental-health-f4877db797e9cccb14e68af2b0b90f29">according to the National Alliance on Mental Illness</a>.
<a href="https://www2.deloitte.com/uk/en/pages/consulting/articles/mental-health-and-employers-refreshing-the-case-for-investment.html">Deloitte’s report on Investing in Mental Health in the UK</a> presented £42 billion of losses due to absenteeism (£7 billion), turnover (£9 billion), and presenteeism (£28 billion) created by mental health issues, especially in industries like finance, insurance, real estate, and communication.
Employee well-being encompasses a lot of areas such as personal health of course but also workspace &amp; environment, work relationships, career growth opportunities… 
When employees feel trust and belonging within their team, when they feel safe and supported and share an alignment on common goals and values, that is when great things can start to happen:
&#8211; Increased productivity ( <a href="https://www.silvercloudhealth.com/us/blog/the-effect-of-employee-mental-health-on-productivity">Studies show that people with depression symptoms can be up to 35% less productive</a>) 
&#8211; Increased engagement 
&#8211; Greater collaboration &amp; innovation 
&#8211; <a href="https://www.newstatesman.com/spotlight/healthcare/2021/10/workplace-wellbeing-employers-invest-mental-health">Higher chance to attract and retain talents &#8211; A 2019 Harvard Business review</a> shows that 50% of Millennials and 75% of Gen Zers had left positions for mental health reasons.
However these things are rarely achieved solely through gift cards and gym memberships but through establishing good practices, clear communication, and offering safe forums for employees’ voices to be heard and championed or supported. Such good practices need to be set up and structured through careful and proper investments in finding the right people, tools, and services. And what might seem like a lot of money right now is really an investment toward a stronger company with happier employees. Indeed, the same Deloitte report estimates that <a href="https://www2.deloitte.com/uk/en/pages/press-releases/articles/poor-mental-health-costs-uk-employers-up-to-pound-45-billion-a-year.html">every £1 spent towards your employee’s well-being and mental health gives a £5 return</a> thanks to the impact listed above.
There are many reasons to invest in your employees&#8217; well-being but these alone should convince any leaders to bring this topic to the forefront of the priority list in 2023 in order to create more resilient teams in which talents want to stay and thrive together.

What does it really cost you, not to spend on your employees’ mental health?

We have all heard of Greenwashing. This concept refers to brands and companies claiming to act for the environment to retain and gain customers all the while not acting on these claims, or worst, actually actively damaging the environment through their actions. 
It is called washing because it refers to the first time this term was coined. Back in 1986, Jay Westerveld wrote about Hotel chains asking their customers to keep their towels to avoid washing them unnecessarily under the pretense of saving water when it was in fact, a way to save money first. 
If going Green is all about our planet&#8217;s health, similar toxic patterns can be observed when it comes to our health and well-being. 
FROM GOOD TO HAVE, TO TOP PRIORITY
Up until recently, to care about the well-being of your employees and actively implement actions and activities to enhance that well-being was something considered ‘good to have’. 
Very often, most of these actions had actually been ‘reactions’. Only when facing a problem, would the company act and figure out a solution. More often than not, it was on the individual to do most of the work to ‘get better’ and come back to work ‘fixed’. 
Another approach was ‘health perks’ such as discounted or free gym memberships for employees who often barely had the time to eat lunch at their desks… 
When Covid hit and everyone from top to bottom of the organization chart was faced with their own well-being crisis (stuck at home, no more routines, no one to talk to, no boundaries…) mental health went from bottom to top of the priority list for everyone. 
What used to be perks is turning into a competitive advantage more and more employees are looking into when applying for positions. 
JUMPING ON THE TREND TRAIN
When something starts to become ‘trendy’ there is of course the pressure from Society (be it the media or the market) to keep up and if not set the trend, at the very least follow closely. 
That pressure is often what leads to some slightly less scrupulous businesses to cut corners, i.e, focusing on symptoms rather than the roots of the issues (offering organizational coaching when what is needed is to diminish the workload); putting the responsibility on the employee rather than reflecting on the role of the management or assuming everything is fine because no one dares to speak up about personal issues! 
ONLY WHAT IS MEASURED IS ACTED UPON
Not every poor ‘well-being policy’ stems from careless corporate management. Very often it simply comes from the novelty of it all, the lack of knowledge around the topic and not knowing where to start or what to focus on first. It is important to train HR professionals and supports them in figuring out the best tools at their disposal and KPIs to look at for their specific teams. 
It is only by being able to measure the impact of its policies and actions that the company will truly make a difference in the long term. 
SIMPLE STEPS TO START WALKING THE TALK
Research shows (source) there are 5 pillars of well-being to experience daily:
&#8211; Connecting (with people) 
&#8211; Be physically active 
&#8211; Learn new skills 
&#8211; Give to others 
&#8211; Pay attention (to the present moment) 
These can really inspire easy steps to implement and measure (encourage more one on ones, organize walks at lunch break, create opportunities for training and skill sharing, learn from one another, celebrate each others’ wins…) 
In line with these recommendations we would advise starting by connecting with your people: Actually, talk and try to figure out, together, or with representatives depending on the size of your business, what are the main issues. 
Start small, review, and iterate!

Avoid Well-Being Washing

<a href="https://www.hrgrapevine.com/content/article/2022-12-15-1-in-3-workers-wont-switch-off-this-christmas-will-2023-begin-with-more-burnout?utm_source=template-pardot-partner-2210&amp;utm_medium=email&amp;utm_campaign=hr-20-12-22&amp;pid=&amp;utm_content=employee-experience&amp;utm_term=Festive+fatigue">A recent study in the UK</a> shows that employees feel a lot of pressure on being responsive and available even on holidays and days off &#8211; &#8220;3 in 5 (53%) of those .. are available to work despite having time off.&#8221;
Does this just mean employees are devoted body and soul to their work? Or that they need to get better at creating and respecting boundaries in 2023?
<h3>The tools that make us available at all times</h3>
Being passionate about one&#8217;s work and being driven is to be applauded. We tend to believe though, that these are not the sole reason employees decide to stay available on their days off. 
It&#8217;s nothing new that we are in a world of constant notifications. And not only are we constantly notified, but both our private and professional worlds tend to collide. Even more now that many of us work or have worked from home. We receive our work email on our phones, have access to our files through the cloud on our laptop in the bedroom, and check our work messages together with our family texts first thing in the morning. 
Even with the best determination in the world, it is very difficult to stay &#8216;offline&#8217; as that would mean cutting ourselves off completely.
The vicious circle
And once you receive the notification, the email, or the message, it takes the greatest willpower not to check it and act on it. We tell ourselves it will only take a minute, which might be true in terms of action but our minds will wind up in work mode for several hours after that email was sent. 
On top of that, there is the very real fear of anticipating going back to work and being swamped with emails and tasks from day one. In order to avoid that, many people prefer to keep an eye on what is going on at the office while they are away. 
And that is how, even if it is not expected of us from management, we will receive that extra pressure to stay alert, no matter what.
Boundaries 101
In their book &#8216; <a href="https://maketime.blog/">Make time. How to focus on what matters every day</a> &#8216; authors Jake Knapp and John Zeratsky address the disturbance of endless notifications. They explain how these steal our time and attention away from our well-deserved time off. 
There is a tendency to believe that being constantly available makes us better at our jobs. To a certain extent maybe, but it is quite impossible to sustain such behavior in the long run. 
By allowing offline periods you are able to truly rest your mind. It will slowly disconnect from the work mode and allow for other thoughts, and creativity to come in. 
That usually means you will come back to work more refreshed and more productive.
Simple but essential tips:
<li>Turn off all work notifications. It might take a few minutes, but it will be beneficial.</li>
<li>Have an &#8216;Out Of Office&#8217; automated message. Be clear in your OOO message about how long you will be away and how much access you will have to your messages.</li>
<li>Delegate. If anything urgent were to come up during your break, have a trusted coworker in copy of your automated email to make sure not to come back to more stress.</li>

Creating and respecting boundaries in 2023

New buzzword or self-evident, re-recruitment is a term we hear more and more within Human Resources departments. Before going all in, what if we focused on employee well-being?
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<h2>What is re-recruitment and why is it important right now</h2>
The concept of re-recruitment could be seen as the idea of ​​​​​​​​​​​bringing the romance back. When they started working for the company, the employee was most probably excited and full of good intentions, aligned with the values ​​of the company.
The company had shown itself in its best light while onboarding the new employee. Like with any relationship, as time passes, routines settle, habits (good or bad) take on and the shine can slowly crackle. After several years, sometimes even without noticing it, the passion on both sides slowly dies out.
The idea behind re-recruitment is to revive the flame. It is about reminding the employee why they started working here in the first place as well as reassuring them of their value within the company. Re-recruitment encompasses some of the workplace routines that would re-establish the bond between the employee and the company.
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<img decoding="async" loading="lazy" class="aligncenter size-full wp-image-3355" src="https://blog.minudoc.ee/wp-content/uploads/2022/12/pexels-cottonbro-studio-5989927.jpg" alt="one woman shaking hands with another woman after recruiting her. Neon sign about good vibes in the background of their office." width="1280" height="853" />
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Here are some best practices to take to re-recruit and retain.
Facilitate targeted retention conversations with follow-up actions. 
Provide personalized recognition, including investing in skills and career development. 
Provide stretch assignments for employees that will inspire and challenge them, while helping them plan a targeted career road map.
Identify and remove obstacles that an employee may encounter. What can empower them to best contribute to the organization?
The key role of employee well-being in re-recruitment
A long-lasting relationship is a healthy and trusting one. That is why we believe in the importance of well-being in employee re-recruitment.
Beyond the goodie bags, discounts, and cinema tickets, what truly makes a difference in people&#8217;s day to day is that their company cares about the work-life balance of their employees, their mental health, and their ability to seek help if or when needed . Indeed, the workplace can be the source of several issues experienced by any number of coworkers
It is not simply about &#8216;the benefits&#8217; anymore. It is about living a full life. &#8216; Work&#8217; is only one of the components.
Companies that truly understand the importance of well-being in retaining talents will implement long-lasting changes. Changes that will positively impact behaviors and habits rather than focusing on short terms and quick easy fixes such as gifts, vouchers, and parties.
Ideas to rekindle the working relationship in a post-pandemic world 
Those changes do not have to be expensive or complicated. They need to become new habits. They might start small at first. It is when the habits truly stick and the employees trust that the changes are real and here to stay, that it can do wonders in the long-term internal culture of the company. 
We call these first four simple steps LEAD:
Listen &#8211; by creating a forum for employees to speak/be heard the company not only improves the feeling of trust it also welcomes new and potentially brilliant ideas that will improve creativity and productivity. 
Empower &#8211; your team. Delegating and trusting your employees with new and important tasks is a simple way to show trust and respect. 
Adapt &#8211; to new trends. Accepting that your way can be challenged and being open to changing things is a great way to make employees feel heard and valued 
Deepen &#8211; the relationship. Pay attention to your employee beyond the tasks at hand and get to know the person beyond the desk or screen.
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<img decoding="async" loading="lazy" class="aligncenter size-full wp-image-3356" src="https://blog.minudoc.ee/wp-content/uploads/2022/12/pexels-fauxels-3184302.jpg" alt="A happy team with good well-being and engagement" width="1280" height="853" />
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The importance of well-being in re-recruitment

&#8217;it&#8217;s the most wonderful time of the year&#8230;&#8217; says the 1963 Andy Williams song.
And for many it is. For others though, the Holiday period can be simply dreadful. 
There are a lot of resurfacing &#8216;traumas&#8217; around the holiday season that seem to be magnified by the twinkling lights: loneliness, social anxiety, high workload, comparison, financial stress, and family feuds.
The injunction to be festive even extends to the workplace with the traditional Christmas party, themed zoom calls, mulled wine after work, secret Santas, and ugly sweaters competition. 
Again, some people might go through the motion without giving it too much attention while others will struggle to put on a brave face. How can the workplace (at the office or at home) support its team through the holiday period?
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<h2>SAD is real.</h2>
First it is important to be aware of the real impact the winter season can have on some people. <a href="https://www.mayoclinic.org/diseases-conditions/seasonal-affective-disorder/symptoms-causes/syc-20364651">Seasonal Affective Disorder </a>is a depression-like feeling (tiredness, lack of engagement, moodiness, difficulty concentrating, hopelessness&#8230;) that appears in the fall and usually goes away around the beginning of the spring. As the weather becomes colder and gloomier, as the temperatures drop, people start feeling sad and it is not something they can shake off easily.
When prone to SAD the holidays might not be a source of joy as it is for many. it can increase the anxiety and feeling of hopelessness triggered by the numerous societal expectations attached to these festivities.
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<h2>The workload remains the same.</h2>
Every year the Christmas decorations seem to appear out of nowhere earlier and earlier in our stores, offices, and homes. This means many of us spend the whole month of Christmas, willingly or not, listening to Christmas carols, surrounded by colorful lights and gingerbread men.
However, the palpable excitement does not mean that the workload diminishes. On the contrary. Not only do many projects often get pressured to &#8216;be finished before the new year&#8217;, but there is the added workload of buying presents (for the family and at times, colleagues) and planning the celebration which is expected to be &#8216;perfect&#8217; of course.
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<h2>Jolly vs. anxiety</h2>
Because the Holiday season is supposed to be &#8216;the happiest time&#8217; of the year there is a strong expectation from Society in general, for everyone to be &#8216;jolly&#8217;. This makes it even more difficult for people who regularly struggle with mental health issues, stress, anxiety, and depression, to find space to express their feelings or simply space to breathe and recharge.
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<h2>Simple tips for a smooth Christmas at the office</h2>
Before rushing ahead and planning the classic Christmas party for your staff. As yourself, and ask them, what do they really want/need for Christmas? What could be the best way to truly make a positive impact on their well-being this season?
<h3>Co-creating the celebration:</h3>
This does not mean turning Grinch and canceling it all. It means being attentive and thoughtful rather than &#8217;do as we&#8217;ve always done&#8217;. 
Encouraging the team to co-create a celebration or event that will be their own and will respect everyone&#8217;s beliefs and energy levels can be an exciting challenge and a beautiful team-building exercise.
<h3>Respecting boundaries:</h3>
As much as we want it to be an inclusive time for festivities it is essential to respect people&#8217;s boundaries. Forcing someone into a celebration will not make them any happier. Let some people appreciate the JOMO (Joy of Missing Out), they will be grateful.
<h3>Finding the right gift:</h3>
Anxiety around Christmas and the Holidays can be felt at work as well. It is supposed to be a time to relax and enjoy. However, a lot of people find it to be a time of high stress and anxiety-conducive expectations. Sometimes what is needed is the space to express these issues or simply to know they are not alone. Creating a safe forum or offering self-care/mental health support to your team might well be the best gift you could give this time of year.
If it is tradition in your company to give gifts to your employees, it might be an idea to gift something that can truly make a difference in 2023. 
We like to think that <a href="http://www.siffi.com">Siffi</a> is a gift that keeps on giving! It can be used anytime and all year round through the holidays or other &#8216;mental health&#8217; more challenging periods. 
It&#8217;s a wonderful way to show that you care while respecting your employees, privacy and boundaries.
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Fighting Christmas stress and S.A.D at the office

There are a variety of different types of mental health professionals out there and it can be confusing to at times to know who provides what kind of support. 
This article aims to give you an overview of some of the different mental health professions and what they are best suited for. 
Psychologist 
A psychologist is a specialist who has a relevant psychology degree from an accredited curriculum at a university. 
Through their sessions psychologists’ main aim is to provide advice to the person regarding any psychological issues, for example self-esteem problems, analyzing relationships, dealing with assertiveness, etc. Psychologists can deal with mental health disorders, stress and anxiety. 
A psychologist is not a medical doctor and does not prescribe medication.
Psychiatrist 
A psychiatrist is a doctor who, in addition to basic medical training, has passed the relevant psychiatric residency. 
Their main aim is to determine if a mental disorder is present, diagnose it and treat it with medication if the situation requires it. In order to do so, they usually conduct a clinical interview to get the patient&#8217;s medical history and may ask for tests to be conducted to determine the level of specific symptoms. Additionally, they deal with rehabilitation and prevention.
Psychotherapists 
Psychotherapists usually have finished their education in psychology or psychiatry, and have additionally completed a comprehensive specialized training in their respective field of therapy for example cognitive behavioral therapy, family psychotherapy, psychodynamic therapy, etc. 
In selecting a psychotherapist, it&#8217;s recommended to know their specialty to understand how and with what they could help.
Clinical psychologist 
A clinical psychologist has a relevant psychology degree and additional training in clinical psychology, which includes making a diagnosis and putting together a treatment plan with a medical doctor. 
This specialist mainly deals with helping medical doctors in assessing, mitigating, treating and preventing mental and behavioural disorders, disability and at risk behaviours. This specialist is suited to identify if a person is suffering under mental illness by overseeing relevant tests and studies. 
The term ‘clinical’ in this specialist&#8217;s name refers to the fact that the psychologist mostly deals with patients who have been diagnosed with a disorder. Patients need a referral from a psychiatrist to see a clinical psychologist. 
A clinical psychologist is not a doctor with a medical degree, so they don’t have a licence to prescribe medications.
Counsellor 
A counsellor in a work environment is someone who has an educational background as a psychologist, psychiatrist, psychotherapist, social worker or similar, that gives the specialist skills for professional counselling. In general, counselling is a short term process that is focusing on a specific question or problem.
Supervisors 
Supervisors assist their clients in reviewing and reflecting on work that has already been done, to better learn from the past so as to achieve more success in the future. Real-life cases are used during supervision to analyse and see how things could be played out. Supervision can be, depending on the need and situation, an individual effort or group work &#8211; even including a whole team. Supervision service is used mainly by managers and specialists who work in areas such as, but not limited to, social work, schools, mental health, law enforcement, etc.
Coach 
A coach is most suited to help you unravel your professional or personal potential and guides you in dealing with setting goals and the motivation to reach them. Coaches don’t provide you with ready made solutions, instead, they assist you in finding out what the right path might be for you. 
HOW TO PICK THE RIGHT PROFESSIONAL? 
Reading the different descriptions, you might rightly get the impression that multiple specialists can be approached for similar issues.
If you have already selected a specialist, it doesn’t mean you have to exclude other professions. Mental health is a comprehensive system. Whilst visiting a psychologist to deal with problems related to the past, you can at the same consult with a workplace counsellor about a specific issue or approach a coach to discuss future goals.
Try to openly share your thoughts and questions while talking with a professional &#8211; if they aren’t the right person to assist you, then they can direct you to a more suitable specialist.

Mental Health Specialists: Who does what?

It is important to understand the different symptoms to best apprehend mental health issues. Many of us tend to use ‘generic’ terms like ‘being stressed’ to actually describe a wide range of issues we are struggling with such as tiredness or irritability but not everyone who is stressed will feel the same way. Being able to put a name to each of these symptoms will make it easier to find the right way to deal with the situation.
In this piece, we are giving you a brief description of the most recurring symptoms people are suffering from in the workplace based on our 2022 data.
Worry and Anxiety
Worry and doubt are a part of life and all people are doing it. It is normal to worry from time to time, but worrying can be persistent and become a permanent and uncontrollable part of life. People who worry excessively can constantly think of worst-case scenarios and &#8220;what ifs&#8221;. It is also typical to expect the worst and prepare for it. Constant worry can also be a symptom of anxiety disorder.
Anxiety is defined as apprehension over an anticipated problem. It involves worrying, feelings of insecurity, and fear of losing control. Fear is a reaction to immediate danger, whereas anxiety is about a future threat. People who suffer from anxiety start looking for threats in the environment and are very receptive to each stimulus that may represent them. An inner value conflict or trauma can also cause anxiety. 
Anxiety can also cause uncomfortable bodily sensations due to the fight-and-flight reaction being activated. For example, symptoms of anxiety can be (but are not limited to) restlessness, tension, breathing difficulties, heart beating, and sweating. It is important to know and keep in mind that when we experience anxiety the above-mentioned sensations aren&#8217;t dangerous to our health.
In the workplace, constant worry and anxiety can have various manifestations. But some of the common problems anxiety can cause, for example, are being worried about one&#8217;s competence and fearing losing the job even if there is no apparent reason to feel this way. In case of anxiety, one might start making faulty judgments about their performance and productivity. Also, being worried about making mistakes, and having difficulties switching off work-related thoughts in free time are common.
<a href="https://www.minudoc.ee/problem-description/anxiety">Read more here</a> and <a href="https://www.minudoc.ee/problem-description/worrying">here</a>.
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Trouble concentrating
Having trouble with recalling recent events or remembering where things are placed, lack of focus and difficulties maintaining attention on tasks, and not being able to think clearly may indicate problems with concentration. Having difficulties finishing everyday tasks and being restless may also happen. It is also common to struggle with decision-making and lack of energy. Trouble concentrating affects people in various ways. Some may experience problems with concentration at work or when studying, while others experience it during their private time. 
Concentration difficulties can be a symptom of something more serious such as burnout, anxiety, or mood problems.
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Tiredness
Tiredness can be caused by poor sleep but it can also happen if one is suffering from long-term stress or physical or mental health issues. It is important to note that stress is not only caused by negatively perceived events but can also be caused by positive life events and this can also be tiring for the body. Tiredness can be caused by intense times at work but it can also be related to personal life matters. There is no need to worry about short-term tiredness, we all feel tired from time to time and it can be caused by various things, but persistent long-term tiredness can be an indicator of something else going on in one&#8217;s life that might need attention.
Loss of interest
Loss of interest is a common symptom of depression, but it can also be caused by some other mental health issues. It&#8217;s commonly expressed through not feeling joy in things that used to give positive emotions. It can be difficult to engage with everyday tasks and one can lose motivation to do anything. Pastimes that used to be relaxing and time spent with loved ones don&#8217;t give positive emotions and one can start avoiding social events and engaging in hobbies. This can lead to a downward spiral. At the workplace, one can experience losing interest and motivation in work that they used to enjoy before and it’s difficult to find meaning in one&#8217;s job.
Irritability 
With irritability comes various behavioral patterns and feelings such as disappointment and aversion (reluctance), trouble concentrating, struggle to accommodate other people&#8217;s wishes, or when changing plans &#8211; tiredness, sensitivity, and tension. 
An easily irritable person may feel fine at one moment and then suddenly overreact to the slightest issue. This builds even more tension in that person&#8217;s life, creating a snowball effect of more sensitivity and stress. 
Irritability can be an indication of multiple mental health problems like anxiety, depression but also addiction.
<img decoding="async" loading="lazy" class="aligncenter size-full wp-image-3341" src="https://blog.minudoc.ee/wp-content/uploads/2022/12/Us2_bj7M-1.jpeg" alt="" width="1280" height="854" />
Sadness 
Sadness is an emotional state which leads to crying, social withdrawal and slowing down all activities. Sometimes people also experience emotional pain and feelings of loneliness. 
The goal of sadness is to facilitate the process of loss &#8211; for example, the end of a friendship or a romantic relationship or also losing resources or status. Interestingly, it has been found that sadness helps to improve attention to capture details, be less biased by prejudice, maintain orientation to goals and encourage generosity towards others. 
<a href="https://www.minudoc.ee/problem-description/sadness">Read more here</a>.
Relationship problems 
Some of the most common relationship problems include jealousy, economic problems; sexual performance issues, children, infidelity, violence, and many other reasons. 
<a href="https://www.minudoc.ee/problem-description/relationship">Read more here</a>.
Sleeping problems 
Most people experience temporary and short-term sleeping problems. This kind of short-term insomnia is one of the ways to respond to challenging life events. 
Insomnia can easily reappear and last for longer periods of time. It can be exhausting to the person and disturb everyday life, culminating with a lack of energy for socialising, participation in hobbies or other activities. 
<a href="https://www.minudoc.ee/problem-description/sleeping">Read more here</a>.
Self-esteem 
Self-esteem is a person&#8217;s subjective opinion of themselves and their value. It shows how much a person likes themselves regardless of the situation they are in at the moment. Self-esteem also indicates how much a person thinks they can cope with everyday challenges and whether they think they deserve to be happy. 
In case of low self-esteem, a person doubts their abilities and makes decisions based on these limiting beliefs. A person may not dare to accept new challenges because they do not believe that they can handle them. People who have low self-esteem often feel that everyone else is better than them. 
Problems can also arise in relationships because one&#8217;s needs are not met. People with low self-esteem don&#8217;t dare to talk about their needs and the needs of others are considered more important than one&#8217;s own.
In the workplace, someone with low self-esteem may not seek or accept new challenges because they think they are not worthy or will not succeed. People who have low self-esteem don’t want to draw attention and often try to keep a low profile. They tend to be pessimistic, point out their mistakes, and don’t pay attention to their accomplishments. People with low self-esteem often think that they don’t contribute enough and they might start overworking to compensate. Working while sick and not taking sick leave is also common. 
<a href="https://www.minudoc.ee/problem-description/self-esteem">Read more here</a>.
By learning and talking more openly about all of these feelings we make it easier to identify deep mental health issues and to seek the right kind of help. That is what we aspire to do through our services.

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