Published in Australian Women Online on 23rd March, 2018

Marcela Slepica, Clinical Services Director of AccessEAP, provides some insights on what strengths-based leadership looks like on day-to-day basis.

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From time to time we all encounter situations where we dislike a person’s behaviour and we feel we need to say something. It may be that your job requires you to have these conversations with people on a regular basis. A common myth is that raising the issue might make things worse, however a carefully constructed conversation might save things from getting worse. Here are some tips for initiating a potentially difficult conversation:

1. Be Confident with your Concerns

It can be easy to stop ourselves from raising concerns by minimising their importance. For example, we may tell ourselves we are "just being silly" or we are "being too sensitive" or "it’s not such a big deal really". If it is impacting on you or someone else negatively, it is important. Be clear with yourself about the reasons why you are initiating the conversation.

2. Focus on the Behaviour

Let the person know that it is their behaviour which is upsetting or concerning to you. Be careful not to label the person, for example instead of saying "you are selfish and lazy" you could say "when you leave me to clean up everything I feel let down because I am doing it all alone without any help".

3. Be Clear and Specific

Anxiety about how someone might react can lead to messages being "watered-down". We may give a lot of positive feedback in amongst the negative, or we might talk generally to a group about behaviour that bothers us without speaking directly to the person involved. The risk is that your message will not be heard by them.

4. Listen

This can sometimes be the hard part because people can be defensive or angry after hearing your concerns and your feedback. They may attack. They may deny that there’s an issue. They may even convince you it’s "all in your head". Let them talk. Don’t interrupt, explain, justify or defend. First listen. There will be time to respond later.

5. Respond Calmly

Depending on how the person has reacted to your concerns remaining calm can be tricky, however focus on clarifying the factual accuracies of what the person has said. Their feelings are subjective and you can’t change these. The person may be angry with you for some time. Confidently re-state your concerns. If you can, come to a resolution or compromise. You may need some time to think about what each other has said.

Access the ‘Manager Support Hotline’

Managers can contact AccessEAP by telephoning 1800 818 728 and ask to speak with the Duty Counsellor.

There are times when tone and phrase can be used in your defence to diffuse a difficult situation. The best outcome involves some skilled moves while ensuring that things move in the right direction - toward a peaceful conclusion. We call this Verbal Judo and it does indeed require some learned skills and dedicated training.

Verbal Judo provides information and tools to assist staff to keep psychologically safe whilst working with the public. Participants learn to assess the level of psychological risk present in any given situation by better understanding their own signs of distress so as to identify what sort of action to take. Participants learn techniques to de-escalate or diffuse a situation and when it is best to walk away and seek additional support. Please contact your Relationship Manager for more information or to book in this training.

One of the most challenging tasks for a manager is giving feedback to employees about their performance. At AccessEAP we often hear from managers who are hesitant, anxious, and sometimes even fearful, about having a conversation with an employee. The main reasons that managers feel this way is the expectation that a discussion will lead to conflict or distress.

A common reaction from managers is to avoid raising the issue. Researchers have coined this a "passive avoidant style" of leadership; one in which issues will be ignored or only raised when absolutely necessary. Managers with this style are often vague or unclear in their communication, as they want to be liked or don’t want to hurt an employee’s feelings. Research tells us that this style causes anxiety and confusion for employees due to unclear expectations.

It’s understandable that managers will want to avoid speaking with an employee who they believe is going to be angry, defensive or make threats, when confronted with feedback. However, conversations about performance don’t need to be difficult.

The foundations to effective conversations with employees are established in your day-to-day interactions with your team members. Managers with what is called a "transformational approach" have higher employee engagement, and reduced rates of absenteeism. An important aspect to this management style is gaining the trust, respect, and the confidence of your employees.

The relationships I have with my team here at AccessEAP are fundamental when it comes to providing constructive feedback. When my team know that I see their strengths and want to bring out the best in them, conversations about performance are seen by both of us as an opportunity for growth and learning.

A big part of my preparation for providing feedback is thinking about what I need to communicate. I want my team to understand that my intention is to focus on growth and learning not criticism. I want to maintain the working relationship we have built over time, whilst coming up with options for learning using their strengths. This sets a positive tone for the discussion. The focus is on what the individual can do to grow and how the business can support this. We are working collaboratively on an issue for which we both take responsibility.

Trust and integrity are also vital to giving my team feedback. I want my team to know that I will raise and discuss concerns with them as they occur. I will be transparent about my thinking, specific with examples, and focus on the changes required. I take ownership for the issues that I raise, and in doing so will discuss options or opportunities for learning and growth.

At AccessEAP we offer a range of services to assist and support managers who are feeling hesitant about speaking with an employee. We understand that these conversations, whilst important and necessary, are also difficult. With our expertise in human behaviour, we can provide insights around approaches and training on courageous conversations which focuses on learning skills.

Loneliness is a growing problem in our modern world, despite the prevalence of digital technologies that allow us to stay in regular contact. Regardless of how many people we come into contact with everyday, whether physically or via social media, email and other technology platforms, we still feel alone. Rather than the amount of contact we have with others, it’s our sense of belonging, feeling connected to and valued by, others that instead seems to keep loneliness at bay.

This issue seems especially relevant now as more people work remotely from home, commute longer distances for work and live alone. Being more separated from colleagues, family, friends and community can negatively impact our mental wellbeing, often involving feelings of social anxiety, low self-esteem, lack of confidence, and depression.

A recent Australian survey found that 60 per cent of us often feel lonely and more than 80 per cent believe that the feeling of loneliness is on the increase in our society.

Here are some useful tips to help employers and managers combat workplace loneliness;

• Provide platforms for employees to develop inter-organisational networks, e.g. peer supervision, team meetings, toolbox talks, team projects, or working groups.

• Encourage colleagues to consult with each other, and acknowledge collaborative efforts and achievements.

• Acknowledge individual efforts publicly so that people feel seen, visible and like they belong within the organisation.

• Put practices in place that will ensure employees are supported and heard if they are struggling or need assistance.

• Promote opportunities for inclusiveness, e.g. whole team lunches so people who cannot stay back for drinks after work can still mingle with colleagues, or ensure that people working remotely are kept in the loop with regards to important communications.

• Ensure managers are regularly checking in with their teams, and that they know their staff well enough to see or hear if someone is not okay.

• Use technology to your advantage and make the most of facilities like video chat and teleconferencing with colleagues working remotely. It is difficult to build meaningful connections using only email and instant messaging.

• Have anti-bullying protections in place to prevent technology being used to intentionally isolate people in the workplace, e.g. by excluding people from communications, or using email to publicly criticise or ostracise someone.

• Create a work environment where employees feel able to ask for help if they are experiencing feelings of loneliness.

Financial stress is a common issue impacting on employee wellbeing. Financial challenges can occur at many times in our life; getting married or separating, planning time out of the workforce due to children, buying or selling a home, retirement, redundancy, change in income, or unexpected medical expenses. Understanding financial concepts can be very confusing and it is difficult to know who to trust and approach for help.

AccessEAP partners with a financial coaching specialist to offer employees confidential guidance and support to expertly and respectfully guide people back to financial control. Employees are entitled to free financial coaching sessions as part of their EAP session entitlement.The sessions will usually occur over the phone.

"We can’t control the market, but what we can control will have a large impact on our financial future. Managing taxes, controlling spending, investing savings appropriately and managing how we react to the market will have a greater impact on your long term level of financial security than what the market does in the next week." IMFG complete wealth solutions. 

How can Financial Coaching help?*

A financial coach will work with you tounderstand your current financial position, and help to identify the areas that require attention,and then start to create a resolution with you. Financial Coaching can help you understand and manage money in areas including:

• General money management

• Creating a money plan that works for you

• Adjusting to a change in pay cycles / income

• Debt reduction ideas

• Bankruptcy / Debt Agreement; the consequences and possible alternatives

• How to approach and negotiate with your creditors

• How to manage disputes with financial institutions

• Planning to purchase a home

• Understanding superannuation

• Transition to retirement

• Understanding investment options (e.g. shares, managed funds)

• Understanding credit contracts and your obligations

• How to find the right finance professional for your needs

• Overcoming barriers to meeting financial goals.

How to Arrange Financial Coaching

Please call us on 1800 818 728 or for more information or to arrange a confidential appointment. Sessions usually occur over the phone.

*Disclaimer: This service does not make financial product recommendations, promote any individual financial organisation or approach, or provide personal financial advice on investments or taxation issues. We do not take the place of your solicitor, accountant, financial adviser orany other third party professionals and will advise you to speak with them directly if specific advice is being sought.

The Australian workplace is changing at a rapid pace as we navigate towards global market trends and witness a significant spike in ethnic and gender diversity, along with a growing ageing workforce.

Our business leaders can no longer afford to overlook diversity and inclusion in the workplace. The challenge to organisations is the 'how to' effectively harness and embrace difference in a way that generates wide ranging solutions and boosts the wellbeing of staff. The current workforce is looking to their leaders to ensure all employees are considered when programs and opportunities are offered - that unique strengths and struggles are taken into consideration.

What do we mean by diversity and inclusion?

Diversity means all the ways we differ, all the ways we are unique. This includes, for example, cultural heritage, gender, sexuality, age, physical and mental ability. Some of these differences we are born with and cannot change. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection where the richness of ideas, backgrounds, and perspectives are harnessed to create business value. Organisations need both diversity and inclusion to be successful.

Businesses can maximise the productivity and efficiency of their diverse workforce through:

1. Developing an understanding of employees and embracing difference

Seek first to understand before being understood - get to know what really makes your team tick. Ask respectful questions with the intention to better understand someone. Recognise and appreciate team members by knowing and using their full range of skills and talents and remove obstacles to their effective participation.

2. Building cohesive teams through open communication

Recognising that we all have biases shaped through our own life experiences which affect our perception of others. As leaders, it is important to raise awareness of these biases to help build tolerance, understanding and acceptance amongst employees. Understand that we have to adapt our communication to meet individual team members' needs. Culture informs our communication - facilitate a respectful and curious discussion about this in your workplace.

3. Providing opportunities and encouraging participation in training

Ensure that training is tailored to the needs of a diverse workforce and that both format and content is relevant. Ask team members for feedback. AccessEAP provides a suite of training that aims to promote diversity and inclusion, dignity and respect in the workplace through effective communication that assists to build effective teams. We also provide counselling and training support to manage conflict that may arise as a result of difference in the workplace.

4. Promoting cultural knowledge and understanding through celebrations

Develop a cultural celebrations calendar and engage employees to organise events as a way to raise awareness and break down barriers. A Taste of Harmony is a great way to do this.

Generally speaking, patience, courtesy and a bit of curiosity go a long way. And, if you are unsure of any differences that may exist, simply ask team members. A workplace in which diversity is valued also gains the productivity benefits of retaining valuable staff and maintaining high staff morale. Ask your Relationship Manager about AccessEAP's Diversity and Inclusion training today.

Recent data from Diversity Council of Australia reveals that if you work in an inclusive team, you are 19 times more likely to be very satisfied with your job than workers in non-inclusive teams, 4 times more likely to stay with your employer and 2 times more likely to receive regular career development opportunities.¹

The advantages of diversity can be seen in organisations that effectively bring employees of different backgrounds together. These organisations cultivate robust solutions by considering diverse perspectives and ideas. Employees work collaboratively and efficiently due to a mutual respect for their individual differences. Workers are more productive and innovation more likely to be an outcome, as they feel valued when their individual strengths are acknowledged.

I believe one of the biggest challenges of a diverse workplace however is that you cannot apply a one-size-fits-all approach to managing your employees. Psychologists suggest that people tend to be ‘cognitive misers’, that is, we use short-cuts to thinking by applying rules and assumptions about people to try and gain a quick understanding of them. We think that if someone is of a particular age, country, religion, culture, gender, sexual orientation, relationship status, or generation, for example, that we can instantly know a range of things about that person.

Organisations need to have an understanding of why racial, cultural, gender, and age-based stereotypes are harmful. We have seen attempts to combat stereotyping in the workplace through anti-discrimination and equal employment laws however this alone is not enough. Organisations also need to ensure their day-to-day practices allow all employees to feel that they belong.

Inclusive practice does not mean that all employees are treated the same way, regardless of their individual backgrounds. This would be to ignore the main principle of inclusion, which is that each employee is unique and has their own particular set of needs and strengths. It takes time and effort to understand the background of each person in your team, and to know how to make them feel valued and bring the best out of them.

What I have learned is that there is no short-cut to effectively knowing each of your employees and therefore managing a diverse workplace effectively. Diversity is about acknowledging and accepting the differences amongst my team here at AccessEAP, and making sure that our individuality is harnessed to bring about the best outcomes. We work towards a common goal whilst respecting each others’ unique backgrounds.

Our team also have inclusive practices when it comes to our clients and customers. Just recently our entire team have participated in cross cultural awareness training for working with Aboriginal and Torres Strait Islander employees and organisations. I was inspired to see how our team embraced the opportunity to understand how we can strengthen our cultural sensitivity to best work with the needs of Aboriginal and Torres Strait Islander employees. The concept of Dadirri really resonated with our team, “..an inner, deep listening and quiet, still awareness..”, ². What we do here at AccessEAP is all about respectful listening, asking questions with sensitivity, listening some more and then engaging in a real conversation. We are exploring how we can learn from and better understand Dadirri and enjoy the many benefits of diversity and inclusion.

1. https://www.dca.org.au/research/project/inclusion-index
2. Miriam-Rose Ungunmeer-Baumann.

Published in HR Magazine on 6th February, 2018

We live in the most technologically-connected age, yet the rates of loneliness continue to rise, according to Marcela Slepica, Director of Clinical Services at AccessEAP.

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Published in Modern Australian 6th February, 2018

“We live in the most technologically connected age yet the rates of loneliness continue to rise,” explained Marcela Slepica, Director of Clinical Services at AccessEAP. “Chronic loneliness has a negative impact on both physical and mental health and this epidemic is hurting wellbeing and workplace performance.”

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You don’t know what you’ve got until it’s gone is an all too common sentiment. Appreciation, gratitude, stopping to smell the roses, then going a little further and seeing the best in people and situations. Its not always easy but it’s a crucial part of success. I recently had a conversation with an acquaintance who told me that they didn’t realise how valued and important they were to their organisation until they announced their resignation. Numerous compliments and words of praise were sent their way when colleagues found out they were leaving, however this positive feedback was largely absent throughout their time at the organisation. This story is not unusual and troubled me motivating me to write this article.

Traditional workplace practices encourage providing feedback to staff early and regularly when they are not performing or meeting expectations. This approach encourages managers and supervisors to focus on and be fearful of, errors and inefficiencies amongst their team. Other workplace practices encourage managers to start a performance discussion with positive feedback, then provide constructive feedback and then end with positive feedback. The thinking behind this is that if you consistently offer feedback around problems and issues, then staff will learn from this and get better at their job.

Current trends in psychology suggest that focusing on someone’s strengths and being generous with positive feedback, produces much better results.

How? This is so clear to me when I consider it from another perspective. I am an avid golfer and have been for many years. If I had a coach in my early golfing years whose only feedback had been that my swing wasn’t right, my grip was off, and I wasn’t hitting the ball far enough despite my best efforts, I would very likely feel defensive, lose confidence, and may even have given up on golf. On the other hand if my coach encouraged me and gave me praise for my efforts, I’d be motivated to do my best, and I’d even be more likely to take on feedback about what I can do better.

A big part of motivating a team when you are in a leadership role is seeing someone’s potential and expressing that you have confidence and trust in them to do the job. The focus is on identifying and enhancing people’s unique strengths and capabilities. This does not mean avoiding areas of development and learning, it means using an individual’s strengths as an opportunity to discuss growth and learning.

One of the most challenging aspects of managing people is that there is no ‘text book’ approach. Each person has their own unique blend of personality traits, skills, experience, and capabilities. As a leader you can use this knowledge with job design to create new levels of motivation and bring out the best in people. Leaders need to adapt their styles and approach to different personalities within their teams. Appreciating what the individuals in your team or organisation have to offer allows you to fit tasks/roles to people and to position staff strategically where they will do their best work, much like a coach does in a football team.

At AccessEAP we want to help you bring out the best in your staff. Our Relationship Management team have recently completed a very successful strengths project, a case study on the results and process will be available via our website this month. In addition we offer a range of services which can assist you with understanding your team, and identify how to support and develop them in their roles. This may include consultation with one of our senior clinicians for tips on communicating with your team, and perhaps even utilising our coaching service.

I am delighted to add that I have a new golf coach who praises my swing, my grip and overall ability. Directions for improvement are delivered with lots of positive encouragement. Last game I lost a stroke off my handicap!  

1. Revisit your New Year’s resolutions

Choose ONE and stick to it! If you can manage to do so, you will feel like you have achieved something and have a sense of accomplishment which is highly motivating.

2. Think of undesirable tasks as a means to an end

Spend some time each day planning your day – this may feel like a waste of time, however, when you are managing to stick to your plan and productivity is enhanced, it will motivate you to complete an undesirable task.

3. Think about all the ways in which your job benefits others

To increase self-motivation, you can list all of the positive outcomes of your job.

4. Set goals 

By setting goals you’ll know exactly what it is you want to achieve. Sub-goals enable you to have small wins along the way. When you have a direction to follow and a sense that you are on the right track, it can be very motivating to continue toward the goal.

5. Break tasks into smaller pieces

Do one piece at a time and celebrate each milestone. Putting together an entire forward planning presentation for the year may seem overwhelming but you can get there by doing a little at a time.

6. Tell someone what you intend to do

Research shows that we are more likely to actually act on our intentions if we tell someone about it. By building in accountability we can increase motivation to complete the task.

7. Manage your time

It is very motivating if you feel like you are in control of your work and not that it is controlling you – so practise time management techniques to prioritise and take control.

8. Don’t put off for tomorrow what you can do today

It is normal not to feel like doing tasks that are of lesser interest, even though we know they have to be done. Motivation is increased when those not so desirable tasks are out of the way. So don’t procrastinate.

9. Reward yourself

Make an agreement with yourself to give yourself a reward when you complete a task. For example, buy yourself a specialty coffee for completing smaller tasks, or send yourself to the spa for a massage when you finish a major one.

10. Create an accomplishment log

Use this to record all of the times when you were able to motivate yourself to complete a task or keep moving forward. The log can inspire you the next time you need some extra motivation.

For more information or assistance, contact us on 1800 818 728.

In Australia, sleep deprivation is highly prevalent with 40 per cent of Australian adults experiencing some form of inadequate sleep. The blurred lines between work and home, increased anxiety and the need to sacrifice something to fit everything in are some of the reasons for this. Surviving on little sleep has almost become a badge of honour but fatigue from sleep loss can result in sleepiness during the day impacting our productivity and performance at work which can lead to reduced alertness, concentration and memory capacity. With the new year welcoming positive change, it’s the perfect time to remember the value of being rested and recharged.

Having sufficient, regular, good quality sleep is essential to maintain a strong, robust immune system so we can function effectively in our busy lives. Constant fatigue can really start to impact our productivity, accuracy and efficiency in the workplace. This can become extremely dangerous for employees and their employers, especially those working with machinery.

Inadequate sleep can affect learning and decision-making as well as increasing the risk of mental and physical illness. In 2016, 3,017 deaths were linked to sleep deprivation including 394 deaths from industrial accidents or road crashes due to lack of sleep. Lack of sleep causes a large proportion of motor vehicle accidents – estimated to be 23% of the total.

Evidence suggests that sleep loss contributes to poor health outcomes such as diabetes, cardiovascular disease and possibly even cancer. The Australian Institute of Health and Welfare reported that ‘sleep disturbance’ was the fourth most common mental health problem for Australians aged between 12 and 24, after depression, anxiety and drug abuse.

It can be an expanding circle; a lack of sleep creates fatigue which impacts physical and then mental wellbeing and getting between eight to nine hours sleep a night can be difficult to achieve. However, if we review our sleep pattern there are probably some small things we can do to make our routine healthier – and we’re likely to be surprised by the difference they make.

Here are some useful tips on how to get a better night’s sleep:

• Aim to go to bed at a similar time every night
• Spend a quiet period immediately prior to turning in to help your body and mind settle
• A warm bath or shower before bed can help the body and mind calm down
• Get to know your body and the effects of alcohol, spicy food and other stimulants too close to your bed time
• Keep your bedroom free from distractions, including computers, phones, TVs, iPads etc.
• Darken the room so your body automatically prepares itself for rest
• If listening to music, keep the volume low and the music soothing
• Never underestimate the importance of short “nana naps”, as well as brief, still ‘zone out times’ during the day to help us to refresh your mind and body
• Learn relaxation techniques or mindfulness to help your mind relax
• Try formulating your own list of practical, healthy, accessible methods to soothe your body and mind, so you can get optimise times of rest and rejuvenation.

Many organisations face the challenge of promoting the EAP across multiple offices, worksites and even international locations. As EAP typically falls under the list of responsibilities of an HR professional or team of professionals residing in only one location, we would like to assist you in making sure that all of your locations and worksites are both aware of and encouraged to access the EAP benefit.

Appoint EAP contacts at each site

Each site should have a manager or someone in a leadership position that is aware of all major processes that may need to be utilised for the EAP including the following:

• How to access the service and book an appointment
• The procedure for requesting support for a critical incident (CI)
• Know who has authority within organisation to book CI’s, trainings and mediations
• Know how to ensure promotional materials are replenished onsite
• Be registered for AccessEAP Online to access tip sheets, etc.

Recruit or Nominate AccessEAP Ambassadors at each site

Should your organisation choose to take part in this valuable and complimentary peer support training program, the easily–accessible webinar training format will be easy for your staff members to attend.  AccessEAP Ambassadors are employees outside of the HR arena that are trained in understanding the EAP, how to access the service, and how to guide employees to support confidentially and without judgement.

To implement this program, please contact your Relationship Manager.

Webinars

AccessEAP Webinars are an excellent tool for both raising awareness of important mental health topics and the EAP overall.  Webinars are also extremely cost effective and easy to promote over e-mail. Ask your Relationship Manager to provide you with a list of our current webinar offers.

Toolbox Talks and Teleconferences for sites without computer access

For some worksites, it is the lack of access to technology that inhibits the promotion of an EAP.  For those working in construction, mining or other fieldwork, the best way to promote these services is through word of mouth.

There are two great ways your Relationship Manager can assist you with this issue:

• Providing you with a short PowerPoint presentation with notes to present your own Toolbox Talk on the EAP
• Your Relationship Manager can teleconference with main contacts at each site to deliver an awareness session over the phone to make sure leadership at every site is clear in common EAP processes and how to guide someone to the EAP.

Promote AccessEAP Online and EAP in Focus App

It is important to choose a date to promote AccessEAP Online and the EAP in Focus App. 

There are both Employee and Employer areas of the site. Your relationship manager will provide you with instructions.  If this information has been uploaded to the intranet, employees can be directed there as well.

Encourage employees to take a few minutes at work to register for this resource and download the app.

EAP In Focus is now available for download free of charge from the Apple App Store or Google Play.

It provides a direct call function to put your employees straight in touch with support and assistance 24 hours a day, 365 days a year. Booking appointments and e-counselling can also be organised conveniently within the App making it easier for your employees to access EAP services.

In addition to making accessing your EAP service easier, the App helps to remove the stigma and perceived barriers to accessing the service by explaining what happens in the initial counselling session and walking clients through the common myths held around counselling and mental health.

As we start another year at AccessEAP, and reflect on what’s ahead for us and our customers, I can't help but feel inspired by the opportunities before us. AccessEAP is all about helping people and we are privileged to be part of an industry that can enhance and improve people’s lives.

An assumption which is commonly made about EAP’s is that we only assist people when they are experiencing issues which relate specifically to their work. Given work and personal issues are intrinsically linked we take a holistic view and understand that when there are issues at home, e.g. conflict with a partner, parenting issues, or financial strain this is going to have an impact on people at work.

Employees who see our counsellors regularly tell us that situations which are occurring for them in their personal life have a direct impact on their ability to focus, concentrate and be productive at work. This can often even lead to unplanned leave. Our aim at AccessEAP is to help employers to identify issues and provide support early on, so that issues don’t build up to the point that employees feel unable to stay at work, or are unable to function effectively in the workplace. Early intervention is key to good mental health outcomes and what better time to plan how to keep a mentally healthy workplace than the beginning of a new year.

My vision for AccessEAP in 2018 is for us to continue to “walk our talk” in terms of our own employees wellbeing. We are doing this through a number of people engagement and culture initiatives including a renewal of our team values and behavioural standards. I encourage anyone in a leadership role to embrace the New Year as an opportunity to focus on employee wellbeing.

Mentally healthy workplaces provide employees with supportive leadership, resilient working relationships, a degree of flexibility in their roles, and the ability to use their skills and experience to their fullest potential. This appears to have a direct positive link to productivity and engagement.  Good reasons to make a commitment to the mental health and wellbeing of your team!

Supporting your team involves more than simply handing employees the AccessEAP phone number or brochure and suggesting they call us. It is about understanding your culture and workplace by speaking with your employees and listening to their ideas and suggestions. Our wellbeing strategy at AccessEAP included the entire team in a consultation process to understand their needs from their leaders and from each other; we are working on collaborative strategy that the entire team is committed to.  I will provide an update of our progress in the coming months.

This is a big undertaking and requires commitment from the whole team. It’s our business to make this easier for you and I’d encourage you to take advantage of the organisational support services that we can provide to help support you and your employees, in creating a mentally thriving workplace.  

Please find a range of new service flyers available for download from the Employer Login section of our website. These flyers provide concise information on the variety of services available to you through AccessEAP. The flyers fall into three categories:

On behalf of the Curran Access Children's Foundation, we are pleased to announce that the Puberty Clues app is now complete and ready for download. The Foundation has funded this project since inception and its a great example of profit for purpose in action. 

AccessEAP distributes surplus profits directly to community programs and via the Curran Access Children's Foundation. Our purpose is to provide support for emotional, social and human related problems. Our commitment to providing generous and meaningful funding for often intensive and life-changing welfare programs is one of the reasons we strive to achieve absolute best practice in all we do.

The support we provide is two-fold. As advocates for mental health awareness and providers of workplace wellbeing programs, our services positively impact the lives of workers and workplace culture. The profits from this rewarding work are then distributed to help those most in need. In an indirect way, our customers can positively share in the knowledge that they are also helping to make a real difference to people’s lives. 

Puberty Clues is a safe, fun way for 10-12 year olds to learn puberty changes through interactive exercises illustrating the physical and emotional changes they experience and the impact it has on their personal development. There is general information and specific resources for boys and for girls, guiding them through the journey to become healthy, responsible adults. The app includes illustrations, educational resources and common questions. The resource is developed as an addition to classroom teaching for students, parents and teachers. The app can be used as a standalone resource for family interaction to use in their own time.The app is now available for free download at Google Play and the App Store.

Published in Australian Women Online 11th December, 2017

In Australia, sleep deprivation is highly prevalent with 40 per cent¹ of Australian adults experiencing some form of inadequate sleep.

“Having sufficient, regular, good quality sleep is essential to maintain a strong, robust immune system so we can function effectively in our busy lives,” explains Marcela Slepica, Director Clinical Services at AccessEAP.

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Domestic violence is a common problem in Australia with one in six women having experienced violence at the hands of a current or former partner. Violence against women is estimated to cost the Australian economy $21.7 billion a year. 94 per cent of employees agree that employers should take a leadership role in educating their workforce about respectful relationships between men and women. However, a National domestic violence and the workplace survey revealed that 48 per cent of respondents who had experienced domestic violence disclosed it to a manager and only 10 per cent found their response to be helpful. 

Workplaces have an important role to play in supporting women experiencing violence. Often, for these women, the workplace provides a sanctuary away from the abuser. The organisation has a duty of care and needs to have an action plan in place outlining how to handle domestic violence situations. With White Ribbon Day having just taken place (November 25th), it’s the perfect time to examine current policies and perhaps consider introducing a structured plan.

AccessEAP assists companies by providing White Ribbon approved training and by educating employees as part of a domestic violence action plan based around three elements; Recognise, Respond, Refer.

Recognise

When a woman is experiencing domestic violence, it is likely that her patterns of behaviour will change. Managers should remain connected to their team to be able to recognise any changes. Some behaviours to look out for may include;

• Frequently arriving to work very early or very late

• Frequent personal phone calls that leave the employee distressed

• Difficulty concentrating and making decisions

• Not attending out of hours work functions or engaging socially with colleagues

• Stress

• Ill health and increased leave usage

• Wanting to resign or relocate

Respond

If someone has taken the difficult step of sharing their experience of violence or abuse, it is vital to respond in an appropriate and supportive manner. Firstly, you should believe the person and listen without judging. Be supportive, encouraging, open and honest. There are also some practical considerations which will help make the person feel safer and more supported.

• Screen their phone calls or install caller ID on their phone

• Change their email address and remove their details from the organisation’s directories

• Encourage the employee to alter their daily travel route

• Arrange for priority parking close to the building entrance

• Organise for them to be accompanied to and from their car

• Alert key staff with full consent and ensure they are discreet at all times

• Ensure employee’s workstation is not easily accessible for someone entering from outside

Refer

While provisions such as additional special leave, financial assistance and security measures will go a long way towards supporting women to remain in the workplace, other external supports may also be required. Referring employees to an expert domestic violence service can provide crisis counselling, information on crisis care facilities and refuges, information on domestic violence orders and court support and information on longer term counselling services.

As we approach the December period and prepare for the festivities, it’s easy to become distracted with long ‘to-do’ lists; calendars booked up with extra social events; and perhaps finalising work in preparation for a well-earned break. These distractions can impact on our relationships with the people we care about most, so here are some tips for maintaining positive relationships during "the silly season".

1. Take Time to be Present: it’s so easy to be on auto-pilot and not notice the passage of time. Stop yourself from “doing” and pay attention to the moment. Observe without judgement the sounds, smells, sights, and people around you.

2. Give Hugs and compliments: Research shows that hugs can alleviate feelings of stress, increase our self-esteem, and even improve our physical health. Everyone loves to feel valued, tell the important people in your life the things that you like or love about them, often.

3. Be Inclusive: A sense of belonging is critical to our wellbeing and overall happiness. Think about the people you care about, do they feel included? Have you invited them to join in, in conversations, activities or just asking them about their plans for the weekend or Christmas break? Everyone can make a small difference by asking.

4. Respond don’t React: If you feel upset by someone’s behaviour, take a pause or walk away. Be clear about why you’re upset, and if you want the person to know or understand why you’re upset, find a time when you can calmly express yourself.

5. Connect to Values: Be clear about your own values, the things which are important to you, and which guide your decisions. Behave consistently with your values and let go of the small stuff.

Oops, almost forgot a really important one:

5.1. Add Humour: Make sure that there is plenty of room for fun, humour, and silliness in your relationships. Humour and jokes about shared experiences and those things which are out of your control, help relieve stress or frustration.