This year’s Mental Health Awareness Week will take place from 13 to 19 May 2024, on the theme of “Movement: Moving more for our mental health”.

The benefits of moving our bodies to improve our mental health are well documented.  As employers, it is crucial to encourage employees to move during the working day to support their holistic health.

There are multiple benefits to moving more frequently throughout the day. Physical activity releases chemicals in our brains; dopamine, serotonin, norepinephrine, and endorphins which are essential for regulating our mood and improving our wellbeing as well as reducing our stress levels. There are many cognitive function improvements such as better memory, focus and attention which are immediately increased when we are physically active, all of which contribute to a more productive and positive workforce.

‘Office workers are identified as being the most sedentary group in the working population spending 73% of their working day sitting down.‘

(Source: British medical journal 2022)

There is also a link between a sedentary work life and home life, so the more that movement is encouraged and supported in the workplace the more likely that employees will begin to move more in general.  Muscle memory also plays a part, when we sit in the same position for too long too often, our bodies find it uncomfortable to change position.

 

5 tips to encourage employees to move more to improve their mental health and wellbeing;

• Standing desks and under desk Treadmills – there is evidence to suggest that changing regularly from sitting to standing during the working day has a positive impact on our physical and mental health. Our bodies evolved to stand and our digestion and blood flow to organs and muscles improves on standing.  Having a more dynamic posture can alleviate aches and pains in the joints.  Changing position at regular intervals can really help with muscular skeletal issues.

“A typical example is sit for 30 minutes, stand for 25 minutes and walk for five minutes every hour.” (IOSH Magazine 2022)

• Dance – Music and dancing improve our mood as well as keeping us active in a fun way. Put on your favorite tunes and have a dance in your lunch break or in between tasks.  Share mood boosting music with colleagues to create a soundtrack together to boost mood and activity in work breaks or join a dance class.  We can store negative emotions in our bodies and movement can help to release these when we stretch, shake and dance.

 

• Walk round the block – take a short mindful walk, this will allow the brain to take a break from work tasks, to reset and recharge by tuning in to the environment with all senses, to soak up some vitamin D and breathe in some fresh air. Paying attention to what is seen, heard, touched, smelt and felt can help to relieve feelings of anxiety and give mood a boost.
• Move more in the workplace challenge – this can be inclusive and can be adapted to ensure that all staff members are able to participate in setting a goal they are comfortable with to move more at work and home. Create meeting spaces where employees can stand to meet or have to move away from their desks.  Position printers and coffee break rooms away from the work area to encourage movement.  Perhaps invite participation to a local park run or steps challenge. There are free exercise apps available, for example Couch to 5K and Active 10.
• Chair yoga at your desk– low impact exercises like Yoga or Thai Chi can help to manage anxiety symptoms and improve core strength. There are many  free online courses and no equipment is needed.  This can be a manageable way to slowly introduce moving more at work and home for beginners, people with disabilities and any desk workers.

As with any change in activity levels it is important to for employees to listen to their body and to ensure that they are setting small achievable goals which can change over time whilst building new habits and reflecting on your progress.

For anyone with a disability or taking medication, any concerns should be discussed with the GP before embarking on any major changes.  Small changes can reap great rewards.

 

How can PAM Wellness Solutions help?

Our comprehensive wellbeing services can help to reduce mental health issues in your organisation with the following support services:

Employee Assistance Programme (EAP): Access to a 24/7 confidential helpline answered by qualified counsellors for in-the-moment emotional support. As well as wellbeing resources to support a variety of personal and professional issues.

Enhanced Psychological Services: Access to professional counsellors through management referrals, providing employees with proactive support to effectively manage their mental health challenges

Mental Health First Aid: By implementing Mental Health First Aid to support employees, we can help you reduce the prevalence of mental health issues. All our mental health first aid training is delivered by qualified professionals with experience in workplace mental health.

Mental Health Webinars: Increase awareness of mental health in the workplace by booking our workshops and training on specialist topics relating to mental health and wellbeing in the workplace.

April is Stress Awareness Month, and we encourage employers to focus their attention on how stress in the workplace can affect the productivity and mental health of employees, and what advise can be given to help employees maintain a good work-life balance.

Stress is a term we are all familiar with and we’ve all likely experienced stress at some point in our lives. Although the triggers and sources of stress may be different for us all, the impact of stress is relatively universal.

 

From noticing changes in the way we think or feel, for example:

• Feeling negative
• Being indecisive
• Feeling isolated
• Feeling nervous
• Being unable to concentrate

 

To noticing changes in the way we act differently, for example:

• Eating more or less than usual
• Smoking and/or drinking more than usual
• Taking recreational drugs ‘to cope’
• Having difficulty sleeping

 

If we don’t address the sources of stress, then it can have an impact on individuals and organisations.

• 8 million workers suffered from workrelated ill health (new or longstanding) in 2022/23 Source: Estimates based on self-reports from the Labour Force Survey, people who worked in the last 12 months.
• Of those, 0.9 million workers suffered from workrelated stress, depression or anxiety (new or long-standing) in 2022/23 Source: Estimates based on self-reports from the Labour Force Survey, people who worked in the last 12 month.
• 2 million working days are lost due to work-related ill health (including stress) and non-fatal workplace injury in 2022/23 Source: Estimates based on self-reports from the Labour Force Survey.
• There was £13.1 billion in annual costs for new cases of work-related ill health in 2021/22, excluding long latency illness such as cancer Source: Estimates based on HSE Cost Mode.

We all need to find ways to buffer the impact of stress. One way we can achieve this is by building our resilience levels and ensuring that we make time for our own self-care.

 

5 tips for your employees to reduce stress levels in the workplace:

 

1. Set boundaries – It can be useful to set ‘rules of engagement’ for screen time (especially if working from home), ‘switch off’ from technology when you can and put your work equipment away and out of sight if you do not have a dedicated office space to help you transition into ‘home mode’ after work so you can restore your energy levels.
2. Maintain and healthy lifestyle
   Exercise – continuing to maintain, or establishing new exercise routines in the daytime, offers many positive advantages for both our physical and psychological health.
   Nutrition – sticking to set eating patterns throughout the day and eating a healthy balanced diet can keep energy levels (and concentration levels) high, helping with structure and your sense of control.
   Sleep – maintaining your sleeping routine is important – aim for 7-9 hours of good quality sleep per night, as this will have a huge impact on your mood, energy levels and productivity.
3. End of work rituals – A regular end of work ritual can aid compartmentalisation by signalling to the brain that work is over and home life is beginning. It is important that one ritual is maintained over a period of time. Examples; Walking or biking home from work, reading an engaging and relaxing novel while taking public transport home. Changing out of work clothes and putting them away as soon as you get home.
4. Engage with nature – nature provides us with the opportunity to rest, reflect, and restore our selves. So, spending some time outside every day during the working day is important. Similarly, you can bring nature indoors e.g. place flowers/plants around your home/office, or work in a room which has a view of a nature.
5. Practice self-compassion – and don’t forget to be kind to yourself!

 

Adam Brazendale, Senior Mental Health Trainer at PAM Wellness Solutions, said:

“We all work in industries where there is an element of self-care for others. What we need to ensure is that, in the pursuit of caring for others wellbeing, we don’t neglect our own.”

 

How can PAM Wellness Solutions Help?

Enhanced Psychological Services:  Access to professional counsellors through management referrals, providing employees with proactive support to effectively manage stress and mental health challenges.

Employee Assistance Programme (EAP): Access to a 24/7 confidential helpline answered by qualified counsellors for in-the-moment emotional support. As well as wellbeing resources to support a variety of personal and professional issues including stress related issues.

Mental Health Webinars: PAM Wellness Solutions offer a number of training and webinar sessions to educate your workplace through specialised workshops on stress management and burnout.

If you have access to PAM Wellness Solutions EAP service and are looking for support with stress and burnout, please reach out for support via the helpline or pam-assist.co.uk using your organisation code. Alternatively, request this information from your manager or HR department to access your EAP.

 

Written by Nina Parson – Director of Psychology

Awareness of autism, a lifelong neurodevelopmental condition has certainly grown over the last 10 years.  How we understand autism has also changed with a recognition of the talents autists can bring to the workplace. Many organisations are keen to promote neuro-inclusion, including developing training programmes or summer internships to attract autistic graduates.

These positive changes in recruitment strategies are leading the way in changing perceptions and removing stigma, however there can be unintentional  challenges faced by autistic individuals in the workplace so whilst there may be a really positive selection process ant the onboarding stage where support is abundant and many autists will go on a flourish in their careers, there will be some individuals who require support and adjustments to enable them to continue to demonstrate the talents that shined during the recruitment and selection process. Continuity of support is key.

Take the traditional office environment, one of the key identifying characteristics with autism is sensory sensitivity, the extent to which someone experiences heighted levels of sensitivity can vary, but typical examples can relate to environmental challenges such as bright lights, noisy open plan offices, strong smells from an open plan kitchen or even standard issue clothing.

 

It’s like having the lights on full and the volume turned to maximum and lots of static in between. 

 

These heightened sensitivities can have a significant impact on day-to-day functioning, causing stress, anxiety, depression, and a sense of complete overwhelm.

In relation to this another key characteristic associated with Autism is a need for routine, structure and set ways of working.  Given the day-to-day sensory challenges autists face awareness of these sensitivities enables their neurotypical colleagues and line manager to empathise and bring greater understanding how this may also feed into an Autistic colleague’s preference for consistency, structure and control over their work tasks and output.

Being aware of some of these challenges and being open to making adaptions to the work environment to support autistic colleagues can go some way to enable them to thrive at work.

Creating an organisational culture of positive acceptance with clear visibility of inclusive practices, is likely to lead to more people feeling comfortable to disclose a challenge or disability.  Although there is no obligation to disclose, by creating an environment at work that is accepting of individual difference and individual needs, where support is offered in collaboration, this is likely to lead to greater job satisfaction and more productive staff.

If a colleague does disclose there are several ways you can support. This should start with an informal conversation about any challenges that have been identified. This may be working in an open plan office or due to a promotion, the role requirements changed, and this may have highlighted some challenges. By conducting a workplace needs assessment an assessor will work with the employee and their line manager to identify areas of challenge and potential causes such as the work environment or specific work tasks.

The resulting workplace needs assessment report can become the basis for adjustments. But putting adjustments in place does not end there, regular reviews and check-ins are essential to ensure the recommendations are having the desired effect.

By working collaboratively, the line manager and their autistic colleague can ensure support is ongoing and appropriate. It may be just minor changes are required, but by being proactive and seeking to provide a culture of inclusion and support can make a stark difference to performance.

 

PAM Wellness Solutions is a Disability and Neurodiversity Confident Leader and employer. We are proud to offer an extensive range of high-quality services to create neuro-inclusive cultures at work and provide psychological support services so neurodivergent talent can flourish. We encourage employers to celebrate and promote awareness of autism in the workplace throughout April, which is autism awareness month.

In light of Neurodiversity Celebration Week 2024 (18th-24th March 2024) we spoke to our Neurodiversity team to get their insight on why Neurodiversity support, awareness and solutions are so important for organisations.

 Richard Hughes – Assistive Technology Trainer said:

“Allow me to introduce myself, my name is Richard Hughes and I work as an AT (Assistive Technology) Trainer for PAM Wellness Solutions.

As an Assistive Technology Trainer, I have the exciting opportunity to train neurodiverse employees who work for our clients. Every day feels like a fresh chapter in a learning adventure with training innovative IT skills along the way! I train on specialised IT software that can break down barriers and transform the way neurodiverse individuals use technology. As someone who is myself dyslexic, I truly understand the daily challenges our clients encounter, as well as the potential barriers that disrupt the learning process.

One particular software I train employees on is mind mapping software which has been around since the 1970s. This software can help improve focus on a problem by creating visual diagrams. I demonstrate its ability to break down daily tasks into manageable parts on a diagram.

This is a fantastic tool for managing tasks and bringing ideas to life. It’s like having a blank canvas where you can organise and structure your thoughts, even when things seem really chaotic! It also encourages new ways for employees to dynamically plan, process and present information.  It’s a great way to take off the extra pressure when starting a new project and this is especially beneficial for neurodiverse individuals when they feel overwhelmed.

I can certainly relate to the “blank page syndrome” that affects our ability to concentrate and where to begin when staring at a blank screen. Mind maps can counteract this as they do not require a starting point.

During the training session we work together to analyse workflows, any approaching deadlines and how to outline and summarise these in a digestible format.

Every day is an adventure as I dive into new concepts and branch these onto a mind map!

The journey from disorganisation can lead to clarity and reduce workplace pressures after learning how to effectively map these out on the software. This all happens while in the meeting over a coffee on a Microsoft Teams call!

Whether the client is planning a presentation, organising research, or managing daily tasks, we explore new IT solutions to support these in our training.

One of the most rewarding aspects of my role is after a client can use these newly learnt skills and rethinks their approach to problem-solving. This adaptability not only enhances their IT proficiency but also positively impacts their daily work routines. ”            

 

You can find out more about PAM Wellness Solutions Neurodiversity services including our workplace services and education services on our website.

Alternatively, you can contact us to speak directly to the team on how we can assist your organisations needs or offer workplace needs assessments here: Contact us

In light of Neurodiversity Celebration Week 2024 (18th-24th March 2024) we spoke to our Neurodiversity team to get their insight on why Neurodiversity support, awareness and solutions are so important for organisations.

 Sadia Ahmad – Coach and Workplace Needs Assessor said:

Neurodiversity Celebration Week is an invaluable opportunity to shine a spotlight on the diverse strengths and challenges of neurodiverse individuals in the workplace. As someone engaged in this area, I find immense fulfilment in conducting workplace needs assessments for neurodivergent individuals. I also create and present webinars to showcase the unique talents of neurodivergent individuals as well as providing coaching to help them realise their fullest potential.

At the heart of my work lies a commitment to understanding the specific needs of neurodivergent individuals within the workplace environment. Through comprehensive assessments, I aim to identify the accommodations and support mechanisms necessary to foster their success. This process involves collaborating closely with both employees and employers to create an inclusive and supportive work environment where neurodiverse individuals can thrive.

Webinars play a crucial role in raising awareness and promoting understanding of neurodiversity among colleagues and employers. By highlighting the strengths and talents of neurodiverse individuals, these sessions challenge preconceptions and encourage appreciation for the unique perspectives they bring to the table. Additionally, webinars provide a platform for discussing the daily struggles faced by neurodiverse individuals, fostering empathy, and promoting a culture of acceptance and support within the workplace.

One of the most rewarding aspects of my work is providing coaching to neurodiverse individuals, empowering them to unlock their full potential. Through personalized guidance and support, I help individuals navigate the challenges they encounter in the workplace while leveraging their strengths to achieve success. Whether it’s developing strategies for effective communication, building self-confidence, or addressing specific challenges, coaching enables neurodiverse individuals to overcome obstacles and thrive in their professional lives.

Working for PAM Wellness has been a truly enriching experience. The organisation’s commitment to diversity and inclusion is evident in its supportive culture and dedication to empowering neurodiverse individuals. I am grateful to be surrounded by amazing colleagues who share a passion for creating positive change and fostering an inclusive workplace where everyone can contribute their unique talents and perspectives.

As we celebrate Neurodiversity Celebration Week, let us reaffirm our commitment to creating workplaces where neurodiverse individuals are valued, supported, and empowered to succeed. By embracing neurodiversity and harnessing the strengths of all individuals, we can build more innovative, inclusive, and compassionate organisations for the benefit of everyone.

 

You can find out more about PAM Wellness Solutions Neurodiversity services including our workplace services and education services on our website. Alternatively, you can contact us to speak directly to the team on how we can assist your organisations needs here: Contact us

Written by Nina Parson, CPsychol – Director of Psychology – Neurodiversity – PAM Wellness Solutions 

 

As we approach Neurodiversity Celebration Week (18th – 24th March 2024), a global initiative that challenges stereotypes and misconceptions about neurological differences, our Director of Psychology, Nina Parson gives her insight into the advantages to having a neurodiverse workforce.

Recognition of the importance of inclusion at work has gained traction over the years, however a deeper dive reveals a missing piece in the conversation around inclusion at work which is finally starting to be addressed. Neurodiversity.

A quick search of the term ‘Neurodiversity’ on LinkedIn returns hundreds of posts; expert led, lived experience or both.  But what do all these posts have in common?  Advocacy. Loud, positive voices who are advocating for greater inclusion at work, highlighting the strengths neurodivergent individuals can bring.

But it is not just a pocket of advocates online.  Buoyed by academic research and reports by well-respected bodies such as the World Economic Forum who have identified certain traits which can lead to success for organisations.  This has also spurred the growth of specialist recruitment agencies such as Specialisterne who provided compelling arguments for the positive skills and talents neurodivergent individuals can bring to the workforce.

It is fair to say organisations are at different stages of their maturity journey when it comes to embracing and supporting neuroinclusion at work, but there is an appetite to make affirmative changes.  Research has found better performing businesses tend to be more diverse and the recognition of a need for diversity of minds is gaining momentum. There are some great examples of organisations taking positive steps to embrace neuroinclusion; GCHQ, Microsoft, Auticon, SAP, Civil Service and Bank of Ireland to name a few.

Diversity policy has found its way to the top of many organisations’ agendas, as strategically senior leaders recognise to compete globally, and gain a competitive advantage, strength can be found through diversity of minds. Possibly more pertinent now than ever as we face increasing global competition and economic uncertainty.

Neurodivergent individuals often have strengths in certain cognitive functions particularly, in the visual perceptual domain. This means they are often able to ‘see’ and approach problems in different ways to neurotypical thinkers, enabling them to uniquely contribute to innovation, engineering, and complex problem solving.

Innovation is key and that requires stepping outside of traditional ways of working and embracing the change makers who see and think differently.

For example, researchers investigating real-world creative achievement among adults with ADHD found they had higher levels of original and creative thinking and high levels of real-world creative achievement compared to adults without ADHD.  Other studies have come to similar conclusions indicating neurodivergent individuals can outperform their peers in lateral thinking and creativity. It may therefore come as no surprise that a recent report from LinkedIn (2023) found even amidst an economic downturn, demand for ED&I specialists continues to grow.

As much as it is about organisations harnessing the advantages of a neurodiverse workforce for economic and competitive gain, it is also about organisations doing the right thing.  By adapting ways of working to embrace diversity, organisations are giving people the opportunity to perform at their best.

 

As a study by Charity Awareness Monitor found, 77% of the public think more highly of companies that employ people with a disability. It is also about recognising a need to be representative of the customers they serve.  With 10-20% of the population estimated to be neurodivergent, that is a significant number of potential customers.

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Employers play a critical role in supporting employees facing a cancer diagnosis, both during treatment and after recovery.

In the UK, around 360,000 people are diagnosed with cancer every year (Source: Macmillan Cancer Support). Many of these people will have to consider how this may affect them at work and speak to their employer to establish a plan of action.

Supporting employees with cancer can not only improve their wellbeing and help create a sense of normality in their life, but it can also benefit the overall productivity and morale of the workplace.

Here are some ways employers can support employees dealing with cancer:

Communicate

Talk openly with your employee to understand their needs, keep them in the loop, and maintain good communication with them, whether they are still actively working or on sick leave. Clear communication and support can help keep employees with cancer engaged with your business, productive when working and benefits the wider workplace culture.

Respect their privacy

Be understanding and empathetic, and always respect the privacy of employees with cancer. This can include refraining from discussing the employee’s health with others without their consent. It is important to establish privacy terms with your employee to understand communication moving forward.

Be accommodating

Consider reasonable adjustments that can be put in place to support employees with cancer, such as flexible work arrangements, time off for treatment and recovery, and modifications to the work environment. This can include allowing remote work, flexible scheduling, or providing a private space for rest or treatment.

Check your guidelines

Ensure compliance with guidelines and policies by regularly reviewing and updating them to provide support for employees with cancer. This includes provisions for sickness absence, long-term conditions, and time off work. As cancer is legally defined as a disability, employers should have reasonable adjustments in place, such as modifications to the workplace or working arrangements, to enable employees with cancer to continue working if they are able. Failure to do so can be classed as discrimination in the workplace.

Provide an Employee Assistance Programme (EAP)

Offer an Employee Assistance Programme to support employees during this difficult time. This can help employees cope with the emotional and psychological effects of cancer. Our EAP provides a wide range of support, featuring a 24/7, employee helpline which is available all year round to provide immediate emotional support, structured counselling, a wellbeing app, live chat, management support and more.

Employee Assistance Programme

Remember that employees who care for someone with cancer may also need support in the workplace. Being a caregiver can be an unexpected and challenging role, emotionally and physically. The above-mentioned advice can also be used to support employees who are caring for someone with cancer.

By implementing these steps, employers can create a more supportive and inclusive work environment for employees with cancer and ultimately benefit the entire organisation.

Time to Talk Day is an annual event that is organised by Mind and Rethink Mental Illness. The campaign aims to raise awareness about mental health and encourage people to have open and honest conversations about mental health issues.

1 in 4 of us will experience a mental health issue at some point. Therefore, it’s crucial to have open discussions about mental health. By talking about mental health, we can challenge negative stereotypes, strengthen relationships, support those who are struggling, and reduce the stigma surrounding mental health issues, which can impact anyone.

Talking about mental health can be tough, but it doesn’t have to be uncomfortable either. Simply being there for someone and starting a conversation can make a huge impact.

Here are some tips on how to talk to someone about their mental health:

Ask how they are

It’s okay to ask someone who has been struggling with their mental health how they are doing. They may or may not want to talk about it but letting them know that you are there for them and that they don’t have to avoid the subject with you can be important. Remember, mental health issues are only one part of someone’s life and it’s important to continue connecting with them over the things you’ve always talked about together.

Be open-minded

Avoid using clichés like “cheer up” or “pull yourself together” and instead try to be open-minded and listen to what the person has to say. Even if you don’t have all the answers, simply talking and listening can be incredibly helpful.

Educate yourself

If you feel uncertain about how to start a conversation about mental health, you might find it helpful to educate yourself about different mental health conditions. This can give you a better understanding and provide a starting point for conversation. Asking open-ended and non-judgmental questions, like “how does that affect you” or “what does it feel like,” can also help you to better understand their experience.

Don’t change

When someone is going through a difficult time, they may still be the same person you know and love. Don’t change your behaviour around them, continue to include them in social activities and offer to do things you would normally do with them.

Be patient

It’s okay if someone isn’t ready to talk about their mental health struggles. Even if they don’t open up right away, the fact that you’ve tried to have a conversation with them may make it easier for them to talk about it in the future. Consider sending a caring message to let them know you are there for them.

Supporting someone who has been struggling with their mental health can be mentally challenging for you, too. Using support services such as EAP’s can be helpful to ensure you are also receiving support to deal with the situation. Our EAP provides a wide range of support, featuring a 24/7, employee helpline which is available all year round to provide immediate emotional support, structured counselling, a wellbeing app, live chat, management support and more.

Employee Assistance Programme

In the new year, as we return to work and settle into our routines, it’s important to acknowledge that for some, the daily routine can be daunting. With the arrival of ‘Blue Monday’ on the third Monday of January, known as one of the most depressing days of the year, employers should be ready to address the challenges of supporting employees who may be struggling.

What are the January Blues?

The January Blues is a condition which manifests after the December holidays –making someone feel increasingly low in the first months of the year. While it’s rare to get diagnosed outright, the condition has been linked to Seasonal Affective Disorder (SAD) and depression.

It’s thought the winter blues, or seasonal affective disorder (SAD), affects around 2 million people in the UK and more than 12 million people across northern Europe. It can affect people of any age, including children.

It can present in different ways to different people however, there are some concurrent symptoms, such as:

• Low mood
• Anxiety
• Depression
• Fatigue
• Feelings of being overwhelmed
• Irritability

How can you spot if an employee is having difficulties?

In a time of performance reviews, new expectations and staff changes, anxiety levels can soar. Managers must know how to spot the signs of someone in distress, enabling them to offer help. Some people may be upfront about their troubles, whereas others will be private and wish not to share.

Gaining the ability to recognise indicators of distress will enable you to support your team effectively and minimise the impact on both them and the organisation.

Look out for the following signs and shifts in behaviour, as they could indicate that your employees are facing challenges and might require support:

• Lower productivity
• Poor timekeeping
• Poor concentration
• Increase in absence
• Extroverts becoming introverted or vice versa
• Increase in alcohol or other substances
• Conflict where there was none before
• Reduction in communication

What can you do to help?

Happy employees are more likely to avoid the negative effects of stress and anxiety but are also significantly more productive. A recent study by the University of Warwick’s Centre for Competitive Advantage found that ‘happy staff increased productivity by as much as 20%’.

Prioritising wellbeing in the workplace is an effective way to help overcome the back-to-work blues. Here are 4 simple steps that you can present to help your employees:

1. Open up communication

Sending a simple welcome-back email after the break can increase motivation and be a good way of lifting spirits. If you’re currently using an EAP, use this as an opportunity to relaunch this service. Try sending a communication/newsletter to your employees to remind them about the confidential support services available, as this is a good way to offer reassurance to anyone needing support.

2. Give praise where praise is due

During a time when moods are low, the easiest way to pick staff up is by telling them you appreciate the good job they’re doing. Acknowledging hard work is an instant mood booster and staff will be keen to keep the momentum going!

3. Lead by example

Keep your staff motivated by generating enthusiasm throughout January by having regular meetings and calls throughout the month to highlight the achievements of employees and to share any business updates or exciting news. Keep your own morale up and be infectious in your enthusiasm.

4. Encourage your employees to get outside

Ensure that your employees make the most of the very little sunlight we get to experience during January by encouraging them to go outside during their lunch breaks. It may not always be convenient due to the weather, but even a ten-minute walk and some fresh air can often make a huge difference to the mental wellbeing of your people.

How can PAM Wellbeing help?

Our comprehensive wellbeing services can help to reduce mental health issues in your organisation with the following support services:

Employee Assistance Programme (EAP): Access to a 24/7 confidential helpline answered by qualified counsellors for in-the-moment emotional support. As well as wellbeing resources to support a variety of personal and professional issues.

Enhanced Psychological Services: Access to professional counsellors through management referrals, providing employees with proactive support to effectively manage their mental health challenges.

Mental Health First Aid: By implementing Mental Health First Aid to support employees, we can help you reduce the prevalence of mental health issues. All our mental health first aid training is delivered by qualified professionals with experience in workplace mental health.

Mental Health Webinars: Increase awareness of mental health in the workplace by booking our workshops and training on specialist topics relating to mental health and wellbeing in the workplace.

Speak to us today to explore how our services can effectively support your people.

The countdown to Christmas can be a wonderful time, yet for many, it becomes an intense period filled with heightened stress and pressures.

A survey of 15,000 employees across the UK, Europe and the US found that almost half reported some degree of “festive fizzleout” meaning that by the 18^{th of} December, they were struggling to maintain usual levels of productivity and focus.

A 2019 YouGov survey found that 26% of people reported that their mental health worsened during the holidays.

Stress and Burnout

There are several reasons why this is the case. We may be experiencing burnout from the pressure of trying to get all our work done in less time than usual. We may be stressed about holiday plans or the lack of. It is also the most expensive time of the year, leading to more financial stress.

Additional stress can play havoc with our immune systems and impair our sleep, leaving us prone to picking up bugs that further tire us out.  In a nutshell, the festive season puts extra demands on us at just the time of year when we may have the least energy to face it all. 1 in 3 adults in the UK experience at least a mild form of SAD (Seasonal Affective Disorder), sapping our energy and lowering our mood levels.

5 Tips to Protect Your Wellbeing

Here are a few tips to help you thrive over the coming weeks:

1. Protect Your Personal Time: Dedicate moments to exclusively focus on family demands, gift buying or simply having some much-needed downtime. If possible, find ways to rebalance your workload so that some of the pressures are reduced. Perhaps see if any deadlines can be extended.
2. Manage Stress Proactively: It can be hard to see this at times but a lot of the stress we experience is more under our control than we realise, and so is preventable. Try to reduce stress wherever you can. Protect your brain from multitasking by reprioritising tasks and saying “No” if you’ve overcommitted yourself.
3. Be Kind to Yourself: Acceptance is vital to our sense of wellbeing. Try to accept that events may happen that are out of your control. You don’t have to be responsible for the happiness and enjoyment of colleagues or family. Make sure to have time to slow down and focus on quality time with those you care about.
4. Embrace Emotional Wellness: It is okay to not be full of festive cheer every day, at work or at home. There can be so much pressure to celebrate and to be merry but it’s important to remember that the winter blues are real.
5. Step Back and Unwind: To improve energy and mood, don’t forget to step outside of the office or home every day. While you’re out there, let go of the to-do list and let your mind wander. And take every chance you can to laugh and have fun!

Remember, prioritising your wellbeing is essential and there are available resources, along with the above tips to support you on your journey to a healthier, happier holiday season.

How can PAM Wellbeing Help?

Employee Assistance Programme (EAP): Access to a 24/7 confidential helpline answered by qualified counsellors for in-the-moment emotional support. As well as wellbeing resources to support a variety of personal and professional issues.

Mental Health Webinars: Discover how PAM Wellbeing can enhance your workplace through specialised workshops on SAD and Winter Wellness, and training sessions focusing on Financial Wellbeing.

Enhanced Psychological Services:  Access to professional counsellors through management referrals, providing employees with proactive support to effectively manage their mental health challenges.

If you have access to PAM Wellbeing’s EAP service and are feeling overwhelmed this festive period, please reach out for support via the helpline or pam-assist.co.uk using your organisation code. Alternatively, request this information from your manager or HR department to access your EAP.

Get in touch today