The Future Of Vaping At Work Is Now

in Uncategorized, Wellbeing
Are employers geared up to play a role in this emerging public health crisis?

Wellness thought leaders, under the guise of “wellness isn’t just about physical health,” brush physical health aside as if it’s no longer our concern. We’re all about connection, humanization, and collaboration.

Flu prevention? Physical activity? Nutrition? What could these possibly have to do with wellbeing?

Back in 2014, in a webinar I led with Rajiv Kumar, M.D. — now President and Chief Medical Officer of Virgin Pulse — I encouraged action to address the wave of e-cig users coming employers’ way. I admit that I’ve been surprised vaping didn’t come to a head sooner for employers, but we can’t put off the inevitable.

Employers generally have gotten away with just folding e-cigs into their no-smoking policies. Now, with estimates of more than 25% of high school students having vaped within the last 30 days, and the national spotlight shining on the risks of vaping, are employers geared up to play a role in this emerging public health crisis?

We still have a lot to learn about vaping. Here’s some basic info from the CDC to get you started.

Here’s How EAPs Can Take Workplace Mental Health Beyond Band-Aid Solutions Like Meditation Apps And…um… EAPs

in EAPs, Workplace Mental Health Resources, Uncategorized, industrial organizational psychology

A recent survey by my distinguished colleagues at Lumity, Inc exposes some inconvenient truths about how employers approach workplace mental health.

One of the most perplexing findings:

92% of respondents believe mental and behavioral health influence productivity, but only 49% believe mental and behavioral health benefits are important for the bottom line of their business.

If this is correct, it suggests that many employers can’t connect the dots between productivity and profits  —  too weird!  —  or that they have little confidence in Continue reading »

When Organizational Values Aren’t Values

in Uncategorized

Values
After her presentation at a wellness conference, a colleague reports, an attendee told her:

I never would have thought to align our wellness program with our core values and business goals.

If a wellness leader never would have thought to align the wellness program with the organization’s core values, they probably aren’t really core values.

Often, what companies describe as their values are actually aspirations. Still lovely, but not the same.

As an example, many companies tout innovation as a value, but actually foster risk-averse environments (based on micromanagement, punitive actions, lack of psychological safety, etc.).

For potential hires and other stakeholders (customers, vendors, etc.), there’s benefit to understanding that the values touted on a company poster often don’t align with the reality of the organizational culture, climate, and practices.

Indeed, if your company really holds core values — as opposed to aspirations — there shouldn’t be any need to remind employees using posters or other media…And it wouldn’t be likely that managers and leaders would neglect to integrate them into their program strategies.

Coming Soon: Rob Baker’s “Personalization at Work: How HR Can Use Job Crafting to Drive Performance, Engagement and Wellbeing”

in job design, industrial organizational psychology, job crafting

The book I’m most looking forward to in 2020:

Rob Baker’s…

Personalization at Work: How HR Can Use Job Crafting to Drive Performance, Engagement and Wellbeing

Rob and I talk frequently, and he’s strongly influenced my thinking and practices regarding job crafting.