Have you every considered asking an employee, Are you ok? and waiting on the answer?Employers have become increasingly cognizant of mental health problems in the workplace evidenced by more companies offering mental health days and enhanced counseling benefits.Winter can be tough a time for people who deal with seasonal affective disorder (SAD), anxiety and mood irregularity due to holiday blues and grief and loss. From decreased sunlight, colder temperatures, and the bleakness of outdoors, this can make anyone feel a little more down and less productive as normal.

A 2020 article by Forbes indicated that SAD can negatively affect motivation and diminish workplace communication and productivity. Workers with the disorder are also more prone to injuries, accidents and absenteeism which cost businesses $51 billion annually. The impact on the workforce includes but is not limited to lack of focus, loss of interest in work activities,feeling down and isolating from peers. So, the question you might ask an employer is how can I support my employees who struggle with the winter blues? I’m glad you asked. Here are 5simple tips that organizations can use to support your employee’s emotional wellness during the winter months:

1. Provide employees light therapy lamps for their desk- These lamps produce and emit a brighter light that allows your employee the additional sunlight needed during the winter months. The increased energy and elevated mood in turn has a direct correlation on productivity.
2. Allow for a flexible work schedule during the winter months- Some employees commute to work when it’s dark and return home when it’s dark. Giving employees the opportunity to see daylight or leave work before it’s dark could help elevate their mood.
3. Educate the leadership on the symptoms and consequences of SAD to foster healthy communication, empathy and understanding with their direct reports who suffer from this disorder.
4. Develop employee mental health wellness initiatives that provide mental health training and additional PTO for mental health self-care.
5. Encourage employees to utilize their EAP and Mental Health benefits to secure counseling from a licensed practitioner.

For additional tips and resources to support the well being and mental health of your employees,
feel free to connect with me at [email protected]

Articles written for publications:
https://therapist.com/for-therapists/setting-boundaries-clients/
https://madamenoire.com/1205218/why-fear-shouldnt-hold-you-back-from-chasing-your-dreams
https://kristinmarquet.medium.com/mental-health-champions-latasha-matthews-15559f21889e

The world was recently saddened by the death of Stephen Boss Twitch. Quickly, it felt like people around the world gathered collectively to grieve and provide global support while making meaning and sharing the goodness this man brought to the earth. Thosewho experienced him were impacted with grief by the loss.

Although a crisis in the workplace might look and feel slightly different, in most cases the workplace represents family, unity and connection. Therefore, when a crisis arises its important to have a plan in place to ensure your staff feels safe, heard, and emotionally well.

Even though a global crisis is rare, because of the high-risk nature of crisis and the varying nature of the crisis, it is important for leaders to have a crisis management plan that includes steps, response times and soft skills to create a sense of safety. Once a crisis is underway or has passed the workplace can become chaotic and unsettled and could increase the stress your employees are under. Thinking about your employees emotional and mental wellbeing will go a long way towards maintaining trust and improving overall morale. Ultimately these actions shape and preserving the company’s culture. If your employees are experiencing a crisis here are 5 GIFTS to offer:

1. Give your employees permission and safety to deal with the crisis- Acknowledging that there is a crisis and the ways the company will provide support for the employee’s wellbeing, is one-way leaders can create safety, trust, and a feeling of belonging for employees. Create opportunities through email, meetings and reduced and modified schedules to show employees that you are all in this crisis together.
2. Identify the resources needed to manage the crisis. Do you need to bring in mental health advocates to talk to your teams? do you need to hire a consultant or outside support to review your safety plan or crisis plan? Have the company benefits been reviewed to ensure your employees have the appropriate level of benefits to heal during a crisis.
3. Identify the resources needed to manage the crisis. Do you need to bring in mental health advocates to talk to your teams? do you need to hire a consultant or outside support to review your safety plan or crisis plan? Have the company benefits been reviewed to ensure your employees have the appropriate level of benefits to heal during a crisis.
4. Forgo forcing employees to do “business as usual. Your employees are experiencing a crisis. As a leader you can make swift decisions on what operational necessities can be altered to support your organization during this difficult time Time off is golden- Allow your employees to unplug and support their family, friends, or themselves during the time of crisis.
5. Show up strong- During increasingly unprecedented times, how you show foremployees, partners and customers during a crisis can significantly increase trust inyour organization. It can create unity and closeness which in the long run will increaseproductivity. Your actions can improve your workplace morale, sense of belonging andpositively impact the culture and reputation well after the crisis has subsided.If you are looking for additional emotional wellness resources to support your staff,please reach directly at latashamatthews.com.

Latasha Matthews, LPC~ America’s Emotional Wellness Expert

When we talk about needing space, setting limits, determining acceptable behavior, or creating a sense of autonomy, we are really talking about boundaries.

A general misconception is that having good boundaries will distance you from others.That there will be a barrier preventing interaction. However, the truth is that when youknow where you end and others begin, you can then closely engage with others becauseyou won’t feel overwhelmed or unprotected. Setting and establishing workplaceboundaries will allow you the freedom to maintain balance, authenticity andself-advocacy which increases productivity and fulfillment at work. Boundaries at workcould include how much work you are willing to do or not do, the relationships youestablish and how to advocate for proper treatment. These boundaries could includephysical, mental, and emotional boundaries. In this training you understand theimportance of setting boundaries, while gaining valuable tools to set and maintainhealth boundaries.

importance of setting boundaries, while gaining valuable tools to set and maintainhealth boundaries.Establishing workplace boundaries could consist of saying no to overtime after beingrepeatedly asked to work more hours, refusing to answer your email or work phonewhile away from work, setting a boundary with a co-worker who makes degrading jokes,using your sick and vacation time, or taking the proper lunch breaks. Boundaries helpyou establish what is important to you, what feelings matter most for you and your yes’sand your no’s. Without the proper boundaries you could experience stress which couldlead to mental health challenges, physical ailments, heart issues and unhealthybehaviors. Here are some helpful phrases to support your boundary setting strategies:

• I can’t give you an answer right now, will you check back with me?
• I want to, but I’m unable to.
• I really appreciate you asking me, but I can’t do it.
• I understand you need my help, but I’m just not able to say yes to that, I’m so sorry.
• I’m going to say no for now. I’ll let you know if something changes.
• I’m honored that you would ask me, but my answer is no.
• No I can’t do that, but here’s what I can do.
• I just don’t have that to give right now.

you would like to learn how I can support your organization in learning effective ways to communicate boundaries. Feel free to connect with me at latashamatthews.com