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5 Minute Angels have launched a new booking system which will allow you to book a therapist in just a few simple steps.

Simply visit http://bookings.5minuteangels.com to see how easy organising a therapist for your office or event has just become…

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New research shows that people who can set up their working hours according to their personal preferences tend to fare better than others in terms of health. Blood pressure, sleep habits, as well as mental health improve considerably. All that is required for this to turn into a reality is for employees to have a saying in the way their work patterns are set up.

Scientists know that having flexible types of policies are beneficial to the employees, but they underline the fact that the exact mechanisms through which this allows people to have a better health status need to be understood in more details. Flexible working seems to be more beneficial for health and well being where the individuals control their own work patterns, rather than where employers are in control.

“We need to know more about how the health effects of flexible working are experienced by different types of workers, for instance, comparing women to men, old to young and skilled to unskilled. This is important as some forms of flexible working might only be available to employees with higher status occupations and this may serve to increase existing differences in health between social groups,” says reseacher Kerry Joyce.

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To celebrate the new year 5 Minute Angels have introduced the following corporate massage promotional offer:

Refer a friend  and when they make a regular booking choose from a bottle of champagne or a free two hour visit…

“I love free stuff – take me to the promotion NOW!“

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5 top tips to tackle stress in the workplace

Article written by Karen Florence-McMullen
Stress in the workplace is a major problem. While there is no way to prevent “stressors” from occurring, helping employees handle those stressors is key. When I am working with groups, I always start out with an exercise I call Conscious Relationship Building. I ask the group to tell me how they want to be treated as we move forward. It soon becomes apparent the Golden Rule is not alive and well in many work environments. This is a major stressor.

Here are 5 top tips that have helped me to prevent empoyee stress in my company:

1. Treat me with respect. Keep in mind your version of respect may not meet theirs. Respect is word we throw around but rarely define. Have your people define it. Once you define what respect means to your group and then respect them in that way, they will do anything for you.

2. I want to be heard. Nothing is more frustrating than having something to say and not be able to say it. When you look at your staff, are they serfs or partners? Serfs are expected to do what they are told and be quiet.
Partners are part of the team. Each member is vital. I love to dig into a group to find the “hidden talent”, the ability no one knows is there.

3. Creating an atmostsphere of engagement and trust, freedom to exchange ideas and suggest a different way, allows everyone to be heard. The art of listening, acknowledging and appreciating goes a long way in reducing stress.

4. Make each other right. This is the one that most managers overlook. And it can be a hard one because it has to do with habits and judgment. Making someone right means before you find all the things that are wrong, you first find what is right. That is not how we are programmed. For a moment though, think what it would be like if you went to your superior, explained your idea and he or she said ‘Let’s examine what is right about that idea”, instead of ‘That won’t work because blah blah blah’. What if we created an environment where people could be excepted for who they are and feel free to express their ideas without fear of ridicule? Making each other right allows the guy who tinkers in his basement at night to bring his idea to you. Who knows, it might be the next big thing.

5. Be fair. This is a broad statement that reaches to every part of your company. When employees know that no matter what happens, you will be fair, they can be more relaxed when crisis strikes. From work assignments to travel, if your employees know you will be doling out tasks in a fair way, they will gladly take their turn when they are asked to go beyond the call of duty. Everyone gets equal treatment and equal share of the good and the bad. Don’t forget the importance that equal recognition has on your staff, either. When they know they are going to get the kudos, they are more likely to give the push you need from them.

Relieving stress in a dysfunctional work place is impossible. Working towards minimizing stress and creating a cooperative environment is definitely doable. Taking the time to value your employees, be fair to them, make them feel “right” by hearing what they want to contribute in a respectful way that is meaningful to them will go a long way in building a team that plays hard and works hard. Stressors are always going to show up – use these tips to build a team that can handle them.

Karen is an Executive Career Coach at Core Principles Coaching

Learn how office massage can help your office or call centre reduce workplace stress today.

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Concerned With Employee Wellbeing? Eight Things To Consider

As an employee a person has the right to expect good working conditions regardless of their position or industry. A positive working environment is not only beneficial to employee wellbeing, but also to productivity. The task of providing such an environment and ensuring employee wellbeing rests in the hands of the employer.

It can be difficult to maintain a sense of unity and employee wellbeing within a work place and this can be a challenge for employers, but by keeping employees happy and investing in their wellbeing an employer can also ensure productivity will remain high. So how does an employer maintain the delicate balance between employee wellbeing and complete anarchy? There are several simple ways to maintain a balance in the workplace and many of these are cost effective and preventative in nature.

1. Encourage Staff Get-togethers

In a quest to boost employee wellbeing a well-planned office outing such as a meal can go a long way towards fostering strong relationships as well as increasing productivity and employee cooperation. Alternatively this can be accomplished with an office pizza day or organizing for each employee to bring a dish they enjoyed as part of a family tradition or a favorite recipe.

2. Encourage Open Communication

Employee wellbeing is dependent upon open and positive communication between an employee and employer. When an employee raises a question or concern it is vital to acknowledge it as soon as possible. An acknowledgement, even without an immediate answer, can go a long way towards enhancing employee wellbeing. Acknowledging the question or concern tells the employee their questions and concerns are valid and appreciated.

3. Set Reasonable Expectations

Setting reasonable expectations when determining employee hours avoids any discrepancies by setting a known standard from the beginning. Knowing the expectations of an employer will allow employees the opportunity to plan for the care of children or family events. Scheduling travel and meetings in advance whenever possible will also support employee wellbeing.

4. Listen!

Listening to the needs and ideas of employees will help them feel important and appreciated. Listening to employee concerns and discussing options and/or compromises indicates a genuine care and concern for his or her wellbeing. Active listening is vital and in the case of a suggestion or idea constructive criticism is usually appreciated.

5. Deal With Negativity

Negativity in the workplace can be the biggest contributor to employee stress or dissatisfaction. It is vital to deal with negativity in the workplace as soon as possible in order to protect employees from low self-esteem. Negativity can spread through an office very quickly, but by addressing the problem and creating policy to deal with it an employer can positively impact the overall wellbeing of their employees

6. Show Appreciation

Showing appreciation towards employees through awards, incentives and public acknowledgment will help boost employee morale and also indicates a genuine interest in their achievements. Appreciation can help employees realise their own worth. It can also help employees who are shy or withdrawn gain the courage and motivation needed to take on a new role or task.

7. Make Sure Employees Know Their Job Description

It is important all employees know and understand their job description and exactly what it entails. An employee who does not understand his or her job description may question why they are being asked to do something they view as redundant or not part of the job they were hired for. By making sure employees understand their duties this can be avoided while also avoiding any negative feelings or resentment they may have towards their direct supervisor. A clear and concise job description can help with this.

8. Provide Professional Development Opportunities

People have an innate desire to learn and grow. Employers can provide many opportunities for this while boosting employee production and knowledge. Employees who have the opportunity to grow with a company may opt to remain with the company not only in the good times but also in times of difficulty. Professional development can be achieved in a number of ways including in-house and out-of-house conferences, seminars and workshops.

In the end it is important for an employer to consider employee wellbeing because it can go a long way towards fostering sustainability and a positive environment within a company or workplace. Employee wellbeing can and does turn employees into colleagues. It is in the best interest of a company to work with all employees in order to make them active partners in promoting healthy and positive relationships.

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An NHS report out today advised employers that they need to pay more attention to the levels of stress and anxiety in the workplace.

The National Institute for Health and Clinical Excellence (NICE) said that the cost of work related mental illness was £28bn which represents a quarter of the total sick bill for the United Kingdom.

The report suggests that poor managers were the biggest cause of problems.  However it also said that simple measures such as allowing flexible working, providing staff with positive feedback and giving extra days holiday as a thank you could cut the impact by as much as a third.  NICE also urged employers to invest in more training for managers and mentoring for staff to help support their career development.

Counting the cost

Workplace stress is estimated to cost U.K. employers £28.3bn a year largely due to lost productivity, paying staff whilst they are off work and replacing ill employees.

NICE has designed a cost calculator to show the potential savings of better supporting stressed staff in the workplace.  It suggests that for the average firm of 1,000 staff a saving of £250,000 a year could be made.

Professor Cary Cooper, a leading expert in workplace psychology at Lancaster University helped compile the reports recommendations.  He said “You cannot underestimate the importance of saying ‘Well done’ to staff, but so often it does not happen.  Managers will tell you when you are doing something wrong, but not when you are doing it right.”

Recession

However, the problem is not just to do with staff taking time off from work.

“Presenteeism, where people come to work but add no value, is if anything more of a problem, especially during a recession. People are so scared that they go to work when they are not fit to” said Professor Cooper.

A recent survey by the Chartered Institute of Personnel and Development (CIPD) revealed that nearly a quarter of workers in the UK describe their own mental health as either moderate or poor, yet nearly all of them continued to work regularly.

The recommendations were welcomed by the government’s national director for health and work, Dame Carol Black who produced a report advising employers to take more of an active role in promoting good health for their employees back in 2008, saying that it provided “clear, practical advice to promote mental well-being”.

Who should take action?

Employers in organisations of all sizes – in larger organisations this might include chief executives and board members, human resources directors and senior managers.

Trade unions and other employee representatives – this will usually be the owner-manager and in medium-sized businesses the business manager.

What action should they take?

Adopt an organisation-wide approach to promoting the mental wellbeing of all employees, working in partnership with them. This approach should integrate the promotion of mental wellbeing into all policies and practices concerned with managing people, including those related to employment rights and working conditions.

Ensure that the approach takes account of the nature of the work, the workforce and the characteristics of the organisation.

Promote a culture of participation, equality and fairness that is based on open communication and inclusion.

Create an awareness and understanding of mental wellbeing and reduce the potential for discrimination and stigma related to mental health problems.

Ensure processes for job design, selection, recruitment, training, development and appraisal promote mental wellbeing and reduce the potential for stigma and discrimination. Employees should have the necessary skills and support to meet the demands of a job that is worthwhile and offers opportunities for development and progression.

Employees should be fully supported throughout organisational change and situations of uncertainty.

Ensure that groups of employees who might be exposed to stress but might be less likely to be included in the various approaches for promoting mental wellbeing have the equity of opportunity to participate. These groups include part-time workers, shift workers and migrant workers.

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The Government is to invest £4 million over the next two years in improving health and wellbeing for staff at small companies.

Department for Work and Pensions (DWP) minister Lord McKenzie is inviting small and medium-sized businesses and local partnerships to bid for a share of the Health, Work and Well-being Challenge Fund.

He said: “We are working with employers to provide the necessary support to help workers remain happy and healthy in their job. This fund will improve conditions in the workplace and will help to prevent workers taking time off sick.

“We are looking for innovative and exciting ideas to improve the health and welfare of employees in the workplace. These can include projects to reduce stress, improve a work-life balance or provide healthy activities.”

The DWP hopes the funds will be used to reduce stress and improve other mental health conditions, provide healthy activities, ensure a better work-life balance and encourage more supportive management.

There will be two rounds of funding and successful projects can be awarded between £1,000 and £50,000 a year.

Local Assessment Panels will decide which projects will receive funding, based on criteria aimed at promoting employee welfare at work.

More information and details of how to apply

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