Workplace wellbeing

Financial Wellbeing

Increasing our financial well-being during challenging economic conditions Don’t have an account yet? Sign up at https://app.uprise.co/sign-in Don’t have a contract with us? Request your proposal here: https://uprise.co/proposal/

Navigating Conflict in the Workplace

Workplaces are dynamic and busy, causing tension and disagreements among colleagues. Conflict resolution is a challenging aspect of professional life, arising from differing opinions, needs, values, goals, or communication styles. Different individuals handle conflict differently, with some finding it comfortable and others finding it threatening. The approach to conflict resolution generally leads to more favorable outcomes. Don’t have an account yet? Sign up at https://app.uprise.co/sign-in Don’t have a contract with us? Request your proposal here: https://uprise.co/proposal/

Mindful Parenting and the Working Parent

The Uprise app has extensive content to revise and reflect on your financial mindset and our mental fitness coaches can help you develop a healthier financial mindset in one-on-one sessions. Don’t have an account yet? Sign up at https://app.uprise.co/sign-in Don’t have a contract with us? Request your proposal here: https://uprise.co/proposal/

Does your EAP improve sleep quality and fatigue

Employee Assistance Programs are often reactive, offering HR insights after a crisis has occurred. Uprise is a new EAP that supports HR to be proactive in their strategies to deal with employee stress.

Does your workplace meet the five elements of wellness?

The social, emotional, spiritual, physical and intellectual elements that make up an individuals wellbeing.

Why don't employees use workplace wellness programs?

Although most organisations have a wellness program, they often garner uptake of about 3-4%, missing 16% of employees at risk for developing a mental health concern. Uprise has uptake between 20-60% because it's personal.

Four Ways that Employee Assistance Programs Improve Employee Wellbeing

Understanding employees wellbeing early can improve work performance, decrease absenteeism, reduce presenteeism and reduce associated retention and new employee training costs.

Preventing Mental Health Issues at Work

A 2018 CIPD report provides a Managers Guide to Mental Health. This blog is a summary, interpretation and extension of their findings. A major factor in the cost of poor mental health at work is that issues or conflicts are left undetected and become significantly more severe over time. Poor mental health at work can reduce employee motivation, engagement and optimism and left unaddressed can contribute to the development of a mental health disorder. Employers have a responsibility to support staff in dealing with personal or work-related concerns. Often an employee assistance program (EAP) is offered as face-to-face counselling for employees. There are also additional steps that management can take with early intervention employee assistance programs to prevent stress before it spirals.

Best Ways to Encourage Employees to Use Wellbeing Programs

To encourage the use of wellbeing programs it needs to align with the values of the company, consider the interests of employees and have a focus for a period of time.

What do employees expect from an EAP provider?

Employees expect EAP providers to be confidential, clear, quick to access and related to personal and professional development. EAP providers that meet these standards gain a higher uptake.

What is an EAP?

EAP programs provide confidential and proactive support related to both personal and professional development, in order to improve wellbeing and workplace culture.

4 ways Leadership can improve Employee Wellbeing

With mental health conditions and claims on the rise, mental health in the workplace is becoming an increasingly relevant topic to HR managers. Often an employee assistance program (EAP) is the only ongoing mental health support offered to employees as reactive therapy to deal with personal or work-related issues. However, without proper support from leadership, the effectiveness of EAPs and other mental health promotions is diminished. In order to achieve a mentally health workplace, the key factor is leadership for lasting change.

Is just having an Employee Assistance Program good enough?

A 2016 Employee Benefits report found that 77% of employers offer an Employee Assistance Program (EAP) to their employees. An EAP is often focused on providing face-to-face therapy to support at-risk employees to deal with personal or work-related problems. It’s not uncommon for this kind of EAP support to be the only form of ongoing mental health support offered to employees. Is offering an employee assistance program like this enough to make lasting change for mental health at work?

Workplace Guide for Domestic Violence

Intimate partner violence is the biggest risk factor for death, disability and illness in women aged 18-44. There are ways in which employers should proactively support women at work who may be experiencing abuse.

What training drives more effective teams?

Teams are more effective when individuals are mentally healthy and supported by those around them. Mental health related training has follow on effects for team cohesion, psychological safety and success.

Medibank Study confirms Uprise as effective as 8 sessions of face to face therapy

In a partnership with Medibank, Uprise was found to be as effective as 6 to 8 sessions of face to face therapy. In the trial, students using the program accessed the digital programs and had an average of one call with an Uprise coach.

How to make psychological safety a part of your work culture

A newer phenomenon in workplace safety is the idea of psychological safety. Unlike tangible hazards, psychological safety is often invisible and makes up the highly elusive culture of a workplace. Workplaces that aim to be mentally healthy, supportive and retain highly talented employees should invest in improving the psychological safety of their culture.

How to Improve Team Cohesion in Your Workplace

Uprise recently surveyed a group of 47 HR and WHS managers and asked about their views on mental health and EAP strategy. Those surveyed were from mostly white-collar companies with sizes ranging from 20 to as large as 35,000 employees. Learn more about some of our findings!

Employee Assistance Programs Attract and Retain Top Talent

Employee turnover is one of the biggest threats to the productivity and revenue of a business. In the Australian market, this is a growing threat showcased in a 2018 AHRI Survey that found 57% of millennial age employees leave their employer each year. High turnover rates not only inhibit the progress and productivity of teams but also create the costly expenses of hiring and retraining another employee.

Does your EAP support you to be a proactive HR professional?

Employee Assistance Programs are often reactive, offering HR insights after a crisis has occurred. Uprise is a new EAP that supports HR to be proactive in their strategies to deal with employee stress.

Does your EAP report on what causes stress at work?

An employee assistance program can act as a proactive insight tool into causes of stress in the workplace. This understanding and transparency around the specific causes of stress at work mean wellness initiatives are guided by data and can be tracked for impact.

Does your EAP provide insights on Employee Turnover Risk?

Although turnover is a natural part of the employee life cycle, it is important that it is maintained at a manageable level and that employees have a positive feeling about the workplace upon leaving. EAP can track and support employees at risk for leaving by up-skilling their stress management and resilience.

3 Ways that EAP Should Support Young Workers

A recent study by the Myers Briggs Company found that the wellbeing of employees improves with age. In an international study, they surveyed over 10,000 people from 131 countries. They found that those in the age group 18-24 years reported the lowest levels of wellbeing and those in the age group 65+ years reported the highest. The report suggested that this difference was due to older employees having developed ways to support their wellbeing over the years. As a result, they suggested widespread mentoring would allow for younger employees to learn techniques to manage wellbeing and build better workplace relationships.

Why your Workplace should use Employee Assistance Programs (EAP)

Employee assistance programs are a proactive, cost-effective, flexible and confidential approach to visiting a psychologist. This can support and empower employees by fostering a positive workplace culture.

11 Steps to Form a Workplace Wellbeing Strategy from SafeWork, Deloitte and Paypal

On September 9, Uprise hosted the panel Turn R U OK Day into R U OK Year where we discussed how to form a wellbeing strategy with representatives from SafeWork NSW, PayPal, Deloitte and BlackDog Institute. This blog summarises the discussions.

How to Resolve Workplace Conflicts

Effective conflict management can encourage diverse ideas and promote learning and development in the workplace. Top tips to resolve conflicts include talking and listening to all involved, focusing on the behaviour and situation, identifying points of agreement and disagreement and reflecting on the situation.

Checklist: Is your EAP Provider meeting your needs?

Modern Employee Assistance Program Providers offer more strategic, long term and proactive mental health support. Reactive and outdated EAP fails to protect employees from the impact of burnout and stress on our lives.

The 3 Most Desired Workplace Mental Health Resources

A recent study by HBR found 75% of Gen Zers were found to have left their roles for mental health reasons. It is clear that wellbeing strategy is not only important for engagement but also for recruitment and retention.

Faking it online: why you can’t tell if your colleague is struggling via Zoom

Only 8% of managers believe they are sufficiently ready to deal with working from home. Confidential and proactive risk assessments can help to support managers in their role.

Guideline for sharing EAP results with employees

Engagement and wellbeing surveys can be insightful into the needs of employees. But how can you properly leverage these results to make a plan that really works?