Stress in the workplace can negatively impact job satisfaction and productivity, leading to low morale and employee turnover. In a 2018 Korn Ferry survey of nearly 2,000 professionals, 76% said that stress at work has had a negative impact on their personal relationships and 66% said they have lost sleep due to work stress.¹ Common causes of stress at work include: fear of being laid off, more overtime due to staff cutbacks, pressure to work at optimum levels all the time and lack of control over how work is done.² So what can employers do to support employees and create a culture that fosters mental and physical health?

The Building Blocks of an Emotionally Healthy and Safe Workplace

According to the American Psychological Association, while every organization is unique and faces different challenges, there are five practices that make up the foundation of a healthy workplace: employee involvement, work-life balance, employee growth and development, health and safety, and employee recognition.³

Employee involvement and engagement requires honest and regular communication between top management and all employees. A Gallup poll of more than one million American employees showed that the top reason people leave their jobs is because of their bosses, not because they dislike their position.4 Methods to empower and motivate employees include ensuring they have the tools they need to do their jobs, allowing flexibility, encouraging collaboration and teamwork, and showing appreciation.

Work-life balance is also vital. Programs and policies, such as employee assistance programs (EAPs), offer resources to help employees with all aspects of life, from childcare to financial concerns. Opportunities for employee growth and development include educational offerings, tuition assistance, mentoring, and leadership development. Investing in employee development helps employees develop their skills, increases staff motivation, and attracts top talent.

Health and safety initiatives encourage mental and physical well-being. Examples are wellness programs that promote a healthy lifestyle, such as smoking cessation, stress management, weight loss, and more. Again, EAPs offer a wealth of resources for all employees on how to achieve and maintain physical and emotional health.

Finally, expressing appreciation and recognizing employee contributions go a long way to promote job satisfaction. Recognition does not necessarily have to be monetary. Studies have shown that while compensation and benefits are important to workers, feeling valued and respected is even more critical.

Benefits

It may take time to tailor these approaches to fit with company culture, build trust, and meet the needs of employees. But the benefits of an emotionally healthy and safe workplace are many: higher morale, improved performance, reduced absenteeism and turnover, and a positive reputation that attracts and retains employees. Employees who are motivated and engaged are also better able to handle organizational change and other stressors.⁵

1 (2018, November 18). Retrieved from https://www.kornferry.com/institute/workplace-stress-motivation.

2 Segal, J., Smith, M., Robinson, L., & Segal, R. (n.d.) Retrieved January 6, 2020 from https://www.helpguide.org/articles/stress/stress-in-the-workpalce.htm

3 Retrieved January 6, 2020 from https://www.apaexcellence.org/resources/creatingahealthyworkplace/

4 Retrieved January 6, 2020 from https://www.linkedin.com/pulse/employees-dont-leave-companies-managers-brigette-hyacinth/

5 Retrieved January 6, 2020 from https://www.apaexcellence.org/resources/creatingahealthyworkplace/benefits/

On January 31, 2020, the United States (US) issued a public health emergency for 2019 novel coronavirus (2019-nCoV), a new virus first identified in Wuhan City, Hubei Province, China. This comes on the heels of the World Health Organization (WHO) declaring the coronavirus outbreak an international public health emergency. The disease now called coronavirus disease 2019 (COVID-19), which is a new type of coronavirus without a vaccine or medications to prevent or treat it, has resulted in thousands of confirmed cases and hundreds of deaths in China. This human respiratory illness is moving quickly with cases reported in a number of other countries and continents. In the US, while the number of confirmed cases are currently low, safety measures are being enacted to keep the risk of transmission low. As ongoing investigations seek to learn more about this infection, US public health agencies have dedicated coronavirus sites. They actively update these sites as new information becomes available and communicate up-to-date guidance. 

• Centers for Disease Control and Prevention (CDC): https://www.cdc.gov/coronavirus/2019-nCoV/index.html
• Food and Drug Administration (FDA): https://www.fda.gov/emergency-preparedness-and-response/counterterrorism-and-emerging-threats/coronavirus-disease-2019-covid-19
• World Health Organization (WHO): https://www.who.int/emergencies/diseases/novel-coronavirus-2019

Disclaimer: The content in this blog article is not a substitute for professional medical advice. For questions regarding any medical condition or if you need medical advice, please contact your healthcare provider.

Mental health disorders are among the costliest health concerns for employers in the United States. According to the National Institute of Mental Health, nearly one in five adults live with a mental illness. Depression and anxiety are among the most common mental health disorders but often go undiagnosed and untreated.¹

Many factors may contribute to mental health issues, including traumatic or abusive life experiences, biology, and family history of mental health problems. Unfortunately, social stigma and fear of discrimination prevent many people from seeking help.

Employee mental health impacts the bottom line

Poor mental health and stress can negatively affect employee job performance, productivity and relationships. In addition, as physical health is inextricably linked to mental health, many people with mental health disorders are at high risk for chronic physical conditions such as heart disease, diabetes and respiratory illnesses.²

The reverse is also true; physical illness, such as cardiovascular disease, may cause or worsen mental health issues, particularly symptoms of depression.³ Healthcare costs to treat people with both mental and physical disorders can easily be two to three times higher than for people without co-occurring illnesses.⁴

Employers have a unique opportunity to improve employee mental health

Investing in mental health treatment in general has proven to be cost-effective. Employers can reduce health care costs for their businesses and their employees by addressing mental health issues in the workplace. Many evidence-based treatments can save $2 to $4 for every dollar invested in prevention and early intervention.⁵ An effective approach is not one-size-fits-all but takes into consideration generational differences and employee diversity.

A recent study published in the Harvard Business Review called “People want their employers to talk about mental health” indicated that millennials (the cohort of people born between 1981 to 1996) were three times more likely to experience anxiety than baby boomers.⁶ Gen Zers (those born between 1997 to 2012) report even higher rates of anxiety and depression. Millennials and Gen Z employees are the largest demographic in the workforce, and those who took part in the survey indicated an expectation that mental health be addressed in the workplace openly and without stigma.

Develop a customized approach to promoting mental health resources

The Harvard Business Review study recommends a multi-faceted approach that includes a more accepting culture starting from the top, with training and support, as well as clear information about employee resources such as availability of mental health benefits, wellness programs and employee assistance programs.

Employers should be cognizant of where their different employee groups seek information and use those channels (whether it’s the intranet, staff meetings, one-on-one meetings, employee resource groups, digital signs and posters, instant messaging platforms, or other social media venues) to provide needed information. Virtual mental health counseling and the availability of mental health apps offer convenient and mobile-friendly emotional support, particularly for younger employee groups accustomed to using their smart phones for everything from texting to shopping.

Dislodging stigma and experimenting with different communications channels to meet the needs of a diverse workforce can be challenging for human resources departments and managers. But the end result will be worth the effort: a healthier work environment that supports healthier employees and enhanced productivity.

Learn more about how your organization can benefit from an EAP solution.

1 “Facts & Statistics.” Anxiety and Depression Association of America, ADAA, https://adaa.org/about-adaa/press-room/facts-statistics.

2 “Chronic Illness & Mental Health.” National Institute of Mental Health, U.S. Department of Health and Human Services, https://www.nimh.nih.gov/health/publications/chronic-illness-mental-health/index.shtml.

3 “Chronic Illness & Mental Health.” National Institute of Mental Health, U.S. Department of Health and Human Services, https://www.nimh.nih.gov/health/publications/chronic-illness-mental-health/index.shtml.4 https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2748662?

5 Lerner D, Lyson M, Sandberg E, & Rogers W.H. (2018). The High Cost of Mental Disorders- Facts for

Employers. Retrieved from https://onemindinitiative.org/at-work/the-business-case/

6 Greenwood, Kelly, Bapa, Vivek, Maughan, Mike (2019). Research: People want their employers to talk about mental health. Retrieved from https://hbr.org/2019/10/research-people-want-their-employers-to-talk-about-mental-health

Teen dating violence is just as serious as adult domestic violence. And it’s common. About 2 in 10 teen girls say they have been physically or sexually abused by a dating partner. About 1 in 10 teen boys reports abuse in dating relationships.

Teen dating abuse is a pattern of abusive behavior used to control another person. It can be:
•Any kind of physical violence or threat of physical violence to get control.
•Emotional or mental abuse, such as playing mind games, making you feel crazy, constantly texting you, or constantly putting you down or criticizing you.
•Sexual abuse, including making you do anything you don’t want to do, refusing to have safer sex, or making you feel bad about yourself sexually.

Who’s at risk?

Like adult domestic violence, teen relationship abuse affects all types of teens, regardless of how much money your parents make, what your grades are, how you look or dress, your religion, or your race. Teen relationship abuse occurs in straight, gay, and lesbian relationships.
Relationship abuse is not just dangerous for you physically and emotionally. It can also put you at risk for other health problems, such as:
•Eating disorders.
•Depression.
•Low self-esteem.

Teens in abusive relationships are also more likely to take sexual risks, do poorly in school, and use drugs, alcohol, and tobacco. Girls are at higher risk for pregnancy and sexually transmitted infections (STIs).

Is it abuse?
Abusive relationships can have good times and bad times. Part of what makes dating violence so confusing is that there is loved mixed with the abuse. This can make it hard to tell if you are really being abused. But you deserve to be treated in a loving, respectful way by your boyfriend or girlfriend.

Does your boyfriend or girlfriend:
•Act bossy and make all the decisions?
•Put you down in front of friends?
•Try to control who you see and talk to?
•Threaten to hurt or kill himself or herself?
•Blame you for “making” him or her treat you badly?
•Pressure you to have or force you to have unprotected sex?
•Stalk you? This can include constantly texting or calling you to find out where you are and who you’re with. You might think that’s about caring, but it’s really about controlling the relationship.

Do you:
•Feel less confident about yourself when you’re with him or her?
•Feel scared or worried about doing or saying “the wrong thing”?
•Find yourself changing your behavior out of fear or to avoid a fight?

If you answered “yes” to any of these questions, you might be in an abusive relationship. There are people who can help you. You’re not alone. Talk to your parents or another adult family member, a school counselor, a teacher, or someone else you trust. Call a help center or hotline to get help.

How parents can help

Teens may not have the experience or maturity to know if their relationships are abusive. A teen may think of dating violence as only physical violence—pinching, slapping, hitting, or shoving. Teens may not realize that any relationship involving physical violence, sexual violence, emotional abuse, or the threat of violence is an unhealthy relationship.

For example, a teen may think his or her partner cares when he or she calls, texts, emails, or checks in all the time. But that kind of behavior is about controlling the relationship.

Talk with your teen about what makes a healthy relationship. Explain that a caring partner wouldn’t do something that causes fear, lowers self-esteem, or causes injury. Let teens know that they deserve respect in all of their relationships. Think about values and messages that you want to pass on.

You might start by asking your teen:
•Is your boyfriend or girlfriend easy to talk to when there are problems?
•Does he or she give you space to spend time with other people?
•Is he or she kind and supportive?

Hotlines for help
These national hotlines can help you find resources in your area.
•National Domestic Violence Hotline toll-free: 1-800-799-SAFE (1-800-799-7233), or see the website at www.ndvh.org.
•National Teen Dating Abuse Hotline toll-free: 1-866-331-9474 or (1-866-331-8453 TTY) or see the website at www.loveisrespect.org.

©1997–2019, Healthwise, Incorporated
Read the full article here: https://www.healthwise.net/magellanhealth/Content/StdDocument.aspx?DOCHWID=tm7098

Drones have been a part of military operations for decades as they have engaged in drone warfare and performed reconnaissance and surveillance missions. Civilian drones are popular with drone enthusiasts of all ages. Whether it is to take a hobby such as aerial photography or drone golf to the next level, keep the kids entertained, or to simply enjoy flying these unmanned winged vehicles, drones continue to trend on the hottest gift lists.

Zero emission unmanned aerial vehicles (UAVs) are already being utilized across a number of industries including reshaping search and rescue operations. Scores of emergency services including volunteer rescue teams, police officers, and firefighters deploy drones to save lives in natural disasters and to ensure public safety. Commercial drones are now going airborne and transforming healthcare services delivery, including the delivery of prescription medications.

On November 1, 2019, the United Parcel Service (UPS) drone delivery division, UPS Flight Forward (UPSFF), and CVS Pharmacy made the first commercial residential drone deliveries of prescription drugs in the United States (US). For the maiden flight, pharmacists loaded the drones with prescription medications at a CVS drugstore in Cary, NC. The Matternet M2 drones flew to nearby residences and slowly lowered the small packages to the ground from a hover height of about 20 feet over the properties. A remote drone operator was on standby to step in, if needed. One of the revenue-generating deliveries was made to a front lawn of a private home while the other to the public space at a nearby retirement home. Per UPS, one of the packages was delivered to a CVS customer with limited mobility, for whom traditional store pick up was a challenge. UPS drone deliveries are expected to fly on pre-planned routes, carry packages up to 5 pounds, and deliver in 5 to 10 minutes. Prior to these deliveries, UPS had deployed Matternet quadcopter drones in the hospital setting at the WakeMed Raleigh, NC hospital campuses for commercial transport of medical supplies. As of early November 2019, this business-to-business model had yielded over 1,500 revenue-generating deliveries at WakeMed, since launching in March 2019. UPS is already partnering with the drone logistics startup Matternet on its next iteration of delivery services to medical campuses.

What is remarkable about the UPS/CVS autonomous delivery in Cary, NC is that it was for prescription medications flown directly to a patient’s home. Wing, a drone delivery service owned by Google’s parent company Alphabet, has partnered with FedEx and Walgreens Pharmacy for a home delivery pilot for health and wellness products in the Christiansburg, VA community. In partnership with local merchants, Wing already has drone deliveries of goods available in select areas of Australia and Finland. In June 2019, Amazon’s drone operator system, Prime Air, announced its plans to launch a drone delivery service in the “coming months.” Amazon’s UAVs are expected to fly up to 15 miles and deliver packages under 5 pounds. According to Amazon, 75% to 90% of purchased items weigh less than 5 pounds. These drones will employ “sense and avoid” technology fueled with computer vision, machine learning algorithms, and artificial intelligence to navigate around obstacles such as trees, birds, power lines, people, and pets. Zipline, a CA drone startup, has been actively delivering lifesaving medical supplies including blood and vaccines in Rwanda and Ghana. Notably, Rwanda will be home to the world’s first “droneport” – an airport for drones.

“Drone-to-Door” delivery of prescription medications is a pharmacy quantum leap. This innovation opens the door to swiftly delivering medications at the point of need and can benefit an array of people. Immobility can be a barrier to getting medications for patients with disabilities or those who have sustained injuries because it can be difficult for these patients to get to the pharmacy. Likewise, it can be challenging for the elderly or parents with a sick child at home to make it to the pharmacy, and people who work or travel may not be able to conveniently access a pharmacy. Patients in assisted living facilities also benefit from drone delivery of life-saving medications directly to the site of need. With a number of independent pharmacies and smaller hospitals closing their doors, consumers in rural communities are left without access to vital prescription medications and medical supplies. Drones can rise to fill part of this void. CVS Pharmacy is exploring these options in rural, as well as suburban and urban, markets. Moreover, medication delivery by sustainable UAVs saves time and provides consumers with convenience.

While questions about safety, privacy, intrusiveness, theft, medication exposure, noise, and light pollution remain, there are still significant regulatory hurdles to overcome before drone delivery becomes commonplace. Drones require aviation regulation similar to commercial airplanes. In September 2019, UPS became the first company to receive full Part 135 Standard Certification by the Federal Aviation Authority (FAA) granting UPS its highest certification. This allows the carriers to fly at night and out of operator’s line of sight, to fly as many drones supported by as many operators as needed to meet customer demand, and to collect payment for drone deliveries. In April 2019, Wing received a similar but more restrictive certificate limiting it to a single pilot allowing it to only complete one flight at a time. The FAA guidelines to inform how UAVs will operate in US airspace are anticipated in 2021.

The ascent of “The Airborne Pharmacy” is an inflection point in the delivery of medications to consumers and provides an aerial glimpse of its mainstream future. When imagining that future, the sky’s the limit for real-world, everyday life applications of drone-centric technology. What originated as a part of military infrastructure can now change how life-saving medications reach patients at home or in the inpatient and outpatient settings. “Drone-to-Door” not only has the potential to reshape how medications are delivered but also to transform the consumer experience by providing convenience in an on-demand healthcare economy.

People from all walks of life drink to cope with stress from work. While the rate of alcohol abuse varies by industry and occupation, no workplace is immune. In the short term, drinking can result in feelings of relaxation, but ongoing reliance on alcohol to manage stress often leads to physical and psychological problems.

Prevalence of Binge Drinking

According to the 2017 National Survey on Drug Use and Health (NSDUH), 26.4 percent of people ages 18 and older reported that they engaged in binge drinking in the past month, and 6.7 percent reported heavy alcohol use in the past month. Binge drinking is defined as having 5 or more drinks within 2 hours for men, and 4 or more drinks within 2 hours for women. Heavy alcohol use is defined as binge drinking on 5 or more days in the past month, or 60 days a year.

Binge drinking has been on the rise over the past twelve years, particularly in women ages 30 to 44. While most excessive drinkers don’t meet the clinical criteria for alcohol dependence, binge or heavy drinking can still take a toll on workplace productivity, health, and relationships.

A Paradoxical Effect

Using alcohol to relieve stress and anxiety can have a paradoxical effect. Drinking may provide temporary feelings of relaxation, but habitual use alters the balance of chemicals in the brain that regulate mood. Alcohol can contribute to and worsen symptoms of depression, anxiety and other mental health disorders, and it can interfere with sleep. It becomes a vicious cycle: the person drinks in response to stress, feels worse later on, and turns to alcohol again to avoid dealing with painful feelings instead of learning healthy coping skills.

Drinking to self-medicate can also have serious health consequences. Heavy drinking is linked to higher risk of developing an alcohol use disorder or alcohol addiction, characterized by tolerance, withdrawal symptoms, strong cravings and an inability to cut down on drinking. Other medical conditions associated with excessive drinking include heart and liver disease, stroke, high blood pressure and cancer. Long-term alcohol use can also cause neurological problems such as cognitive deficits and dementia.

Impact on Employers

Most people who drink excessively or have an alcohol use disorder are employed, and many try to hide the problem. Nevertheless, U.S. companies lose billions of dollars a year due to lost productivity, workplace accidents and injuries, absenteeism, and illness related to employees’ alcohol and drug use.¹

An Employee Assistance Program is a valuable resource for employers. EAPs are designed to address work-related stress, substance use, mental health issues and other problems that negatively impact employees’ well-being and job performance. Besides offering confidential counseling and referral services for employees, EAPs can provide a range of health promotion activities and help for supervisors dealing with troubled employees.

¹”National Drug-Free Workplace Alliance.” National Drug-Free Workplace Alliance, https://www.ndwa.org/drug-free-workplace/industry-statistics/.

It’s officially the holiday season—bring on the parties, travel, end-of-year work activities, and squeezing in quality time with loved ones! This year, remember to make time to take care of yourself and start 2020 off with your healthiest, most vibrant YOU. Here are our top three holiday health hacks:

Be mindful of your alcohol intake.

Avoiding triggers can be challenging this time of year. Dr. Caroline Carney, chief medical officer of Magellan Rx, was quoted in a helpful Huffington Post article that offers 14 useful tips for navigating the holidays when you’re not drinking.

Be mindful of your plate.

The celebration over food and eating during the holidays can be tough…but it doesn’t have to be! With a little planning and preparation, you can make healthy choices. Check out these 10 easy tips to for managing your diet this holiday season.

Be mindful.

Close your eyes, take a deep breath through your nose, and exhale slowly through your mouth. It will do wonders when you’re sitting in all that holiday traffic.

Wishing you and yours a happy and healthy holiday!

The following is an excerpt from the 2018 Magellan Community Impact Report.

Standing tall is a tall order. How do  you know what the right thing is? Answers aren’t often cut and dried. Instead, we know by having lived through similar, difficult experiences ourselves and standing beside those we support—standing together as peers on the path to recovery.

Living through the same kinds  of challenges

Magellan’s recovery support navigators represent our best practice approach to tapping the power and potential of peer support. Peer support is an evidence-based practice, and numerous studies continue to validate the effectiveness of these supports. Recovery support navigators are professionals who have lived experiences with some of the same challenges our members face. They have experienced substance use disorders or psychiatric disabilities and may have personally been homeless, had their utilities turned off or experienced food insecurity. They can relate to the members they support, empathize, and then draw on real-world solutions to help them.

Sharing our stories

Every day recovery support navigators show up and not only listen to and support our members, but also share pieces of their own stories to inspire hope and change. Dana Foglesong, director of recovery and resiliency services for Magellan Complete Care of Florida, knows first-hand the transformative power a peer specialist can have. She knows not just because she has been certified as a peer recovery specialist since 2010, but because Dana had the support of a peer support specialist herself.

Dana describes her journey: “In my late teens and early twenties, I bounced from state hospitals to crisis stabilization units. I was desperate to end my life. I had no hope that my former goals could ever be realized. When I started working with a peer specialist, I began to view myself and my future more positively. My peer specialist expected me to recover and connected me to the resources that empowered my recovery process.”

Dana not only recovered—she has thrived! She recently completed a master’s degree in social work and leads Magellan’s diverse team of recovery support navigators. She has been awarded for her commitment to providing help and hope to others, including for her work founding the Peer Support Coalition in Florida, which expands leadership, advocacy and employment opportunities for people, like her, with lived experience. Dana describes her life now, saying: “At Magellan, I have the opportunity to do such meaningful, passion-filled work. It keeps me inspired and grateful to be a part of helping our members lead healthy, vibrant lives.”

Leading the way

Magellan was the first managed care company in the United States to recognize and incorporate peer support services into the continuum of care. Since 1999, we have been a leader in increasing access to peer support through partnerships with the recovery community and providers. We have assisted state customers in developing robust certified peer specialist capabilities, driven in large part by our depth and breadth of experience. Magellan continues to create shared learning opportunities for the peer workforce and others to improve and enhance the knowledge, skills, and competencies of the peer workforce.