Veterans often blend in, avoid drawing attention to themselves, and put others first. A career defined by efficiency, mission focus, and resilience shapes not only their service but their approach to life afterward. Transitioning from caring for others to seeking support can be challenging. Recognizing when help is needed, identifying trustworthy resources, and prioritizing personal wellbeing are not always straightforward. The impact of military service is long-lasting, influencing how Veterans engage with support systems in both their personal and professional lives.

For many Veterans, the first place they encounter support after leaving the military is the workplace. Employer-sponsored services such as Employee Assistance Programs (EAPs) play an important role in helping Veterans navigate stress, life transitions, and personal challenges while maintaining their professional responsibilities. As more Veterans transition into civilian careers, workplace-based behavioral health and wellbeing services serve as an important bridge between military culture and civilian life.

Understanding the unique experiences Veterans bring to the workplace enables organizations and EAP professionals to support their wellbeing better, strengthen engagement, and foster successful long-term reintegration.

Understanding the Veteran Employee

Veterans come from diverse backgrounds and experiences, yet many share common values shaped by military service. Responsibility, loyalty, teamwork, and dedication to mission often remain central to how Veterans approach their work and relationships.

These strengths can also create challenges when it comes to seeking support. Many Veterans are accustomed to pushing through discomfort, solving problems independently, and prioritizing the needs of others over their own. In workplace environments, these tendencies may appear as increased stress, difficulty asking for help, or reluctance to use available resources.

EAP counselors and workplace support professionals are uniquely positioned to recognize these patterns and offer confidential guidance that encourages early support before challenges begin to affect wellbeing or job performance.

Moving Beyond the Stereotype

Veterans do not fit a single profile. They represent every age group, background, profession, and personality. Some may openly share their military experience, while others may never mention it unless asked directly.

This is especially true for individuals who served in the National Guard or Reserve, or those whose roles did not involve combat. Some Veterans prefer not to receive special attention, while others may have complex or mixed feelings about their service.

For workplace leaders and EAP professionals, avoiding assumptions and maintaining genuine curiosity is essential. A simple question such as “Have you ever served in the military?” can open the door to better understanding an employee’s experiences and identifying resources that may be helpful.

Integrating Veteran-Centered Support Across the Employee Experience

Veteran-centered support requires attention at multiple points of interaction. Whether through workplace programs, Employee Assistance Programs (EAPs), or other support services, understanding when and how to engage Veterans can help ensure they feel supported both personally and professionally.

• Intake: Early identification of Veteran status can help connect individuals with appropriate workplace and community resources. A simple question such as “Have you ever served in the military?” can open the door to meaningful conversations about experiences that may shape how Veterans approach work, stress, and support. Within an EAP model, early awareness allows counselors to provide guidance, share relevant resources, and help employees navigate challenges before they begin to affect workplace engagement or overall wellbeing.
• Treatment Planning: Military service often instills traits such as mission focus, resilience, and a high tolerance for discomfort. While these qualities are valuable strengths in the workplace, they can sometimes make it difficult for Veterans to prioritize their own wellbeing or ask for support. EAP counselors and workplace support professionals can help by creating space for open dialogue and ensuring that support strategies feel practical and realistic. Asking questions such as:
  • “Does this plan work for you?”
  • “Is this realistic?”
  • “What concerns or hesitations do you have?”

Awareness of a chain-of-command mindset can also be helpful. Some Veterans may ask fewer questions or assume important information will be shared proactively. Providing clear explanations and direct communication helps build trust and ensures employees understand the support available to them.

• Discharge Planning: Veterans may report they are “fine” even when they are experiencing ongoing stress or challenges. Continued encouragement to engage with available resources helps ensure support does not end after an initial conversation or counseling session. EAP counselors and workplace leaders should remain attentive to subtle signals such as overworking, emotional detachment, irritability, or dismissiveness toward mental health support. These cues may indicate that additional support or resources could be helpful.

By maintaining open lines of communication and encouraging ongoing engagement with support services, organizations can help Veteran employees build stability, strengthen resilience, and succeed both personally and professionally.

Building Trust and Strengthening Workplace Wellbeing

The foundation of effective Veteran support in the workplace is trust. Respect, transparency, direct communication, and consistency demonstrate that organizations value the experiences Veterans bring to their teams. Workplaces that adopt Veteran-informed approaches within EAP and wellbeing services help create environments where employees feel seen, understood, and supported. These efforts not only benefit Veteran employees but also strengthen organizational culture and resilience across the workforce.

By approaching Veteran support with awareness, curiosity, and empathy, organizations can better meet the needs of those who have served. When integrated with Employee Assistance Programs and workplace wellbeing initiatives, these efforts help Veterans thrive both personally and professionally while contributing their strengths and leadership to civilian workplaces.

November is National Caregivers Month—a time to shine a spotlight on the millions of family caregivers who quietly, tirelessly care for the people they love. Whether it’s an aging parent, a spouse navigating a chronic illness, or a child with special needs, these dedicated individuals are the backbone of our healthcare system. And chances are, you know one. You might even be one.

The Caregiving Landscape: You’re Not Alone

Here’s a number that might surprise you: more than 63 million adults in the United States are family caregivers. That’s right—one in four Americans. Even more striking, one in three caregivers is under 50, juggling care responsibilities alongside careers, kids, and all of life’s other demands.

If you’re caring for someone, know this: you’re part of an enormous community, and your role is both vital and valued.

For many people, caregiving doesn’t come with advance notice. It arrives suddenly—after a phone call about a parent’s fall, a devastating diagnosis, or a medical crisis that turns life upside down. And while the love that drives caregiving is immeasurable, the challenges are very real.

The truth is that caregiving takes a toll. Between disrupted sleep, constant worry, physical demands and the emotional burden, it’s no wonder caregivers often put their own health on the back burner. Many cut back their work hours or leave their jobs entirely, sacrificing income and retirement savings. The average caregiver spends 26 hours per week providing care—and many give far more.

A Window Into One Family’s Journey

A co-worker shared this story with me. Her brother-in-law has lived with ALS for a decade. Today, he uses a wheelchair and needs assistance with everything—eating, bathing, dressing and even using the restroom. Her sister-in-law left her career to become his full-time caregiver, and while her love and commitment never waver, the exhaustion is constant. Add to that her own heart condition, and you begin to understand the weight she carries every single day.

Her story isn’t unique. It’s one of millions. And it’s taught me that while caregivers are incredibly strong, they shouldn’t have to do it alone.

Why Employers Should Care (and Many Already Do)

If you’re an employer wondering whether caregiver support matters, here’s your answer: absolutely. Supporting caregiving employees isn’t just the right thing to do—it’s smart business. When caregivers feel seen and supported at work, they’re more engaged, productive and loyal. Companies that embrace caregiver-friendly policies enjoy lower turnover and stronger morale.

Progressive workplaces are already stepping up with flexible schedules, remote work options, paid family leave and backup care services. But there’s another powerful resource that many employees don’t even know they have: their Employee Assistance Program.

Your EAP: The Support System You Didn’t Know You Had

Think your EAP is just for mental health counseling? Think again. If your company offers an EAP, you have access to a treasure trove of resources designed specifically for caregivers. Here’s what’s often available:

• Educational Resources and Expert Guidance
  Your EAP can connect you with information about aging, chronic conditions, disability services and caregiving strategies. They can help you decode medical jargon, understand treatment options and prepare the right questions for healthcare providers.
• Care Coordination Made Simpler
  Need to find a home health aide? Searching for adult day care or nursing facilities? Your EAP can provide referrals and help you navigate the overwhelming process of researching and evaluating care options in your area.
• Legal and Financial Consultations
  Many EAPs offer access to attorneys who can assist with power of attorney, healthcare directives, guardianship and estate planning. Financial consultants can help you make sense of Medicare, Medicaid and long-term care insurance—topics that can feel impossibly complex.
• Emotional Support When You Need It Most
  Caregiving comes with complicated emotions: grief, guilt, stress and sometimes resentment. EAP counseling services provide a safe space to process these feelings.
• Personalized Care Planning
  Some EAPs go even further, offering care consultants who can help you evaluate options, address home safety concerns and develop a comprehensive support plan tailored to your situation.

The best part? EAP services are confidential, free to you, and available without your manager’s approval. Using them won’t impact your job; it will only help you navigate one of life’s toughest challenges.

Take Action This November

National Caregivers Month is the perfect time to step up—whether you’re a caregiver, work with caregivers, or employ them:

• If you’re a caregiver: Don’t wait until you’re at your breaking point. Reach out to your EAP today. Explore what resources are available. Think of it as building your support network before you desperately need it. You deserve help, and it’s already there for you.
• If you’re a friend or colleague: Check in with the caregivers in your life—not with a vague “let me know if you need anything,” but with specific offers. Bring a meal. Offer to sit with their loved one for an hour. Just listen. Small gestures make a profound difference.
• If you’re an employer: Review your caregiver support policies. Are you promoting your EAP effectively? Many employees have no idea what’s available to them. Consider hosting an information session this month focused specifically on caregiving resources. Make it easy for employees to find help.

A Call to Action

Caregivers give so much—often sacrificing their own health, finances and peace of mind to care for those they love. This November, let’s commit to seeing them, truly supporting them, and ensuring they know about the resources that can lighten their load.

If you have an EAP, find out what caregiving support it offers. Visit your company’s HR portal, send a quick email, or make a phone call. That one small action could transform an overwhelming situation into something more manageable.

Remember this: Asking for help isn’t a weakness. It’s wisdom. It’s self-care. It’s what allows you to keep showing up for the person you love.

Let’s honor our caregivers not just with words, but with action.

Source: AARP

Bullying isn’t just a schoolyard problem, it’s a pervasive issue that can follow children wherever they spend their time: in classrooms, on buses, at extracurricular activities and online. The impact of bullying is profound, leaving emotional scars that can last into adulthood. Children who are bullied are at higher risk for anxiety, depression, social withdrawal and academic challenges. 

Employees who are parents of children experiencing bullying often face additional stress that can impact workplace productivity, engagement and mental wellbeing. According to the American Psychological Association, workplace stress related to family concerns can lead to higher absenteeism, decreased focus and lower job satisfaction. By providing support for employees’ families, employers can reduce these stressors, improve retention and foster a culture of wellbeing. 

Understanding bullying

Bullying involves intentionally using physical, verbal or psychological actions to harm someone else, often exploiting a real or perceived power imbalance. Parents often notice behavioral changes in children who are being bullied including, withdrawal from activities, mood changes or reluctance to talk about school. Addressing bullying requires proactive communication and practical support. 

Practical ways to help children cope
While every situation differs, there are proven strategies to help children stay safe and resilient: 

• Notify school officials and trusted adults. 

• Avoid fighting back in anger and walk away when possible. 

• Use the buddy system for safety in numbers. 

• Encourage open dialogue and provide guidance tailored to your child’s needs. 

Beyond immediate safety measures, many children who experience bullying also struggle with lasting anxiety and depression that require additional therapeutic support. When traditional in-person therapy isn’t readily accessible or when children need supplemental tools to build emotional resilience, innovative digital interventions can provide crucial support. 

Digital tools to reduce anxiety and empower children 
Magellan Healthcare’s Digital Emotional Wellbeing program, powered by NeuroFlow, is a core component of our Employee Assistance Program. The programs, ThinkHeroTM (ages 6-12 years) and ThinkWarriorTM (ages 13-17 years), offer age-appropriate, interactive digital cognitive behavioral therapy (CBT) programs designed to address anxiety and depression in children and teens. 

Developed with a clinical psychologist specializing in pediatric CBT, these programs provide adventure-based, interactive narratives that help children: 

• Recognize and change unhelpful thought patterns 

• Practice situations they would normally avoid 

• Build lifelong skills to manage anxiety 

• Develop inner strength and self-empowerment 

Participants progress through nine self-directed steps, with the option to engage a supportive adult to provide encouragement and reinforce progress. The programs are confidential and accessible anywhere, on any device.

Proven impact of Magellan’s programs 

These results show that structured digital interventions can meaningfully improve emotional wellbeing for children and teens, offering a measurable ROI for employers who provide access to these resources. 

Why employers should offer Magellan’s EAP with Digital Emotional Wellbeing Programs
Supporting employees’ families goes beyond childcare, it directly impacts workplace performance. With Magellan’s EAP, employers can: 

• Help working parents manage their stress and support their children’s mental health 

• Reduce stress-related absenteeism and improve productivity 

• Enhance employee satisfaction, retention and engagement 

• Promote a culture of wellbeing and resilience across the organization 

Bullying can’t always be prevented, but with the right support systems, children can build resilience, parents can feel empowered, and employers can benefit from a healthier, more productive workforce.  

Learn how Magellan Healthcare can support your employees and their families with digital emotional wellbeing programs. 

Sources: American Psychological Association and Harvard Business Review  

An Introduction to Supporting Kids with Storytelling 

Have you ever finished reading a book and felt like it somehow understood exactly what you were going through? Or maybe you’ve watched your child connect deeply with a character who was facing similar challenges? If so, you’ve experienced the power of bibliotherapy—and you might not have even realized it. 

What Exactly Is Bibliotherapy? 

Bibliotherapy is the practice of using books and literature as a therapeutic tool to help people work through emotional, psychological, and behavioral challenges. Think of it as counseling through storytelling. When we read about characters navigating difficult situations, we often find comfort, insight, and new ways of understanding our own experiences. 

This approach can be especially powerful with children, who naturally connect with stories and characters in ways that can help them process complex emotions and situations they might struggle to articulate on their own. 

Why Books Work So Well for Kids 

Reading aloud to children offers countless benefits beyond just entertainment. It strengthens the parent-child bond, supports development, and nurtures a lifelong love of learning. But when we use books therapeutically, something even more magical happens. 

Children’s books used in bibliotherapy can: 

• Provide comfort during difficult times 

• Normalize experiences that might feel overwhelming or isolating 

• Validate feelings that children might not know how to express 

• Teach coping skills through character examples 

• Spark imagination and creative problem-solving 

• Build empathy by showing different perspectives 

• Develop social skills and emotional regulation 

Perhaps most importantly, books give parents a natural way to bring up challenging topics. Instead of having an awkward conversation out of nowhere, you can explore feelings and solutions alongside beloved characters. Children often find it easier to talk about what a character is experiencing before opening up about their own similar feelings. 

Perfect for Back-to-School Season 

With the school year upon us, bibliotherapy can be incredibly helpful for easing those back-to-school jitters. Whether your child is starting kindergarten or just feeling nervous about a new grade, the right book can make all the difference. 

Here are some tried-and-true favorites that tackle school-related anxiety: 

For the Nervous Newcomer: 

• “First Day Jitters” by Julie Danneberg 

• “The Kissing Hand” by Audrey Penn 

• “The Night Before Kindergarten” by Natasha Wing 

For Building Confidence: 

• “The Koala Who Could” by Rachel Bright 

• “We’re All Wonders” by R.J. Palacio 

• “The Day You Begin” by Jacqueline Woodson 

For Managing Big Feelings: 

• “The Color Monster” by Anna Llenas 

• “Ruby Finds a Worry” by Tom Percival 

• “The Pigeon Has Feelings, Too!” by Mo Willems 

For Social Situations: 

• “Strictly No Elephants” by Lisa Mantchev 

• “Llama Llama Misses Mama” by Anna Dewdney 

• “David Goes to School” by David Shannon 

It’s Not Just About Reading—It’s About Talking 

Here’s the key: bibliotherapy isn’t just about reading a book and calling it a day. The real magic happens in the conversations that follow. The story serves as a springboard for deeper discussions about feelings, experiences, and solutions. 

Try asking questions like: 

• “What do you think this character is feeling right now?” 

• “Have you ever felt the same way?” 

• “What would you do if you were in this situation?” 

• “What advice would you give this character?” 

• “How do you think the story will end?” 

These questions help children process their own experiences through the safe lens of storytelling. 

Getting Started with Bibliotherapy 

Ready to give bibliotherapy a try? Start by thinking about what your child might be dealing with—whether it’s anxiety, friendship issues, big life changes, or just everyday emotional ups and downs. Then explore books that address those topics. 

The wonderful thing about children’s literature today is its incredible diversity. You can find books that tackle everything from everyday worries to more serious challenges like grief, illness, or family changes. The key is choosing books that are appropriate for your child’s age and developmental level. 

Where to Find the Right Books 

Not sure where to start? Your local library is a treasure trove of resources, and librarians are often incredibly knowledgeable about books for specific situations. You can also search online for curated lists—organizations like the Child Mind Institute, National Alliance on Mental Illness, Reach Out and Read, and Catalyst Kids offer excellent book recommendations organized by topic. 

The Bottom Line 

Bibliotherapy isn’t a replacement for professional help when it’s needed, but it’s a wonderful tool that every parent can use to support their child’s emotional well-being. Books have an incredible power to help us feel less alone, more understood, and better equipped to handle life’s challenges. 

So the next time you’re snuggled up for story time, remember: you’re not just reading a book—you’re opening up a world of healing, understanding, and connection. And that’s pretty amazing, isn’t it? 

References 

Kris, D. F. (2018). Why reading aloud to kids helps them thrive.

Lenkowsky, R. S. (1987). Bibliotherapy: A review and analysis of the literature. The Journal of Special Education, 21, 123-132. 

Rizza, M. (1997). A parent’s guide to helping children: Using bibliotherapy at home. The National Research Center on the Gifted and Talented. 

Every employer wants their workforce to be fully engaged and productive. Yet a growing challenge undermines this goal: presenteeism, where employees are physically present but mentally distracted by personal responsibilities that drain their focus and energy.

The numbers reveal the scope of this challenge. Research from Harvard Business Review shows employees spend 41% of their time on discretionary activities that add little value and could be delegated to others. Meanwhile, the juggling act of modern life—coordinating childcare, managing elderly parent care, and handling household responsibilities while working from home—creates a perfect storm of workplace distraction.

The impact on working family caregivers is particularly striking. More than 23% report either missing work or struggling with reduced performance due to caregiving responsibilities. For those affected, caregiving can reduce work productivity by approximately one-third, translating to an estimated $5,600 per employee when annualized across all employed caregivers. This productivity loss primarily stems from the stress and fatigue that employees bring into their workday.

A Strategic Solution Emerges

Forward-thinking employers are addressing this challenge head-on with practical support systems. Magellan Healthcare’s EAP with Care Membership offers employees unlimited access to the world’s largest network of service providers, streamlining the process of finding and booking both short-term and long-term care for their loved ones.

This employer-paid benefit eliminates the hours employees typically spend searching for reliable caregiving support and household assistance. Instead of scrolling through endless online listings or making countless phone calls during work hours, employees can quickly access vetted professionals through a comprehensive platform.

The Care Membership service spans a full spectrum of family needs, including childcare providers, senior and disability caregivers, respite care, babysitters, housekeepers, errand services, tutors, and pet care professionals—all accessible via a website and mobile app.

Streamlined Process, Verified Results

The platform prioritizes both convenience and safety. Employees can search for qualified providers by location and filter results based on hourly rates, availability, experience levels, and specific qualifications. Every caregiver undergoes background screening before joining the platform, with additional background checks and safety resources available for employees who want extra assurance. There are referral specialists to help employees find the best candidates for their specific needs. Once employees find the right provider, they can easily arrange services and payment through the platform.

The Business Case for Care Support

The Care Membership program demonstrates an employer’s genuine commitment to work-life balance, moving beyond surface-level benefits to address real challenges employees face daily.

With this support system in place, stress-related absenteeism decreases when employees know their family responsibilities are professionally managed. Presenteeism diminishes as mental bandwidth previously consumed by caregiving coordination becomes available for work tasks.

Employee retention improves when workers feel truly supported in managing their complex lives.

When employees trust that their loved ones are in capable hands, they can fully invest their mental energy in their professional responsibilities. This creates a positive cycle where reduced stress leads to improved performance, reinforcing the value of the support system.

Investing in Care Membership represents more than just an employee benefit—it is a strategic decision that strengthens the entire workforce’s capacity to perform at its best. In today’s competitive talent market, this kind of meaningful support can differentiate employers who genuinely understand the realities of modern working life.

Learn more about Care Membership through Magellan’s EAP here.

Source:

• Fakeye, Samuel, Drabo, Bandeen-Roche and Wolff. (2022). “Caregiving-Related Work Productivity Loss among Employed Family and other Unpaid Caregivers of Older Adults.”

When employees decide to seek help for life’s challenges through their Employee Assistance Program (“EAP”), accessibility and convenience become crucial factors in whether they follow through. Traditional barriers—including scheduling difficulties, travel constraints and privacy concerns—often prevent people from accessing the support they need.

Magellan Healthcare’s EAP provides five different ways to access counseling: in-person, video, phone, text messaging and live chat.

This multi-modal strategy recognizes people with different comfort levels, scheduling constraints, geographic limitations and communication preferences when seeking help. By meeting individuals where they are—whether they prefer the personal connection of face-to-face sessions, the convenience of video calls or the immediate back-and-forth of live chat—organizations help remove critical barriers to entry for EAP services.

This flexibility increases initial engagement and improves ongoing participation, as individuals can seamlessly transition between modalities as their needs evolve or circumstances change. The result is an inclusive, accessible mental health support ecosystem that serves employees and their families more effectively, ultimately leading to better individual outcomes and greater value for the organization.

Offering multiple counseling modalities delivers several key business benefits:

• Increased utilization rates: When employees can access services on their terms, program participation rises by an average of 31% (Journal of Occupational Health Psychology, 2023)
• Reduced barriers to entry: 67% of employees who would not pursue traditional therapy report a willingness to use digital mental health services (Harvard Business Review, 2024).
• Enhanced productivity: Access to appropriate mental health support can recover up to 27 productive workdays per employee annually (American Psychological Association, 2024)

For organizations EAP support is not just a benefit—it is a strategic investment with measurable returns. By offering multiple pathways to mental wellness, employers demonstrate commitment to their workforce while protecting their bottom line.

Magellan Healthcare focuses on connecting employees and their families to services that are accessible, responsive and holistic—and helping businesses build the healthy, engaged workforce they need to thrive.

Ready to learn how comprehensive mental health support can benefit your organization? Visit MagellanHealthcare.com/Employers.

In today’s workplace environment, employee mental health has emerged as a critical factor affecting organizational performance and success. Digital mental health platforms are increasingly being adopted as effective tools to support employee wellbeing while simultaneously improving business outcomes. Magellan Healthcare’s Digital Emotional Wellbeing Program, powered by NeuroFlow, is a core component of our Employee Assistance Program and a strategic solution that transforms mental health support from a cost center into a productivity driver.

Understanding the Business Impact of Mental Health Challenges

Recent research has revealed the significant economic implications of mental health issues in the workplace:

• The World Health Organization estimates that depression and anxiety cost the global economy approximately $1 trillion annually in lost productivity (2022)
• Employees working while struggling mentally (presenteeism) experience an average 8% productivity decline (Journal of Occupational and Environmental Medicine, 2023)
• Healthcare costs for employees with untreated mental health conditions are typically 20% higher (Milliman Research Report, 2020)
• Employee turnover related to burnout and mental health issues costs organizations an estimated $3,000 per employee annually (SHRM/Kronos Study, 2021)

How Digital Mental Health Solutions Are Addressing These Challenges Head-On

Modern digital mental health solutions deliver value across multiple dimensions:

1. Healthcare Cost Reduction – Digital tools that help employees track mood, sleep patterns and pain levels while building coping skills can identify mental health concerns before they escalate. The American Journal of Managed Care has found that early digital interventions can reduce overall healthcare costs by 15-23%.
2. Productivity Improvements – Access to evidence-based relaxation techniques, breathing exercises, and stress management tools directly translates to improved performance and reduced absenteeism. A 2023 Deloitte analysis revealed that companies investing in digital mental health resources saw a $4.20 return for every dollar spent through productivity enhancements.
3. Talent Attraction and Retention Benefits – In today’s competitive labor market, organizations that demonstrate commitment to employee wellbeing gain an edge in recruiting and retaining valuable talent. According to Gallup’s 2023 State of the Global Workplace report, 61% of employees consider mental health benefits “very important” when evaluating job opportunities.
4. Privacy and Accessibility Considerations – Effective digital mental health platforms should be HIPAA-compliant and accessible via multiple channels, ensuring all employees can benefit regardless of technology access. Strong confidentiality measures should protect sensitive health information while still providing organizational leaders with anonymized, aggregate insights.

A Strategic Business Decision

Mental health initiatives aren’t simply about compliance or expanding employee benefits—they represent strategic investments that directly impact operational excellence, innovation capacity and organizational resilience.

Investing in digital emotional wellbeing empowers employees to manage stress, build resilience and improve overall mental health—leading to a healthier, more productive workforce. Magellan Healthcare’s Digital Emotional Wellbeing Program, powered by NeuroFlow, offers accessible, evidence-based tools such as digital cognitive behavioral therapy (DCBT), mindfulness techniques and behavior tracking to support employees anytime, anywhere.

With proactive engagement features like gamification, rewards and automated check-ins, employees stay actively involved in their wellbeing journey. Employers also benefit from enterprise-level reporting that highlights workforce wellbeing trends while maintaining confidentiality. Prioritizing emotional wellbeing not only enhances workplace culture but also drives long-term business success.

By implementing comprehensive digital mental health solutions, organizations aren’t just supporting employee wellbeing—they’re making evidence-based investments in their company’s performance and long-term success.

Learn more about Magellan Employer Solutions.

Sources:

• World Health Organization. (2022). Mental Health and Work: Impact, Issues and Good Practices.
• Hemp, P. (2023). “Presenteeism: At Work—But Out of It.” Journal of Occupational and Environmental Medicine, 65(3), 252-263.
• Milliman Research Report. (2020). “How do individuals with behavioral health conditions contribute to physical healthcare costs?”
• Society for Human Resource Management & Kronos. (2021). “Employee Burnout: Causes and Cures.”
• Mordecai, D., et al. (2021). “Digital Mental Health Interventions: Cost-Effectiveness Analysis.” American Journal of Managed Care, 27(5), 196-203.
• Deloitte UK. (2023). “Mental health and employers: The case for investment – pandemic and beyond.”
• Gallup. (2023). “State of the Global Workplace: 2023 Report.”

Healthcare Human Resources (HR) Professionals Week, celebrated from March 10-14, is a time to recognize the vital role that human resources professionals play in the healthcare industry. These dedicated individuals ensure that healthcare organizations are staffed with skilled professionals, maintain employee well-being and uphold policies that create a positive work environment. This week, we acknowledge the hard work, dedication, and the essential contributions made by our HR employees.

• Mike Francisco, human resources business consultant, joined Magellan Federal in May 2013.
• Lisa Clarke, workday HR technologist, with Magellan since February 2020.
• Nicole McLain, director of talent acquisition at Magellan since September 2010.

Continue reading to learn more from Mike, Lisa and Nicole on their experiences as a healthcare HR professional:

Why did you want to pursue healthcare HR and what is the most rewarding aspect of working in this field?

Mike: I have been working in the federal contracting space for 30 years and until 2013, most of my work was in support of staff specializing in systems and equipment such as sensors, receivers, transmitters, logistics and intelligence support. As a veteran, supporting health related programs for the military service members and their families was a natural next step.

Lisa: My passion is to help employees find information and complete processes in the most efficient manner. Working in human resources has allowed me to do that. In my current position, supporting system processes, researching questions, creating reports that help provide insight and more are all very rewarding.

Nicole: I pursued a career in talent acquisition over 20 years ago because I found it to be a challenging yet fulfilling field. Specifically in healthcare because I need to be passionate about the industry and company that I work for to recruit people into it. I really enjoy all aspects of talent acquisition and how it has a direct impact on people’s lives. It’s extremely rewarding to help someone find their dream job!

What are some challenges you face in this profession and how do you overcome them?

Mike: Many of our employees are former military or spouses of military members and are deeply integrated into the military community. It’s only natural that they see themselves as working for the military. The best way to maintain employee engagement with Magellan is by frequent communication. Naturally, that starts with their supervisors, and as a human resource business consultant I work to help facilitate those communications. I also try to be readily available to employees in the field. Despite the push towards staff automation and self-service, people just want to talk to someone, and it is incumbent on all of us to make that effort.

Lisa: I would call them opportunities, not challenges! As we all know things change, and with these changes, our system workflows, process and data need to be updated. These changes can only be overcome by the collaboration of the amazing group of people within Magellan HR! I am so fortunate to be part of this team.

Nicole: I feel the biggest challenge in talent acquisition is finding qualified candidates that have the right skills, education and experience and that are a cultural fit within the organization, and most times I must find the right candidate on a tight deadline. I try and overcome this by leveraging employee referrals and using social media job boards, to source and expand the pool of candidates.

Is there anything you’d like to highlight about working in healthcare HR?

Mike: I can see that our team works hard to care for others. To avoid burnout, we need to do as much as possible to ensure that our employees have the necessary benefit information available to them. The online knowledge tool at Magellan has that information, and I can’t thank my fellow HR team enough for the work that has been put into creating a robust online library of resources.

Lisa: Employees working with customers here at Magellan have demanding jobs, it’s an honor and privilege to be able to support them in their HR needs.

Nicole: There is a preconceived notion out there about talent acquisition that anyone can recruit without having experience as a recruiter. While it might seem simple, there are a lot of nuances to the process. Talent acquisition professionals need strong interpersonal skills, empathy and an understanding of HR regulations, market trends and company culture. Additionally, the ability to negotiate offers, build relationships and manage multiple hiring processes requires specialized expertise.

What does National Healthcare HR Professionals week mean to you?

Mike: This week is designed to recognize HR professionals for their contributions to the industry. I’m happy to be part of a team of professionals doing what needs to be done to ensure that our clinical and non-clinical team received the support they need.

Lisa: It’s a chance for all of us to say, “thank you” and recognize those who work behind the scenes in all aspects of human resources.

Nicole: Healthcare HR Professionals Week is a time to recognize and celebrate the important role that HR professionals play in the industry. It’s an opportunity to acknowledge the unique challenges and impact HR professionals have in a field that directly influences people’s lives, health and wellbeing.

How does Magellan HR embrace a strengths-based culture?

Mike: Magellan fosters collaboration. Leaders make sure people have responsibilities based on their individual strengths and take the time to recognize their achievements.

Lisa: Magellan HR provides tools to help support an environment that focuses on employees’ natural talents and strengths through training, performance connection, internal career opportunities and peer to peer recognition opportunities like the High Five Friday!

Nicole: Magellan HR embraces a strengths-based culture by focusing on identifying, developing and leveraging the unique strengths of employees and understanding their talents and skills, which leads to more engaged, motivated and high-performing teams.