tag:theconversation.com,2011:/us/topics/wellness-program-50122/articlesWellness program – The Conversation2022-02-07T13:21:07Ztag:theconversation.com,2011:article/1738182022-02-07T13:21:07Z2022-02-07T13:21:07Z5 strategies employers can use to address workplace mental health issues<figure><img src="https://images.theconversation.com/files/443888/original/file-20220201-23-1o2r30f.jpg?ixlib=rb-1.1.0&rect=0%2C22%2C4748%2C3350&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Many workers are stressed out. </span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/business-woman-lying-on-exercise-ball-in-office-royalty-free-image/200566862-002">Symphonie/The Image Bank via Getty Images</a></span></figcaption></figure><p>COVID-19 has inflicted a <a href="https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/pages/coronavirus-ongoing-pandemic-worker-mental-health.aspx">serious mental health toll on many U.S. workers</a>. </p>
<p>Like other Americans, workers have lost loved ones, connections to friends and family, and the comforts of their daily social rhythms. The pandemic has also imposed a unique set of stresses on workers, including the <a href="https://www.cbpp.org/research/poverty-and-inequality/tracking-the-covid-19-economys-effects-on-food-housing-and">risks of losing their job</a>, <a href="https://theconversation.com/how-remote-working-can-increase-stress-and-reduce-well-being-125021">rapid adjustments to working from home</a> and <a href="https://www.nber.org/papers/w27612">additional workloads</a>. And workers on the front line must face an <a href="https://jamanetwork.com/journals/jamainternalmedicine/fullarticle/2772328">increased risk of infection</a> and <a href="http://www.doi.org/10.1001/jamainternmed.2020.6249">increasingly aggressive customer interactions</a>.</p>
<p>As a result, many of these workers – especially those like <a href="https://doi.org/10.1016/j.psychres.2020.113441">nurses, doctors</a> and <a href="https://doi.org/10.3390/brainsci11091172">teachers</a> – are reporting elevated levels of anxiety, depression and sleeping problems. Americans are also <a href="http://www.doi.org/10.1001/jamanetworkopen.2020.22942">drinking a lot more alcohol</a> and <a href="https://doi.org/10.1016/j.appet.2020.104853">overeating, and engaging in less physical activity</a>. <a href="https://doi.org/10.1002/oby.23066">One-third of them have gained weight</a> since the start of the pandemic. </p>
<p><a href="https://profiles.arizona.edu/person/thaynes">I research the negative effects of stress</a> on health and sleep. I also see many of these issues firsthand in my work as a clinical psychologist treating local firefighters for stress and other issues they encounter on the job and in their lives. </p>
<p>I’ve learned workers are better able to <a href="https://www.cdc.gov/workplacehealthpromotion/planning/index.html">navigate mental health issues</a> when their employers have a plan in place. Based on my own work as well as other research, I believe there are five key strategies that companies could adopt. </p>
<h2>1. Creating clear policies</h2>
<p>With the increased stress levels brought on by the pandemic, managers may see more employees <a href="https://ckapfwstor001.blob.core.usgovcloudapi.net/pfw-images/borden/combat-operational/CBM-ch7-final.pdf">experiencing personal crises or disruptive behavior</a> that is affecting their work performance. </p>
<p>Psychological distress can lead to <a href="https://www.doi.org/10.1037/ocp0000293">disruptive behavior</a>, such as yelling at colleagues or throwing objects in anger. At the other extreme, employees may isolate themselves or avoid collaborations. Some workers may express suicidal thoughts over social media or by other means. </p>
<p>Managers may be at a loss for how to address these types of disruptive behavior, which is often unintentional. </p>
<p>A good first step for a company is to <a href="https://www.cdc.gov/workplacehealthpromotion/model/index.html">craft a clear workplace policy</a> that describes the specific types of disruptive behaviors that signal an individual is not currently capable of performing their job. This policy can discuss the process of temporary release, evaluation and treatment requirements, and conditions for a return to work. A policy like this provides clarity to both employees and managers.</p>
<p>For example, suicidal or violent thoughts might necessitate immediate intervention followed by a referral to an occupational health provider. The provider can ensure that the employee completes the required treatment plan prior to returning to work. Workers experiencing grief from a recent loss or flare-up of a mental health disorder might benefit from paid family medical leave or a temporary job reassignment.</p>
<p>It should be noted that under the <a href="https://www.ada.gov/">American with Disabilities Act</a>, employers are required to make reasonable accommodation for mental health disorders unless it results in undue hardship for the company. </p>
<p>The main thing is that managers need policies and procedures on how to respond to behavioral issues, with specific measures that correspond to the severity of a problem and its effects on colleagues and overall workplace performance.</p>
<h2>2. Partnering with mental health providers</h2>
<p>Many workers suffering as a result of the pandemic may not be exhibiting clear mental health problems. Rather, they could be experiencing a disruption in their personal lives that is bleeding into their work.</p>
<p>An example of this might be an employee who spends a significant amount of time at work talking about a marital conflict that occurred during home quarantine, thus interfering with workplace productivity.</p>
<p>In this case, a key mitigation strategy by a manager or colleague would be to refer that employee to a mental health provider or other supportive resource for help. In these cases, it’s useful to have an established partnership with a local provider and for employers to become familiar with the resources that are available.</p>
<p><a href="https://www.bls.gov/ncs/ebs/benefits/2021/employee-benefits-in-the-united-states-march-2021.pdf">Over half of civilian workers</a> have access to an <a href="https://www.opm.gov/faqs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&pid=2c2b1e5b-6ff1-4940-b478-34039a1e1174">employee assistance program</a>, which provides free, confidential counseling to employees. Some larger companies may have their own in-house programs that provide direct access to mental health providers. But even smaller companies can set up partnerships that give workers access to counseling on an ad hoc basis.</p>
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<img alt="Women stretch as they do yoga standing on matts" src="https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=418&fit=crop&dpr=1 600w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=418&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=418&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=525&fit=crop&dpr=1 754w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=525&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=525&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">Many companies offer employees wellness programs such as yoga.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/group-of-women-stretching-in-yoga-class-arms-raised-royalty-free-image/200398759-001">Andrea Wyner/DigitalVision via Getty Images</a></span>
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<h2>3. Preventing illness with wellness programs</h2>
<p>Workplaces can also take a more proactive stance. </p>
<p><a href="https://www.cdc.gov/workplacehealthpromotion/index.html">Workplace wellness programs</a> help prevent mental health problems by teaching employees new skills that support resiliency, which <a href="https://www.doi.org/10.2147/NSS.S344042/">can act as a buffer</a> from the negative effects of stress.</p>
<p>Workplace wellness programs for mental health typically teach stress management skills. Programs that <a href="https://doi.org/10.1146/annurev-orgpsych-012119-044908">promote positive emotions</a> may also improve productivity. </p>
<p>While these programs can have a meaningful, positive impact on health, <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4945172/">employee participation is often limited</a>. To increase participation, it is very important to <a href="https://www.doi.org/10.1186/s12889-019-6578-7">include workers in decisions</a> about which programs to adopt. </p>
<p>Participation also improves when <a href="https://www.doi.org/10.1177/0890117118764856">managers support the program</a>, which typically requires managerial training on the program and how to promote it among workers.</p>
<h2>4. Fighting mental health stigma by changing norms</h2>
<p>People experiencing mental illness or just mental health struggles often face <a href="https://www.doi.org/10.1037/sah0000104">substantial stigma</a>. They might avoid treatment because they are concerned about losing their job or being viewed differently. </p>
<p><a href="https://www.ncbi.nlm.nih.gov/books/NBK384914/">Employers can tackle stigma</a> at the structural level by <a href="https://www.nami.org/blogs/nami-blog/october-2017/9-ways-to-fight-mental-health-stigma">thinking and talking about mental health concerns</a> the same way they deal with physical ones and also by increasing mental health literacy within their company.</p>
<p>Another way to do that is to train dedicated employees to assist colleagues in need and become advocates for mental health and wellness services. Since some workers may feel more comfortable reaching out to a colleague than a mental health provider, these internal advocates can provide a bridge between employees and mental health care. </p>
<p>Companies can also <a href="https://www.doi.org/10.1016/S0140-6736(15)00298-6">develop programs</a> in which workers can hear people with mental illness describe their own challenges and how they overcame them. Research shows creating these social contacts <a href="https://www.doi.org/10.1007/s00127-017-1341-9">can reduce stigma</a>, at least in the short term. </p>
<h2>5. Nurturing social support through teamwork</h2>
<p>Finally, a large body of research demonstrates that <a href="https://doi.org/10.1037/0033-2909.98.2.310">social support buffers the impact of stress</a>. </p>
<p>[<em>Over 140,000 readers rely on The Conversation’s newsletters to understand the world.</em> <a href="https://memberservices.theconversation.com/newsletters/?source=inline-140ksignup">Sign up today</a>.]</p>
<p>Social connections to the people around you can inspire what psychologists call “<a href="https://www.ascd.org/el/articles/the-power-of-collective-efficacy">collective efficacy</a>,” or a shared belief in a group’s ability to work together and overcome challenges to accomplish goals. Collective efficacy improves <a href="https://www.doi.org/10.1037/a0015659">group performance</a> and is also a <a href="https://www.doi.org/10.1521/psyc.2007.70.4.283">key ingredient in trauma recovery</a>. </p>
<p>The COVID-19 pandemic has fueled what <a href="https://www.nytimes.com/interactive/2021/12/16/well/mental-health-crisis-america-covid.html">some describe as</a> a mental health crisis. Employers are in a strong position to help curb it.</p><img src="https://counter.theconversation.com/content/173818/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Patricia L. Haynes has received research funding from the National Institutes of Health, the Department of Defense, the Institute for Mental Health Research, the American Sleep Medicine Foundation, and the University of Arizona Canyon Ranch Center for Health Promotion and Treatment. Through her University of Arizona appointment, she engages in a professional services agreement with the City of Tucson to provide clinical services to employees. She is a member of the American Psychological Assocation, Sleep Research Society, Society for Behavioral Medicine, Society for Behavioral Sleep Medicine, and Society for Occupational Health Psychology.</span></em></p>Two years of pandemic have put a severe strain on the mental health of America’s workers. Employers with a plan in place will be best equipped to help them cope.Patricia L. Haynes, Associate Professor of Health Promotion Sciences, University of ArizonaLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1362342020-04-27T12:10:14Z2020-04-27T12:10:14Z5 things college students should include in a plan for their wellness<figure><img src="https://images.theconversation.com/files/328735/original/file-20200417-152591-qutjhj.jpg?ixlib=rb-1.1.0&rect=28%2C47%2C6242%2C4211&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Strategies to relieve stress are key to well-being in college.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/all-this-studying-has-exhausted-her-royalty-free-image/1067082848?adppopup=true">PeopleImages/Getty Images</a></span></figcaption></figure><p>As a <a href="https://scholar.google.com/citations?user=C9YZiOsAAAAJ&hl=en&oi=ao">psychologist</a> and the mother of two college-aged students, I am concerned about my children’s future emotional well-being. I know that the late teens to early 20s are a time when the majority of many lifetime mental health disorders <a href="http://doi.org/10.1097/YCO.0b013e32816ebc8c">take hold</a>.</p>
<p>Given all the challenges associated with the COVID-19 pandemic – from isolation to limited job opportunities – the need for supports to address mental health issues seems <a href="https://theconversation.com/covid-19-could-lead-to-an-epidemic-of-clinical-depression-and-the-health-care-system-isnt-ready-for-that-either-134528">likely to increase</a>.</p>
<p>As parents and other guardians get ready to prepare their teens for college, they should not neglect helping those new college students in terms of their overall well-being. Well-being is influenced by lots of factors, so an important part of supporting your wellness is to create a personal plan of action. Doing so is called “wellness planning.”</p>
<p>Colleges and universities are beginning to recognize the <a href="http://www.leadershipexchange-digital.com/lexmail/2017fall/MobilePagedArticle.action?articleId=1177609&app=false#articleId1177609">importance of wellness planning</a>. They are <a href="https://theconversation.com/the-mental-health-crisis-on-campus-and-how-colleges-can-fix-it-127875">seeing the need</a> to expand their traditional mental health and counseling services to include wellness as a prevention strategy for all students.</p>
<p>But personal wellness plans must be customized to meet each individual student’s own needs. And I believe that since it is unclear whether new college students will be on physical campuses this fall or learning online, these plans are more important than ever. Here are five essential things that any wellness plan for incoming college students should address:</p>
<h2>1. Define what well-being looks like</h2>
<p><a href="https://www.cdc.gov/hrqol/wellbeing.htm">Well-being</a> has been generally defined as feeling good and having a positive life outlook. To answer what well-being looks like for you – <a href="https://psycnet.apa.org/record/2011-01021-001">socially, emotionally and behaviorally</a> – begin by reflecting on the everyday strategies that you already find most effective in coping with daily life. </p>
<p>Identify areas that seem to pose the biggest struggles now. For instance, some people may be grumpy and anxious if they have not done some form of physical exercise, so well-being for these people would involve daily physical activity.</p>
<h2>2. Set strategies</h2>
<p>If you identify sleep habits as a problem, try out some recommended <a href="https://www.cdc.gov/sleep/about_sleep/sleep_hygiene.html">strategies for improving sleep habits</a> such as having a consistent time for going to bed and getting up or limiting electronic use before bedtime. </p>
<p>If you feel socially isolated, find opportunities to strengthen connectedness, such as joining a new group or volunteering. </p>
<h2>3. Identify college resources</h2>
<p>Once a plan is in place, search for resources at college that will help you to execute it. Make a list of the clubs and organizations that look exciting, and be open to trying new things. Check out their social media to see which ones seem most interesting and in line with your wellness priorities. If you are interested in opportunities for open conversation and reducing stigma about mental health, look to join campus organizations such as <a href="https://www.activeminds.org/">Active Minds</a>.</p>
<p>Look for resources to <a href="https://www.verywellmind.com/tips-to-reduce-stress-3145195">relieve stress</a> or practice new relaxation techniques. Colleges and universities often have dedicated web resources on tips for stress management. Some may even link to <a href="https://www.jedfoundation.org/managing-stress/#card=1">strategies</a> or organizations such as <a href="https://campusmindworks.org/help-yourself/self-care/managing-stress/">Campus Mind Works</a> at the University of Michigan.</p>
<p>Make sure to prioritize options that help build a strong social network. Eliminate options that may challenge your ability to maintain your personal wellness plan.</p>
<h2>4. Evaluate</h2>
<p>Set a reminder, perhaps monthly, to check on how well that personal wellness plan is going. Decide if tweaks to the plan are needed. As one example, <a href="https://www.webmd.com/diet/news/20090728/freshman-15-college-weight-gain-is-real">weight gain in college</a> is common given meal plans that offer <a href="https://www.thoughtco.com/college-meal-plans-788484">all-you-can-eat</a> and easy access to unhealthy food choices. If a behavioral challenge around nutrition occurs, modify the personal wellness plan to incorporate guidelines around <a href="https://www.choosemyplate.gov/browse-by-audience/view-all-audiences/students/college">healthy eating</a>.</p>
<h2>5. Make a backup plan</h2>
<p>Don’t always go it alone in figuring out how to adapt a personal wellness plan. Make a plan to connect with others when things are not working as planned. Even though college is a time for independence, there may be situations where coping strategies fall short and help is needed.</p>
<p>Identify someone in your current network, like a relative or close friend, to serve as a trusted person to reach out to. Also, be open to the possibility that sometimes professional support is warranted.</p>
<p>[<em>Like what you’ve read? Want more?</em> <a href="https://theconversation.com/us/newsletters?utm_source=TCUS&utm_medium=inline-link&utm_campaign=newsletter-text&utm_content=likethis">Sign up for The Conversation’s daily newsletter</a>.]</p><img src="https://counter.theconversation.com/content/136234/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Sandra M. Chafouleas does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Instead of waiting for a crisis to seek help, new college students should proactively devise plans to ensure their mental health and well-being, a psychologist says.Sandra M. Chafouleas, Professor of Educational Psychology, University of ConnecticutLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/919832018-02-21T17:23:15Z2018-02-21T17:23:15ZHow employers can design workplaces to promote wellness<figure><img src="https://images.theconversation.com/files/207229/original/file-20180221-132680-1vrni6n.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Employers can encourage employees to be more active through office design. </span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>Companies spend <a href="https://www.researchgate.net/publication/317330522_The_Role_of_Fitbits_in_Corporate_Wellness_Programs_Does_Step_Count_Matter">tens of billions of dollars</a> each year on wellness programs - on gyms, health funds, yoga classes, and the like. But research shows only <a href="https://www.ncbi.nlm.nih.gov/pubmed/18211169">mixed success</a>, with low take-up rates among employees and a poor return on investment for companies. </p>
<p>People attending work while sick costs the Australian economy <a href="https://www.sipmel.it/notizie/documento-108466.pdf">about A$34.1 billion each year</a> through lost productivity. </p>
<p>Rather than promoting these wellness programs, companies should instead <a href="https://www.asid.org/impact-of-design/asid">design the workplace itself to support wellness</a>. Sleep pods, air filtered by green walls, and selectively placed healthy food are already realities in some workplaces. </p>
<p>Through this kind of design, employees are “opted-in” to an environment that supports their health and well-being during the day. They don’t have to choose to take a walk at lunchtime or think about taking the stairs. The design of the workplace is engineered around creating these positive choices.</p>
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<a href="https://theconversation.com/research-shows-if-you-improve-the-air-quality-at-work-you-improve-productivity-76695">Research shows if you improve the air quality at work, you improve productivity</a>
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<p>It isn’t just “<a href="https://hbr.org/2004/10/presenteeism-at-work-but-out-of-it">presenteeism</a>” (showing up to work in spite of medical problems such as back pain, headaches, or mental health issues) that is a problem. The cost of absenteeism in Australia is estimated at <a href="https://www.usc.edu.au/media/3121/WorkplaceWellnessinAustralia.pdf">A$7 billion</a> a year. </p>
<p>Meanwhile, the prevalence of <a href="https://www.usc.edu.au/media/3121/WorkplaceWellnessinAustralia.pdf">chronic disease</a> including obesity, diabetes and heart disease continues to rise among the workforce. </p>
<p>Modern work practices contribute to these diseases through the largely sedentary nature of modern office work. Increased sitting, for example, has been associated with <a href="http://oem.bmj.com/content/71/11/765.short">higher risk</a> of chronic disease. </p>
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<a href="https://images.theconversation.com/files/207228/original/file-20180221-132667-fnmf7p.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="" src="https://images.theconversation.com/files/207228/original/file-20180221-132667-fnmf7p.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/207228/original/file-20180221-132667-fnmf7p.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=448&fit=crop&dpr=1 600w, https://images.theconversation.com/files/207228/original/file-20180221-132667-fnmf7p.jpeg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=448&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/207228/original/file-20180221-132667-fnmf7p.jpeg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=448&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/207228/original/file-20180221-132667-fnmf7p.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=563&fit=crop&dpr=1 754w, https://images.theconversation.com/files/207228/original/file-20180221-132667-fnmf7p.jpeg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=563&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/207228/original/file-20180221-132667-fnmf7p.jpeg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=563&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="caption">Putting staircases in the middle of offices can encourage more use.</span>
<span class="attribution"><span class="license">Author provided</span></span>
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<h2>Wellness programs that work</h2>
<p>Wellness programs have become increasingly popular as companies and researchers have realised that productivity lies in <a href="http://journals.sagepub.com/doi/abs/10.1177/1073110516667943">the health of individual workers</a>. The focus has also shifted to prevention of health problems rather than treating them after the fact.</p>
<p>Traditionally, this was accomplished by offering a range of services, from discounted health fund and gym memberships, and medical screening services, to activity-based programs such as in-house massages and yoga classes. </p>
<p>But simply giving employees lots of information about their health and telling them what to do doesn’t work. <a href="https://hbr.org/2016/03/how-google-uses-behavioral-economics-to-make-its-employees-healthier">Research</a> has shown that these programs don’t often change behaviour or help us to build new habits. If we are faced with too many choices, for example, our self control is quickly depleted. </p>
<p>So instead of simply presenting employees with options that are good for us, companies can <a href="https://theconversation.com/nudging-people-towards-changing-behaviour-what-works-and-why-not-27576">borrow from behavioural economics</a> and “nudge” us to change our behaviour.</p>
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<p><a href="https://www.asid.org/impact-of-design/asid">Many workplaces</a> are already using this design, covering a range of factors including lighting, air quality, materials, furniture, physical activity, and food.</p>
<p>Take the stairs, for example. In traditional offices lifts are generally positioned centrally, making them the easiest option. If you wanted to take the stairs that often means using the fire stairs, with the added risk that you might be locked out when you try to re-enter on another floor. </p>
<p>By simply moving the staircase into a central position you can make them the most convenient option for quickly moving between floors. This is common practice now at a wide variety of companies such as the Boston Consulting Group’s <a href="https://www.bcg.com/en-au/offices/new-york/working-in.aspx">New York offices</a>. </p>
<p>But let’s not stop there. By using <a href="http://onlinelibrary.wiley.com/doi/10.1111/j.0011-7315.2004.02611.x/full">experience design</a>, employees can be incentivised in other ways to take the stairs. </p>
<p>Timber walls, natural lighting, art and music can be used to align with our natural preferences for attractive and calming environments, and nudge employees to take the stairs. At the <a href="https://delos.com/brochure/hq/DelosHQ.html">offices of Delos</a> in New York, sensors in the stairs record the number of trips employees take during the day. </p>
<p>Every time an employee uses the stairs, a drop of water is added to an electronic “waterfall” display. The more times you take the stairs, the bigger the waterfall gets. </p>
<p>This use of technology represents a bit of gamification within the workplace. It’s like a scorecard for stair use, and every trip comes with a visual reward that gradually adds up. </p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/207226/original/file-20180221-132670-yg9rzj.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="" src="https://images.theconversation.com/files/207226/original/file-20180221-132670-yg9rzj.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/207226/original/file-20180221-132670-yg9rzj.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=459&fit=crop&dpr=1 600w, https://images.theconversation.com/files/207226/original/file-20180221-132670-yg9rzj.jpeg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=459&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/207226/original/file-20180221-132670-yg9rzj.jpeg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=459&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/207226/original/file-20180221-132670-yg9rzj.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=577&fit=crop&dpr=1 754w, https://images.theconversation.com/files/207226/original/file-20180221-132670-yg9rzj.jpeg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=577&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/207226/original/file-20180221-132670-yg9rzj.jpeg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=577&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="caption">Communal areas and greenery in the Delos New York HQ.</span>
<span class="attribution"><span class="license">Author provided</span></span>
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Read more:
<a href="https://theconversation.com/not-just-nice-to-have-nature-in-the-workplace-makes-employees-happier-and-healthier-80077">Not just nice to have: nature in the workplace makes employees happier and healthier</a>
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<p>By creating well-designed, centrally located eating areas and providing healthy food choices, organisations can also encourage employees to make better food choices.</p>
<p>In one <a href="https://hbr.org/2016/03/how-google-uses-behavioral-economics-to-make-its-employees-healthier">study</a> researchers from Yale teamed up with Google to try and nudge employees towards healthy choices. Simple changes in the office cafe had huge results. Replacing loose M&Ms with small packages reduced serving sizes by 58%, and putting up prominent signs increased the number of employees eating certain vegetable dishes by 74%.</p>
<p><a href="https://www.sciencedirect.com/science/article/pii/S2212609016300140">Research</a> also shows that air quality and lighting at work can have significant effects on brain function and productivity. Poor oxygen levels, toxic gases from furniture, and toxic chemicals are <a href="https://dash.harvard.edu/bitstream/handle/1/27662232/4892924.pdf?sequence=1">commonplace</a> in modern workplaces, while poor lighting <a href="https://www.bayes.city.ac.uk/__data/assets/pdf_file/0004/363217/lighting-work-performance-cass.pdf">can cause</a> headaches, eye strain, and tiredness.</p>
<p>Workplaces can be designed to counter some of these problems, by using circadian lighting systems for instance. Circadian lighting follows the patterns of natural light over the course of a day. Sleepy in the morning? The system will provide the right amount of light to wake you up. <a href="https://www.psychologytoday.com/blog/the-athletes-way/201306/exposure-natural-light-improves-workplace-performance">Circadian lighting</a> results in your body releasing melatonin at the right times, helping employees unwind after work and improving sleep quality.</p>
<p>Using air filtration systems, as well as materials and furniture that don’t contain chemicals like formaldehyde, can <a href="https://www.sciencedirect.com/science/article/pii/S2212609016300140">significantly contribute</a> to employees’ well-being and productivity. Providing natural ventilation, views of nature, and greenery in the workplace have also been shown to <a href="https://adobe99u.files.wordpress.com/2013/07/2010+jep+space+experiments.pdf">improve</a> employee’s wellbeing and productivity.</p>
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Read more:
<a href="https://theconversation.com/research-shows-if-you-improve-the-air-quality-at-work-you-improve-productivity-76695">Research shows if you improve the air quality at work, you improve productivity</a>
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<p>Investing in office design has been seen as a “nice to have”, but the research shows it can also be seen as an investment. The costs of employee illness and lost productivity are high and even simple changes can have huge impact. </p>
<p>And while employees may be concerned about companies designing environments to engineer behavioural choices, this inclusion of behavioural insights is widespread, and can be seen in areas as diverse as <a href="https://www.researchgate.net/publication/237168481_The_Neighbourhood_Game_From_Behavioural_Economics_to_Urban_Planning">city planning</a> and <a href="https://www.mckinsey.com/business-functions/marketing-and-sales/our-insights/a-marketers-guide-to-behavioral-economics">retail</a>. </p>
<p>By providing environments that support and encourage employee well-being organisations can ensure that well-being is not something that people have to make a choice to opt-in on.</p><img src="https://counter.theconversation.com/content/91983/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Libby (Elizabeth) Sander does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Research shows that corporate wellness programs don’t really work. If companies want to boost employee health they should consider designing the workplace to encourage the right behaviour.Libby (Elizabeth) Sander, Assistant Professor of Organisational Behaviour, Bond Business School, Bond UniversityLicensed as Creative Commons – attribution, no derivatives.