Latest news with #workplacewellbeing
BBC News
11 hours ago
- Business
- BBC News
Jersey businesses team up with mental health charity
Two business organisations in Jersey have teamed up with a mental health charity to address workplace mental health issues. The Jersey Chamber of Commerce and the Institute of Directors (IoD) are working with the Mind Jersey charity to support staff. The president of the Chamber of Commerce, Lee Madden, said that by "investing in training and raising awareness" he hoped "that all members are equipped to recognise and respond to mental health concerns or suicidal thoughts". The training included suicide awareness, mental health awareness and first aid for mental health accredited courses. The initiative offers members of both organisations, 50% off the cost of training with the charity. Mind Jersey is also inviting all HR managers who are members of the IoD or whose employer is a member of the Chamber of Commerce to a free mental health awareness session in Madden said he had lost colleagues and recognised that as a business leader he had a responsibility for the "well-being of colleagues and employees". Alex Ruddy, chair of the Institute of Directors said that she hopes that "members from both organisations avail themselves of the training".
Independent Singapore
12 hours ago
- Business
- Independent Singapore
‘I feel underqualified' — New hire considers quitting her job less than a month in, as she's 'left to struggle without much help'
SINGAPORE: Feeling overwhelmed and unsupported, one Singaporean employee is already thinking of leaving her new job less than a month after starting. In a recent anonymous post on Reddit's 'Ask Singapore' forum, she opened up about her rocky start, sharing, 'I feel underqualified for the role, left to struggle without much help, and don't think I could add any value to the company. I feel like quitting already.' Under her post, many kind-hearted Redditors reassured her that feeling lost or overwhelmed in the first few weeks of a new job is incredibly common, and reminded her that it often takes time to find one's footing in a new environment. One wrote, 'It took me 7 months to understand my role and make sense of what I am doing… Just be patient with yourself if it's not a toxic role… If it hits your core and it's tough 24/7, then find a job now and quit once you have a new one.' Another encouraged her to stay on a little longer, saying, 'Try and stay for 6 months!!! I think feeling overwhelmed in the first month is quite normal for many, but it gets better.' A third chimed in with a practical reminder, writing, 'Unless your mental health is /severely/ affected right now, stay on. You would NOT want to be jobless and have bills to pay that just keep coming.' Others, meanwhile, offered practical advice. One suggested, 'Learn the ropes of your role and responsibility even in your free time. Invest time in learning, and your adjustment will take less time. It helps big time if you can find some kind of a mentor; talk to your supervisor/manager and request a buddy system. Tell them the faster you learn, the more productive you will be. Just keep hustling; you'll look back at this thread and just laugh at it.' How long does it take to settle into a new job? According to Rednax Recruitment , it usually takes around three to six months for someone to really feel comfortable and settled in a new job. That period gives new employees the chance to learn what their role involves, get a feel for what their boss and company expect from them, and adjust to the overall work culture. But it's important to remember that this timeline isn't the same for everyone. How quickly someone settles in can depend on a bunch of things. For example, some people pick up new skills faster by jumping right in and doing the work, while others might need more time with training or guidance. The company culture also matters because if it is a friendly and supportive place, it is easier to feel at home faster. On the other hand, a high-pressure or fast-paced environment might make things more challenging. Read also: Man finds out his colleague earns S$500 more than him, asks if he should speak up or stay silent Featured image by Depositphotos (for illustration purposes only)
Forbes
19 hours ago
- Business
- Forbes
Negotiate Like A Pro: A Psychiatrist's Playbook For Getting Paid
Successful negotiation is an art. Salary negotiation is a psychological art. You've likely heard of two similarly qualified people working the same position but earning vastly different compensation packages. One of the core reasons for this is a concept known as loss aversion, where we prioritize protecting ourselves from loss above pursuing gain. Although data tells us only 6% of employers will rescind offers due to a salary negotiation, we often approach salary negotiation with the first identifiable pitfall: fear of failure. According to data, this is potentially a $600,000 mistake throughout one's career when you fail to negotiate just a $5,000 increase in your first job. Yet, over 60% of people will not negotiate their job offer and take what is given to them. What is at stake, however, is not only a larger paycheck but the opportunity to ensure our well-being at work. I spoke with Jen Fisher, a leading voice in workplace wellbeing who served as Deloitte's first-ever human sustainability leader and chief well-being officer. She explained: Founder & CEO, The Wellbeing Team "Your first job sets the tone for your relationship with work. Instead of just asking about advancement opportunities, inquire about how well-being is structured into daily operations—recovery time, meeting practices, and expected communication patterns. Great organizations don't just claim to value wellbeing; they design systems that enable it by default. This distinction matters more than most young professionals realize.' So, how do we ask? Let's peel back the curtain and find the science-backed ways to get into the negotiator's mind. Understand everything that you bring to the table. This is the critical starting point, personally and professionally. I recently spoke with a group of young doctors on a webinar to discuss this topic, and the overwhelming sentiment was that we are constantly told what to do, so when we get our first job offer, we accept it at face value. This moment of reflection is necessary before you enter the negotiation with clarity and confidence. You've worked hard in school and have a valuable background. Understanding your value will allow you to push back and combat the fiercest negotiator—your inner critic. Do I really deserve more? Will they change their mind? I once met with a new doctor who was preparing to accept her first job offer. I noticed that the offer presented to her was well below market value. She explained that she hadn't thought about it much because she felt that her peers in medical school were just 'so much smarter, so I'm lucky to get whatever I can.' This perception that she had of herself significantly impacted her ability to evaluate the job offer she received objectively. Luckily, she took another look and used some of the approaches below to land a 15% increase in what was initially offered. Employers often have more leverage in one area than another. Every component of the compensation package may have different levels of negotiation flexibility, so each is worth examining carefully. The leverage you look for also varies based on what the company you work for truly values. I spoke with Stephanie Le Melle, Professor of Psychiatry at Columbia University Medical Center, who explained Stephanie Le Melle 'Look at the mission and vision of the organization and try to understand their goals, values and how they define success. Once you have a clearer understanding of how success is defined, think about how your knowledge and skills can contribute. This can help guide your job description negotiations ' Once you have a clearer understanding of how success is defined, you have a much better sense of what can be negotiated. The end game of this negotiation is to put you in the position to do the job so well that it will also reflect well on the person interviewing you. According to Harvard Business Review, a key element not to forget is the power of likability. A person is more likely to go out of their way to bend things or stretch the negotiation range if they feel that this will benefit them as well. This is a collaborative process, not a battle. The more you can bring the person in through that likability and shared value, the more likely they are to get you to your desired end. This may seem simplistic, but just as we are more likely to argue with a partner when arguing before dinner, we are slightly less patient when our body is not adequately prepared. If we can help it, being well-rested, eating well, and being physically prepared can contribute to our emotional response. A well-nourished, well-rested brain is a negotiator's secret weapon. It can be the difference between the impulsive response that sets you back and a patient gesture that builds up the position you want to take. A job isn't just where you earn a paycheck—it's a new home where you will spend significant time. Make sure you can be comfortable living there and that it is a place where you can grow and thrive. Negotiation is not just about numbers, but a critical step in defining your career trajectory.
Irish Times
a day ago
- Health
- Irish Times
Woman who suffered six miscarriages says employers' response ranged from empathy to pressure to return to work
A woman who suffered six miscarriages has said the response from employers ranged from empathy to pressure to return to work. Jennifer Duggan, chair of the Miscarriage Association of Ireland , said she felt like she needed to 'suck it up, be fine and get on with it' when she did go back to work. She said legislation providing for leave during pregnancy loss would mean people have space to both recover physically and 'time to grieve'. The Labour Party argues there has been 'no progress' on the issue of pregnancy loss leave since it tabled a Bill on the topic in 2021 . READ MORE The Government said it is committed to introducing such measures in legislation that is to be drafted as a 'priority'. Ms Duggan, from Co Cork, said she and her husband Padraig decided to start a family in 2008 and she became pregnant. However, she said, 'our world fell from under us when we went for our scan at 13 weeks to be told: 'I'm so sorry, but there is no heartbeat.'' She was working in retail at the time, and her doctor signed her off on sick leave. However, she said she had 'stress and anxiety' when getting calls from a company nurse, which left her 'feeling pressured into going back to work'. When she returned, she found it difficult to deal with the public while feeling as if 'at any moment a dam of tears could burst'. She sought a different role but was told 'basically ... to get on with it'. 'So that was what I felt I needed to do. Suck it up, be fine and get on with it.' [ Tribunal hears legal argument over whether recent miscarriage triggers maternity law protections Opens in new window ] Ms Duggan went on to work elsewhere in customer service and experienced varying levels of support during five more miscarriages. After her fourth miscarriage, tests discovered she had a genetic condition that resulted in a higher risk of miscarrying. Ms Duggan also said that after this fourth loss her workplace was 'supportive to a degree', but she was also given a written warning over an absence. However, her manager at the time of her fifth miscarriage was 'so supportive', she said. She got sick leave, and 'there was no pressure put on me to rush back'. She also experienced support after the loss of a sixth baby, with a manager 'checking in to see how I was doing without being invasive'. Her first son, Daithi, was born in 2009. She has two other children: Siofra (13) and Oisin (9). She said that over eight years 'we had six miscarriages – lost six little babies – and had three beautiful living children'. 'How your employer deals with you at one of the most difficult times in your life can have a huge impact on the healing process and the trauma that goes with it,' she said. Jennifer Duggan with her husband Padraig and children Dáithi, Siofra and Oisin The Miscarriage Association of Ireland offers peer-to-peer support for people experiencing pregnancy loss. Ms Duggan said legislating for miscarriage leave would mean 'one less thing people experiencing pregnancy loss have to worry about'. Proposed legislation first put forward by the Labour Party in 2021 would provide for up to 20 days of paid leave for women suffering early pregnancy loss. In January 2024, the then-government deferred any progression of the Bill for 12 months to allow more time to develop legislative proposals. Labour Party TD Marie Sherlock recently tabled a parliamentary question asking Minister for Children Norma Foley if she intends to take up the issues in Labour's Bill. In response, Ms Foley said she recognises 'the enormous, personal impact that pregnancy loss has on expectant parents'. Officials were said to be examining a study by University College Cork (UCC) academics that recommended 'a statutory right to paid leave' for pre-viability pregnancy loss. Ms Foley's department is also developing the next National Strategy for Women and Girls, due to be published by the end of June, which would be informed by the UCC research. The department is also to engage with the Department of Enterprise on the issues in Labour's Bill. [ Even the word 'miscarriage' seems to suggest the mother is somehow at fault Opens in new window ] Ms Sherlock said 'seeing is believing here in terms of the Government actually being serious about developing any legislative proposals'. She argued there has been 'no progress' since Labour first tabled its Bill in 2021. A Department of Children statement said the Government 'has committed to including provisions providing for leave for pregnancy loss' in a Bill 'which has been given priority drafting'. It said development of a new form of family leave requires 'very careful consideration around who would be entitled to the leave and how the leave would operate in practice'. 'It is important that any form of leave would be effective in addressing the needs of employees, while also be practical to implement,' it said. The department said 'any form of leave – even unpaid – can have significant costs for the exchequer and these must be fully identified'.
News.com.au
3 days ago
- Business
- News.com.au
‘Something has to give': Warning Australia can't ignore any longer
There is a deeply concerning phenomenon on the rise across the country and, as Australians, unless we make a real change, it is only going to get worse. New research has found money and financial concerns have the most significant impact on the mental wellbeing of all Australians, affecting 48 per cent of the population, followed by stress and anxiety. New research by News Corp's Growth Distillery with Medibank has painted a worrying picture of how Aussies are coping with everyday stressors like work and their finances. Researchers surveyed more than 2500 people aged 18 and over, finding the most commonly experienced, frequent and impactful stressor is feeling financially behind or guilty about spending money, with over 60 per cent of respondents indicating it happens most frequently and has the most significant impact on their mental wellbeing. When it comes to the workplace, deadlines and intense workloads were identified by one in give as major sources of stress. The pressure felt when it comes to work stressors also increases with income level, with 28 per cent of higher income respondents saying they lack downtime and feel overburdened, compared to 12 per cent of those on lower incomes. Australia is in the grips of a mental health crisis, and people are struggling to know who to turn to, especially our younger generations. Can We Talk? is a News Corp awareness campaign, in partnership with Medibank, equipping Aussies with the skills needs to have the most important conversation of their life. 'Something has to give' Mindset Consulting Psychology clinical psychologist Dr Aileen Alegado told unaddressed workplace and financial stress can have serious long-term consequences, both on individuals and the wider Australian community. 'When we don't address workplace and financial stress, we're essentially asking our bodies and minds to run a marathon while carrying heavy backpacks - eventually, something has to give,' she said. 'From a neurobiological perspective, chronic stress keeps our amygdala - our brain's alarm system - constantly activated, while simultaneously suppressing our prefrontal cortex, which handles decision-making and emotional regulation.' This then leads to what Dr Alegado described as a 'cascade effect' as chronic stress hormones like cortisol go further than just impacting mood, they can compromise immune function, disrupt sleep architecture, and shrink our brain's memory centre, known as the hippocampus. This can manifest as an array of issues, such as increased rates of anxiety, depression, cardiovascular disease and cognitive difficulties - all of which can persist even after the initial stressor is removed. But there is a big reason this is so concerning for Australia has a whole. Stress is contagious, according to Dr Alegado. 'When individuals are chronically stressed, it ripples through families, communities, and workplaces,' she said. 'We're seeing increased domestic violence rates, children developing anxiety disorders at younger ages, and what researchers call 'secondary trauma' in healthcare and social service workers who are supporting increasingly distressed populations.' Looking at it from an economic through an economic lens, these impacts can lead to a vicious cycle. A stressed-out worker is more likely to be absent from their job and be less productive. Dr Alegado noted Australian businesses are reporting unprecedented turnover rates, warning 'we're losing institutional knowledge faster than we can rebuild it.' 'It's like trying to fill a bucket with holes in it - the economic cost of not addressing mental health is far greater than the investment required to support it,' she said. 'Taboo' topic widening generational rifts When we look further into the impact of financial and work stressors on Australians, it is clear there is also a deeper generational divide that needs to be considered. For Baby Boomers and pre-Boomers, the biggest reported stressors relate to health declines and loss, along with worrying about their loved ones' wellbeing. Gen X are burdened by peak financial responsibilities, such as mortgages and retirement planning, while also managing health issues that can come with ageing. Millennials are grappling with the financial strain of housing and childcare costs, while also juggling their family and work lives. One in four in this generation said they feel overburdened daily due to career demands, family responsibilities and social expectations, citing a distinct lack of downtime. Gen Z face intense stress of academic and early career pressures, all of which are heighten by social media and societal expectation. The research found that close to 40 per cent of Gen Zers surveyed reported feeling behind financially or guilty about spending money. When it comes to Gen Zers, Enriching Lives Psychology principal psychologist and owner Carly Dober said they are in the difficult position of being 'far worse off' than previous generations when it comes to many financial security measures. 'We have societal expectations and markers of adulthood now that are so much more difficult to achieve - or impossible for some Gen Zers,' she told 'This combined with shame and resentment about this, plus a certain percentage of the population telling them incorrectly that they 'just need to work harder' or other falsehoods show a lack of understanding of contemporary economic basics.' This can also lead to intergenerational conflict and resentment. The report also found there is a perceived hierarchy of struggles when it comes to discussing mental wellbeing topics, with tangible or 'universal' issues such as physical health problems or work viewed as more socially acceptable to discuss. Australians find silent struggles, such as feelings of loneliness or lack of purpose, much harder to openly address, with people often looking to internalise and manage these stressors alone. This conversation gap widens when it comes to discussing sensitive topics across generations. For example, even though the majority of respondents said they generally feel comfortable discussing work-related stress, the level of discomfort increases, going from 27 per cent to 39 per cent when a person is talking to someone from a different generation, Dr Alegado said this communication gap exists because each generation has developed different 'stress languages' based off their formative workplace experiences. Baby Boomers and Gen X were taught to compartmentalise work stress as their 'neural patterns were shaped in environments where bringing personal struggles to work was taboo'. They developed strong mindsets of the back of this, which is why when they hear younger generations discussing things like anxiety around work-life balance it can 'trigger' a strong response, as these coping mechanisms are so different from their own. 'Conversely, Gen Z and younger Millennials have grown up with psychological literacy - they have vocabulary for mental health concepts that older generations may never have learned,' Dr Alegado said. 'When they say 'I'm having anxiety about this project', they're often seeking understanding and support. But older colleagues might interpret this as inability to handle responsibility or professional weakness.' Biggest challenges we need to address - now There isn't just one thing that needs to be done or achieved to change Australia's attitude towards mental health, particularly around workplace and financial stress. Being able to change the systems that allow these stressors to grow and fester is one of the key challenges Ms Dober says she faces. In order to try mitigate this, she and her colleagues our outspoken advocates for policies and initiatives that can be adopted at a business and a government level to help improve the lives of workers. This includes things like maintaining flexible work, increasing wages and having 'mentally healthy' and competent managers. 'On an individual level, it's about working with the person to try to support their stress levels in practical ways such as focusing on movement, sleep, good enough nutrition, connecting to friends and family, communication and sustainable boundaries in the workplace,' Ms Dober said. Overall, Dr Alegado believes we need to start treating workplace and financial stress not as just individual problem, but something that is intertwined. 'We need to recognise that psychological wellbeing is infrastructure, just like roads or telecommunications,' she said. 'When we invest in mental health support systems, we're not just helping individuals - we're building the foundation for a more resilient and productive society.'
