Sample Article on Wellness

Employee Wellness Critical to Workplace H&S

As workloads and societal demands continue to increase, employee wellness on the job is more critical than ever. So says veteran safety performance consultant Michael D. Topf from Pennsylvania.

According to Topf, a company can pump out products but end up with poor quality or cost overruns if employee wellness is ignored. (He defines wellness as good physical and mental health, especially when maintained by proper diet and exercise.)

Health & wellness challenged
But wellness is constantly being challenged by stress on the job and at home. For example, companies expect fewer employees to perform jobs that were previously done by many workers. Sound familiar? Combine that with company downsizing and you have some frightened people on your hands.

“When you’re downsizing, people are terrified (about losing their jobs),” Topf said, noting that many workers deal with this stress by turning to alcohol or drugs for a quick fix.

Another big problem is a lack of communication in the workplace, he added.

“Good or bad, tell people the truth. In the absence of information, people’s minds go nuts. People always think of the worst.”

The Research
Topf said his research suggests that human factors such as daydreaming, distractions, fatigue and stress, are the cause of most accidents.

The attitude that “it won’t happen to me” also leads to unsafe behavior. Topf cited one case where a 25-year veteran was working around energized equipment with no personal protective equipment. He suffered an electric shock and was hospitalized.

Topf said he has seen many employees who have fitness issues. At one company, a worker strained his back by hoisting a bucket full of tools with a rope. He noted the worker was not in good physical condition.

The holistic approach
Topf recommends that companies take a holistic approach to workplace health and safety by creating a “learning” organization. This means training supervisors to identify unsafe/unhealthy attitudes, behaviors and conditions, and providing assistance to workers who need help.

“Your leaders need to be trained on how to coach, counsel and intervene (when employees have problems),” Topf said. But he was quick to note this doesn’t mean being a therapist.

Look for the signs
Supervisors should be trained to look for the following red flags:
-Decline in job performance
-Sloppy work habits
-Poor housekeeping
-Irritable or quarrelsome demeanor
-Frequently distracted
-Drug and alcohol use
-Uncooperative
-Negative

What to do
Topf recommends companies do the following to improve employee wellness:
-Provide worker assistance programs to address problems.
-Involve employees in identifying and solving unsafe and unhealthy conditions.
-Give employees control and power to make changes.
-Place the emphasis on people, not things.
-Reduce work stressors.
-Provide a physical fitness program.