Behavioral Health Leaders looking for a role at a Values Driven Organization? PHF/ARF Administrator in Vallejo: https://lnkd.in/g8nq7Zrc
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Did you know employees in recovery from substance use disorder have a significantly lower turnover rate? Research has shown that individuals in recovery have a 12% lower turnover rate, which, in turn, saves their employer money. Hiring with S&S is good for your business and the community! If you're interested in becoming a corporate partner, call (615)-617-7530 or email [email protected]. #SoberandSereneEnterprises #recovery #financialfreedom
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Engagement in an AI Driven, Asynchronous World | Builder | Top Voice | Video Virtuoso | Content Curator | Host, Turn the Lens podcast and Work 20XX podcast
Managing to activity vs outcomes. What is the person's function? Helping people or writing emails? Orchestrating better solutions in complex, no easy answer situations, or sitting in internal update meetings? Much easier to record hours in meetings per week, or keystrokes with surveillance software. Remember, mouse jiggling software is a creation of the incentives put in play, by the use of surveillance. I'm thinking organizations that prioritize surveillance over outcomes, are NOT the well managed teams positioned to thrive in a VUCA world. The investment finance calculators will put that together. #Engagement #Productivity #Investment #Talent #Team #Motivated #Meetings #eMail #Busywork #MarginalEffort #Pull #Together #Lead #Manage #Distributed #Remote #Digital #Hybrid #Workplace #FOW #Demographics #Systems
People using mouse jigglers might be cheating the system, or it might be job preservation in the face of bad management. Re-upping an awesome Jodi Kantor piece from 2022. It's worth your time to read all of it, here's one story... ---- Jessica Hornig, a Rhode Island social worker who supervised two dozen other UnitedHealthcare social workers and therapists seeing patients with drug addiction and other serious problems, said their laptops marked them “idle” when they ceased keyboard activity for more than a short while. They were labeled derelict during sensitive conversations with patients and visits to drug treatment facilities. “This literally killed morale,” Ms. Hornig said. “I found myself really struggling to explain to all my team members, master’s-level clinicians, why we were counting their keystrokes.” In recent years, she said, the scores have become even more consequential: On performance evaluations, social workers were rated 1 to 5 based on the amount of time they were digitally engaged — numbers that affected compensation. Ms. Hornig said her team spent hours each week piecing together alternate records but had trouble keeping up without compromising core parts of their job. --- 🔗 Link to full The New York Times article in comments. #Productivity #technology #engagement #culture #remotework
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I don’t often share personal stories or take a stand on issues publicly here on LinkedIn, but a recent event compelled me to break that silence. In the professional world, we often talk about diversity, equity, and inclusion (DEI), yet sometimes, real-life scenarios remind us how much work is still needed. I want to share a recent experience that highlights the importance of understanding and empathy in our hiring practices, especially regarding health-related issues. A talented individual, eagerly anticipating starting a new role, faced an unexpected setback. During the pre-employment phase, a drug test returned positive for amphetamines—directly linked to a legally prescribed medication for ADHD, a condition they’ve managed for years. Unfortunately, due to a lapse in health insurance, they were unable to provide a more current prescription, leading to the rescission of the job offer and a prohibition from reapplying for an extended period. This situation raises critical questions about our responsibility as employers and colleagues to foster an environment that truly understands and accommodates diverse needs. It’s a stark reminder that behind every policy and procedure are real people, with real challenges. Let this be a call to action for all of us in the professional community to advocate for policies that not only comply with legal standards but also embody compassion and flexibility. We must strive to ensure that our workplaces are inclusive and supportive, where no one is unfairly penalized for circumstances beyond their control. As we continue to navigate the complexities of the modern workplace, let’s remember the core values that bring us together: respect, understanding, and fairness. #Inclusion #Diversity #EmploymentFairness #MentalHealthAwareness
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Finding suitable job opportunities when you're in recovery can certainly be challenging. According to the federal government, a disability is characterized as a physical or mental impairment that significantly restricts one or more major life activities. This legal terminology safeguards people from discrimination based on their past experiences with substance use disorder (SUD), alcohol use disorder (AUD), or any other medical condition. In this week's blog, we will delve into an array of tools, laws, and legal safeguards that could potentially benefit your job search as a person in recovery. https://lnkd.in/eUmqq4MF #recoveryprocess #substanceusedisorder #alcoholusedisorder #jobsinrecovery #toolsforrecovery
How to Find a Job When You're in Recovery or Just Out of Treatment
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OrganisationalResilience via Intelligence I Org Psychological Safety I Neuro-Marketing Strategist I People Culture Audit I Change Readiness Score I Growth Strategist I Board Advisor I Legacy Leadership Author Key Note
Psychosocial Hazards IT What does it say when a workforce exposed to huge emotional effort, vicarious trauma, over work, burnout says that IT software and platforms are one of the biggest hazards? We have had the pleasure of conducting several People Plus Science Culture and Psychosocial Hazard Assessments over the past 12 months. Our metadata has uncovered a not surprising but often dismissed, under-resourced, and insight lacking hazard - IT software, platforms, and processes. We have been focusing on psychosocial hazard identification in aged care, online learning, and government and found that IT systems, platforms, and supports are some of the most reported hazards across these industries. In Home Care (Aged Care) 52% of respondents reported IT systems as a frequently occurring hazard with impacts not only on employees but on consumers also. This was second only to organisational culture and leadership supports (yes emotional effort and exposure to trauma rated less than IT problems). 78% reported a negative flow on effect onto consumers which less time spent conversing, recording errors, double handling, worker frustrations, and reluctance to use. Employees from support workers to IT internal support to clinical supervisors reported using more than 90mins per week. Improvements recommended for #IT providers and #Government : * Understand your #users better * Engage in research and #codesign (don't expect this for free from your providers whilst you charge in excess of $8K/year * Create stronger user #voice programs - do you even know your retention rates? * Answer your support desk * Ensure access for remote users * Understand your legal obligations to consumers * Understand your legal obligations to your staff (as 24% are copping a "serve" when they answer). Invest in your people before users get wiser and litigate instead of getting irate. (See what I did there :) Do #better, with better #insights. People Plus Science.
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Psychosocial Hazards IT What does it say when a workforce exposed to huge emotional effort, vicarious trauma, over work, burnout says that IT software and platforms are one of the biggest hazards? We have had the pleasure of conducting several People Plus Science Culture and Psychosocial Hazard Assessments over the past 12 months. Our metadata has uncovered a not surprising but often dismissed, under-resourced, and insight lacking hazard - IT software, platforms, and processes. We have been focusing on psychosocial hazard identification in aged care, online learning, and government and found that IT systems, platforms, and supports are some of the most reported hazards across these industries. In Home Care (Aged Care) 52% of respondents reported IT systems as a frequently occurring hazard with impacts not only on employees but on consumers also. This was second only to organisational culture and leadership supports (yes emotional effort and exposure to trauma rated less than IT problems). 78% reported a negative flow on effect onto consumers which less time spent conversing, recording errors, double handling, worker frustrations, and reluctance to use. Employees from support workers to IT internal support to clinical supervisors reported using more than 90mins per week. Improvements recommended for #IT providers and #Government : * Understand your #users better * Engage in research and #codesign (don't expect this for free from your providers whilst you charge in excess of $8K/year * Create stronger user #voice programs - do you even know your retention rates? * Answer your support desk * Ensure access for remote users * Understand your legal obligations to consumers * Understand your legal obligations to your staff (as 24% are copping a "serve" when they answer). Invest in your people before users get wiser and litigate instead of getting irate. (See what I did there :) Do #better, with better #insights. People Plus Science.
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Neurodivergent employees are an asset, not a liability! The creativity and energy they bring to the workplace are unmatched! Asking for accommodations isn't something that should be a shame-filled process. It should be a conversation about how to best show up on your job. How to have the tools and processes in place for long-term success. These conversations should be filled with hope, not shame! The fact so many people feel ashamed about disclosing these struggles shows we still have such a long way to go in fighting this stigma! If you struggle with this, know that I see you and I want you to be successful with your unique talents and abilities and you deserve employment that recognizes them too! #mentalhealth
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Thank you Lift Our Voices for amplifying this concerning data about the negative impact of harassment and misconduct in the workplace - both on the employees and the employers. You can download the entire HR Acuity Workplace and Misconduct Study to learn more. https://lnkd.in/eSc-r3GB #humanresources
Have you left a job after being exposed to harassment or misconduct? According to a 2023 HR Acuity study, 30% of employees have left their organization after exposure to harassment and misconduct, compared to 11% who left that did not experience or witness a toxic issue. If you've experienced or witnessed workplace discrimination, sexual assault, or harassment, we have a robust list of resources for you: https://lnkd.in/eTTYAJSd We’re constantly adding resources for legal assistance, mental health and crisis services, and other types of support.
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Have you left a job after being exposed to harassment or misconduct? According to a 2023 HR Acuity study, 30% of employees have left their organization after exposure to harassment and misconduct, compared to 11% who left that did not experience or witness a toxic issue. If you've experienced or witnessed workplace discrimination, sexual assault, or harassment, we have a robust list of resources for you: https://lnkd.in/eTTYAJSd We’re constantly adding resources for legal assistance, mental health and crisis services, and other types of support.
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Starting a clear path for support to be modeled, enabled and reinforced repeatedly to employees can help remove any perceived stigma they might have. https://conta.cc/3RaUP0w
Why employers should invest in their employees' mental health
benefitspro.com
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