Manager Burnout is a growing concern, with reports indicating it affects 66% of managers.
AUG 24
Manager Burnout is a growing concern, with reports indicating 66% of managers experience burnout
AFFIRMATIONS
Positive affirmations are short, uplifting phrases that help challenge unwanted thoughts and boost selfconfidence
CULTIVATING YOUR IKIGAI
The Japanese concept “Ikigai” encourages people to look at what is important to them to live life in a way that brings a sense of purpose and joy
ENHANCING MENTAL HEALTH LITERACY IN THE WORKPLACE
Promoting mental health literacy in the workplace is crucial for creating a supportive and productive work environment.
WORKPLACE GENERATIONAL DIVERSITY
Four to five generations are co-existing in many workplaces today, each sharing common workplace values, beliefs, and preferences
SUPPORTING A LOVED ONE WITH A DIAGNOSIS
Supporting someone with a terminal diagnosis is a profound experience that can bring both immense challenges and deep connections
BALANCING FINANCES IN YOUR RELATIONSHIP
Understanding your partner’s money personality is a great step in building your relationship’s financial wellbeing and overall happiness.
MAKING FRIENDS WHILE WORKING REMOTE
Making friends as an adult can already be challenging, but when we are working remotely, it can become even harder
FROM THE CEO
REBECCA WEISS CHIEF EXECUTIVE OFFICER
The coming months are a time of the year when the spotlight shines brightly on Mental Health and Wellbeing, beginning with R U Ok? Day, a national day of action where we are reminded to check in on those around us. While the day is only held once a year, this year’s theme encourages these conversations to continue every day.
Soon after, we observe Mental Health Month in October. This year’s theme is consistent with the R U OK? Message and emphasises the significance of communicating about mental health – Let’s Talk About It. Highlighting the importance of connecting with others, this month we are being asked to reflect on our own mental health and overall wellbeing, and take a proactive approach to seeking help
October is also National Safe Work Month in Australia, a campaign encouraging workplaces to prioritise work health and safety, promote a positive safety culture and commit to building safe and healthy workplaces for all
Acacia is delighted to be running our R U Ok? Day webinars again this year, as well as our Better Mind Better Me program in October. We look forward to connecting with you throughout this time
With the increased attention on mental health and wellbeing during this time, I encourage you all to check in on those around you, engage in positive conversations, and seek guidance and support from Acacia and our team
CULTIVATINGYOUR IKIGAI
“Ikigai” is a Japanese phrase that has recently garnered increasing amounts of attention and interest across the world.
In Japanese, Ikigai (ee-kee-guy) combines two words: “Iki’ which means “to live” and “gai” meaning “reason”. This roughly translates to “a reason to live” or a “reason for being”.
It is a concept that encourages people to look at what is important to them in order to live life in a way that brings a sense of purpose and joy
IIkigai is a deeply personal and individual experience, reflecting our unique skills, passions and values.
More recently in Western culture, Ikigai is described as the intersection of four key elements:
1. What you love:
Activities or pursuits that bring you joy and passion
2. What you are good at:
The skills and talents you excel in or have developed over time
3. What the world needs:
Opportunities and pursuits that contribute positively to others or to society.
4. What you can be paid for:
Ways to earn a living or support yourself through your passions and skills
Having an Ikigai has been described as the key to healthy wellbeing and leading a happy life. In fact, research shows many benefits to Ikigai, including better physical health, longevity, and mental health.
Higher levels of meaning in life are associated with lower levels of anxiety and distress, suggesting that Ikigai might be a protective factor in response to stress. Additionally, Ikigai positively correlates with indicators of wellbeing, such as adaptive coping, quality of life, and happiness
This makes sense when we think about it. If we are aligned with our Ikigai – something we love and provides a sense of meaning and purpose for us – we are likely to experience more satisfaction in life and have more resources to cope with adversity and challenging times
Finding our purpose in life, while a fundamental need for many of us, isn’t an easy task. Finding our Ikigai involves introspection and exploration to align with what we love, what we are good at, what the world needs, and what we can be paid for
IDENTIFY YOUR PASSIONS
Passions are activities that evoke for us strong feelings of enthusiasm, excitement, and enjoyment If you’re at a loss for what your passions are, ask yourself: What could I spend hours doing without getting bored? What activities make me feel the most alive?
Exploring interests through taking up new hobbies or activities that intrigue you can also be helpful
EVALUATE YOUR SKILLS & TALENTS
List the skills you have developed through your work, education, and professional development opportunities, as well as your general life experiences
It is important to look at both hard skills (e g , technical abilities) and soft skills (e g , interpersonal skills) when making this list
If you find it challenging, consider seeking feedback from friends, family, or colleagues about where your strengths and talents lie.
CREATE A IKIGAI VENN DIAGRAM
Draw four overlapping circles and label them with the four Ikigai elements, as we have below. Use the above two strategies to assist with completing what you love and what you are good at.
In terms of what the world needs, think about the needs of groups you are part of, the community you reside in, or something that might be important for our wider society Regarding what you can be paid for, this really involves reflecting on the skills or services that are in demand and can generate income
REFLECT ON YOUR VALUES
Our values are a core part of who we are, who we want to become, and what is important to us. Reflecting on and understanding our values can help us to be more aligned with our Ikigai and purpose in life.
What is important to you? What qualities do you appreciate in yourself and others? Which events in your life have been the most meaningful? What contributions or achievements have made you proud?
TAKE TIME TO SLOW DOWN
Slow down and take the time to allow for the reflection and introspection required to identify our Ikigai.
Everyday life can sometimes mean we don’t allow ourselves and our minds to slow down enough to reflect with the clarity, energy, space, and time needed.
Practicing exercises, such as mindfulness and meditation can allow our minds and bodies to slow down enough and gain clarity of thought.
SET GOALS & TAKE ACTION
While the above steps are key in identifying our Ikigai, unless we take action to implement what we find meaningful and purposeful in our lives, we will never align with our Ikigai. Set achievable goals, both short-term and long-term that move towards your Ikigai.
GETTING SUPPORT
Did you know that an EAP professional can help you identify your passion, navigate these questions, and cultivate your Ikigai? Contact our team today to start living your life in a way that brings a sense of purpose and joy
Manager Burnout
WE KNOW EMPLOYEES EXPERIENCE STRESS AT WORK, BUT DO YOU KNOW HOW MANY?
Recent findings show that 62% of Australian workers reported symptoms of burnout, compared to the global average of 48%
Burnout can be defined as a state of chronic physical and emotional exhaustion caused by prolonged stress and overwork.
It is characterised by three main dimensions. Firstly, emotional exhaustion, or feeling drained and depleted of emotional resources Second is depersonalisation, or when we feel detached and have an impersonal response towards those we provide services Finally, reduced personal accomplishment, where we experience a sense of inefficiency and a lack of achievement in our work
Given the high rates of burnout in workers overall, it is likely that at least some of your managers are feeling burnt out.
Manager Burnout is a growing concern over the past several years, with recent reports indicating 66% of Australian managers experience burnout. The group of leaders that spend the most time with employees, middle managers, have even higher survey results, with results indicating that 89% of middle managers experienced burnout in the last year.
So how does manager burnout differ from regular employee burnout?
While the symptoms of burnout are defined the same, Managers often experience burnout more intensely due to the nature of their workloads. Not only that, but the impact of manager burnout often affects their leadership abilities, which can directly impact team performance.
In fact, employees are at higher risk of burnout if their managers are burnt out themselves
Multiple factors contribute to managerspecific burnout. Managers often juggle various tasks and responsibilities, from their own workload to their team’s performance This can lead to work overload, causing chronic stress and fatigue.
Further, a lack of recognition and inadequate compensation for their efforts can lead to feeling demoralised and unappreciated, especially when taking on these additional responsibilities
Many managers report feeling a lack of autonomy in decision-making, due to higher management. This can lead to a sense of lack of control At times, they may also experience a conflict in values where there are discrepancies between personal values and organisational values, causing emotional and psychological stress.
Lastly, poor workplace relationships and perceived lack of support from higher management and colleagues can increase feelings of isolation and burnout and result in a breakdown of community within the workplace.
So how so we prevent manager burnout in ourselves and in the organisation?
Here are approaches you may wish to consider when thinking about people leaders in your own organisation.
Workload Management
Make sure that managers have support and the ability to delegate tasks effectively to prevent overwhelming workloads.
Set achievable goals and timelines to prevent constant high-pressure situations.
Consider whether the KPIs for certain roles actually reflect the day-to-day reality of the job
Support & Resources
Do you have adequate staffing? Ensure your teams are adequately staffed to handle workloads without putting excess pressure on managers and people leaders
Provide the necessary tools, leadership training, and resources to help managers perform their duties efficiently. Consider whether there are opportunities for mentoring from more senior leaders within your organisation
Autonomy & Control
Empowerment is key Give your people leaders and managers more control over their work and the decision-making process This supports a sense of autonomy and job satisfaction while decreasing stress
If the role allows for it, consider flexible work hours and remote work options
Flexible work arrangements help people leaders balance their professional and personal life commitments.
Regularly involve and consult with your people across different management levels when considering processes, policies and procedures, and when undergoing change processes
Recognition & Rewards
Develop recognition programs in the workplace. Encourage your employees and managers to celebrate each other’s achievements and recognise individuals for their hard work.
Further, ensure managers are fairly compensated for their efforts, time, and contributions.
Work-life Balance
Promote the importance of taking regular breaks during the work day/shift alongside regular annual leave in order to recharge. Encourage proactive planning of these so that individuals aren’t waiting until they are already experiencing the symptoms of burnout before taking leave This also encourages the wider team to adopt this behaviour through positive role-modelling
Encourage managers to set boundaries with their work tasks and commitments to avoid working excessive hours and ensure time for personal life activities
Work to establish clear guidelines and pathways for resolving conflict and addressing issues that may contribute to stress and burnout.
Training & Development
Provide your team with training and education on stress and stress management techniques This could include mindfulness, time management, and ways to maintain mental wellbeing.
Professional development is important for anyone; provide opportunities for your people leaders to develop new skills and advance their careers. This can increase job satisfaction and foster a culture of appreciation.
Culture
Supportive environments are essential for workplace success Develop and enhance a workplace culture that promotes open communication, mutual respect, and support among colleagues and supervisors
Remember the remedies for burnout are not an instant fix or single solution It is likely that the factors that contribute to employee and manager burnout will need to be addressed on multiple levels and will look different for every workplace.
Consultation and regular review are important to understanding what is and what isn’t working
Using the approaches described above in combination and consistently over time will increase the support and satisfaction within your people leaders and reduce the likelihood of burnout in all staff members in the future Acacia promotes the benefit of early help-seeking if experiencing signs of burnout
R U OK? DAY
THURSDAY 12TH SEPTEMBER 2024
This year's topic is "Ask R U OK? Any Day”. A lot can happen in a year, a month, a week. The people you care about go through life’s ups and downs, but regular, meaningful conversations can help prevent small things from becoming big. So don't wait – learn to Ask R U OK? Any Day of the year because a conversation could change a life
Employee Webinar
Asking R U OK?
A 30-minute presentation for all employees on this year’s topic: Ask R U OK? Any Day. Learn the four steps to having an R U OK? conversation, the signs that someone might not be okay, and how to support your own wellbeing.
REGISTER NOW
9:00 am 10:30 am 12:30 pm 3:00 pm AEST
Leader Webinar
Building an R U OK? Culture
Learn to create an R U OK? workplace culture in this 45-minute session. Discover what is an R U OK? Workplace Champion, understand the benefits of an R U OK? Culture, and learn to ask R U OK? Any Day.
All organisations should work towards developing and sustaining a mentally healthy workplace These are workplaces that have measures in place to prevent harm by identifying risks to mental health, managing harm from an early stage, and supporting recovery. At the same time, positive work-related factors are encouraged and promoted.
How do you know if your workplace is mentally healthy? In a mentally healthy workplace:
Mental health is everyone's responsibility
Mental health is considered in every way you do business
Everyone contributes to a culture where people feel safe and supported to talk about mental health
Mental health support is tailored for individuals and teams
Everyone can see that supporting workers' mental health is a priority.
Mentally healthy workplaces support the holistic wellbeing of employees, encompassing their emotional, psychological, and social health.
Promoting mental health literacy in the workplace is crucial for creating a supportive and productive environment.
Employers have a legal obligation to ensure the health and safety of their employees
This includes their psychological health. Under section 5 of the OHS Act (2004) employers must provide and maintain a working environment for their employees, including independent contractors, that is safe and without risks to health, so far as is reasonably practicable This includes providing and maintaining safe systems of work
Here are strategies to enhance mental health literacy among employees and management.
PromotingAwareness&Education
Organise regular workshops on mental health topics, delivered by mental health professionals. Training can help employees and management alike In particular, look towards topics such as recognising signs of mental health issues, stress management, and resilience building
Distribute educational materials, such as pamphlets, posters, and newsletters about mental health
Use a digital platform – like your company intranet or emails – to share information and ensure all people have access to these resources
CreatingaSupportiveEnvironment
Encourage open discussions about mental health in the workplace Train leaders and managers to listen empathetically and supportively, creating a safe environment where employees feel comfortable sharing their concerns and seeking help
Implement policies that support mental health, such as flexible working hours, remote work options, and adequate breaks Ensure these policies are wellcommunicated and easily accessible to all employees, so they understand the support available to them
Encourage EAP access, offering counselling and mental health support
Promote the confidentiality and benefits of these programs, encouraging employees to utilise support without fear of stigma or judgement.
ReducingMentalHealthStigma
Run regular awareness campaigns to reduce the stigma associated with mental health issues Use personal stories and testimonials to humanise mental health challenges, fostering empathy and understanding among employees
Promote the use of respectful and inclusive language regarding mental health. When stigmatising language does arise, address and correct what is said
Encourage leaders and employees to share their mental health experiences openly. Designate mental health champions in your workplace to lead initiatives and advocate for mental health.
SupportingyourEmployees
Train managers and leaders to recognise signs of mental health issues in their people, such as changes in behaviour, mood, or performance Leaders encouraging early intervention and support can help address potential problems before they escalate.
Further encourage your people to utilise stress management tools, mindfulness apps, and relaxation techniques
Designate quiet rooms or relaxation areas for employees to decompress and use these resources if necessary.
Promote work-life balance through adequate leave policies, helping employees to manage their stress and maintain their mental health.
ImplementingWorkplaceWellness Programs
Organise fitness programs, yoga sessions, and other physical activities to promote employee physical health
Provide nutritious snacks and meals to encourage healthy eating habits
Allow employees to take mental health days without stigma, emphasising the importance of self-care. Encourage regular breaks to prevent burnout and maintain overall wellbeing
Conduct regular one-on-one check-ins between employees and managers. Use these check-ins to discuss workload, stress levels, and overall wellbeing, fostering open communication and support
Encourage leaders to model healthy behaviours and work-life balance. By sharing personal experiences with mental health, leaders can help normalise discussions and reduce stigma within the organisation
Invest in mental health programs and initiatives, ensuring that an adequate budget and resources are allocated for mental health support. This demonstrates a commitment to the wellbeing of employees and the long-term success of the organisation
Measuring&EvaluatingProgress
Conduct regular surveys to assess employees' mental health and satisfaction with workplace initiatives Use the feedback to improve and adapt programs, ensuring they effectively meet employees' needs.
Utilise the trends and insights obtained from your EAP data to monitor the utilisation of the service, paying particular attention to the dataset assessing early help-seeking behaviour Monitor metrics such as absenteeism, turnover rates, and employee engagement.
Analyse the impact of mental health initiatives on these metrics to understand their effectiveness and identify areas for improvement.
Regularly review and update mental health policies and programs Stay informed about best practices and new developments in workplace mental health, integrating these insights to enhance support for employees.
Enhancing mental health literacy in the workplace is an ongoing process that requires commitment, education, and a supportive environment. But by promoting awareness, reducing stigma, providing support, and fostering a culture of openness, workplaces can create mentally healthy employees and productive and positive organisational culture
Reach out to your Workplace Wellbeing Consultant to discuss how Acacia can support you to enhance the mental health literacy in your organisation
GENERATIONAL DIVERSITY Workplace
Generational diversity in the workplace has recently taken centre stage.
In less than ten years, shifts in society, politics, economics, and global health have drastically reshaped the age composition and landscape of the workforce The pandemic’s legacy includes remote working, increased use of digital technology, and adoption of hybrid work models
These and other societal changes have contributed to greater generational diversity in the workplace – a decrease in fertility, an increase in retirement age, and the rapidly rising cost of living.
Remarkably, four to five generations are co-existing in many workplaces today These generations, typically defined by birthdates spanning 10 to 15 years, represent groups of people who have experienced similar societal norms, upbringing, and world events
People from the same cohort often share common values, beliefs, and preferences They are also experiencing similar life events and difficulties As Daniel Ziffer (2024) states, “In small teams and across huge workforces, [their] workmates are dealing with first pregnancies and menopause, the trials of small children and the deaths of parents, moving out and downsizing.”
What do these generations look like?
The Silent or Traditionalist generation (pre-1946) is often seen as loyal and hardworking They thrive in structured environments and have a respect for authority
Baby Boomers are individuals born between 1946 and 1964. With a strong work ethic and desire for personal development, Baby Boomers value faceto-face communication and recognition with their peers
Between the years 1965 and 1980 is Generation X, a group of independent and resourceful individuals. They are comfortable with analogue and digital communication, and value flexibility and work/life balance
The Tech-savvy Generation Y or Millenials are born between 1981 and 1996 They value meaningful work (and teamwork) and thrive in collaborative settings
Finally, Generation Z are born between 1997 and 2010 Growing up with the internet, these individuals are digital natives and likely prefer digital communication methods. They value diversity, innovation, and social responsibility
Within a successful generationally diverse workplace, staff contribute a wealth of knowledge, skills, and experiences towards completing the task at hand
In a collaborative environment, team members improve their communication skills They learn varied coping strategies for dealing with change from their peers and evidence various ways in which colleagues are resilient
When greater input is invited from all employees across all generations, there is greater staff engagement and retention Different generations also often bring different market insights to the table and have access to varied customer contacts.
The benefits of a generationally diverse workforce have a flow-on effect: cascading from individuals to teams, to the leadership and impacting the whole organisation Ultimately, the company’s reputation in the marketplace is enhanced.
So how do you promote and embrace generational diversity at work?
Encourage Respectful Communication
Promote open language and respectful communication by inviting contributions of ideas and of feedback. Convey the message that different solutions to challenges are not necessarily “right” or “wrong”
Rather, there is a varied range of people in the workplace and they hold varied perspectives Provide safe opportunities for discussion, disagreement, and negotiation amongst colleagues
Inclusion Training
Train staff in the areas of age and generational diversity to enhance understanding and to reflect the company’s value of inclusion.
Consider involving volunteers among the staff to be “Change Champions” who use their familiarity with, and expertise in, certain tasks, to assist colleagues who are not familiar with performing that task or who are struggling with it.
For example, a Change Champion can assist staff in adapting to a new computer program and inspire confidence in its usage.
Promote Multigenerational Mentoring Opportunities
Encourage staff to share their knowledge, experience, and skills with other employees.
An example of mentoring might be that of a mature age, experienced scientist is training a Generation Z graduate how to administer and interpret a test.
Where mentoring roles are reversed, that graduate is now teaching their Baby Boomer colleague how to change from a paper and pen version of the test to administer it on a digital device
Provide Company-Wide Learning Opportunities
Provide workers with varied learning and development experiences across the organisation
This could take the form of job rotations across different departments, internships, or “returnships” (where an employee who has already worked for some time in the company is given an opportunity to refresh or hone their skills).
Use Varied Communication Styles
Consider individual staff members’ communication preferences when implementing management styles. Find a workable compromise that utilises multiple channels and styles by which colleagues can connect.
Train staff, particularly those in the more recent generational cohorts, in communication etiquette. For example, Teams or Slack messages are not appropriate for conveying or documenting formal information.
“It is important to focus on the similarities between generations and recognise that they all value meaningful work.”
Brough
et al , (2023) Multi-Generational Workplaces Research: Final Report
Offer Flexible Work Options
When compatible with the business model, offer your people flexible work arrangements This permits employees to balance work with the life they lead beyond it, potentially reducing the buildup of stress and the occurrence of burnout.
Employees very much appreciate flexible workplaces that accommodate their needs This may mean adjusting a work schedule to enable a Gen Y parent to drop off and pick up a child at daycare, permitting a Gen X employee to work from home while recovering from an operation, or allowing a Baby Boomer employee with mobility issues to work remotely to spare them the travel to and from the office
Avoid Categorising Staff with Generational Stereotypes
Stereotypes are a useful ‘shorthand’ by which we label and describe people who share common attributes. However, it is unhelpful to assume that all those born within a generation fit within a predictable mould.
Ziffer, Daniel, (2024), From Boomers to Zoomers: Four generations of Australians are regularly working side-by-side Paula Brough, Ashlea Troth, Katrina Radford, Ellie Meissner, Sheetal Gai, Dan Langerud, and Megan Rose, (2023), MultiGenerational Workplaces Research: Final Report
There are always outliers to each category; not every Baby Boomer struggles with using technology and not every Gen Zer wants to work remotely.
If we only use a generational label to guide us, we also risk overlooking the richness and complexity that comprises each human being.
This article has recommended some strategies that can be used towards embracing generational diversity in the workplace. With consideration, communication, planning, and goodwill, organisations can draw on this diversity to promote growth and a positive workplace for all employees, regardless of age.
Are you a manager with generational diversity in your team?
Acacia's Manager Support Hotline can be a valuable service for you to seek advice and guidance on navigating the challenges of generational diversity so you can reap the benefits
Book your EAP session online using Appointment Hub
Book your EAP Counselling, Financial Coaching, Nutritional support, or Legal referral sessions.
Filter for an EAP Professional by age, experience, or gender.
Appointments are available as soon as tomorrow.
Reschedule or rebook at any time
SUPPORTING A LOVED ONE WITH A DIAGNOSIS
SUPPORTING SOMEONE WITH A TERMINAL DIAGNOSIS IS A PROFOUND EXPERIENCE THAT CAN BRING BOTH IMMENSE CHALLENGES AND DEEP CONNECTIONS.
By gaining a deeper understanding of both your own and your loved one's emotions, you can provide the care they need
So let’s look at what we might expect for ourselves during this time, as well as explore ways that we can be there for your loved one
UNDERSTANDING & RESPONDING TO YOUR EMOTIONS
Anticipatory Grief:
Anticipatory grief refers to grieving a loss before it completely unfolds When someone has a serious illness, there are many losses to grieve even before the condition becomes terminal.
Changes to independence and abilities, and future expectations cut short are just a few examples of possible losses
Not everyone experiences anticipatory grief, but for those who do, it’s important to know this is a normal response. Emotions that come up during anticipatory grief are comparable to grief after a death and can include feelings of anger, anxiety, depression, or denial
Seek Support:
It’s important to keep an eye on your own wellbeing and set yourself up with support, as part of being there for your loved one.
Talking regularly to an empathetic friend can help, especially if they can personally relate to your circumstances Consider joining a support group, or reading books about the experience
Engaging with a professional counsellor, either through your EAP provider or through a Mental Health Care Plan developed by your GP, can help carve out a designated space in which you can focus on your own coping and wellbeing
Make Time to Say Goodbye:
Although painful in many ways, a terminal illness does offer you time to say things you still want the person to know, and to make amends when necessary. Dying people and their loved ones tend to exchange these words with each other: “I love you, I forgive you. Forgive me, Thank you, and Goodbye ”
UNDERSTANDING THEIR EMOTIONAL RESPONSE
Coming to Terms with Death:
Just like you, the person with the terminal illness is going through a process of grief and loss.
Although acceptance is the most desirable outcome of this processlearning to live as fully as possible while accepting the presence of a terminal illness - it may not necessarily happen
Denial:
Denial is an important coping mechanism
Your loved one might be in denial because reality is too frightening or overwhelming Denial is a form of natural protection that can allow your loved one to let reality in bit by bit
If denial isn't causing them significant harm (such as seeking out painful treatments of no therapeutic value), or stopping them from getting important affairs in order (such as care for an underaged child of a single parent), then denial isn't necessarily bad.
Emotional and Mental Distress:
Your loved one might understandably feel depressed, anxious, or scared after receiving the diagnosis that their illness is terminal
Some people have specific fears and concerns about their end of life They might be afraid of losing control of their bodily functions, mind, or autonomy
Others may fear becoming a burden They might worry about those left behind. Some people are afraid of being alone at the very end.
Spiritual Needs:
Spiritual needs that arise may include finding meaning in one's life, ending disagreements with others, or making peace with life circumstances
Many people find solace in their faith, but others may struggle with their faith or spiritual beliefs
OFFERING SUPPORT
Responding to Emotional, Mental and Spiritual Needs: Invite your loved one to talk about their fears At times, it can be easier for the person to talk with someone other than a close loved one, such as a counsellor If religion is important, clergy may also be of help You can encourage your loved one to talk to you about their life
Talking about memories can help affirm that your loved one's life matters and that they will be remembered Consider recording your conversations as a way of honouring their memory.
If there is emotional pain and suffering, it is important to treat this Inform the treating medical professional, and consider contacting a mental health specialist, preferably one familiar with end-of-life issues.
Practical Support:
Providing hands-on support with the practical reality of a terminal illness is one of the best ways to show your love and care One way you can do this is by preparing meals. Be sure to check which meals are suitable in terms of dietary needs and physical abilities (e.g., swallowing).
Sorting out paperwork is another big item – getting their affairs in order can give people peace of mind. Help gather important documents, discuss the person’s choices for future health care, and arrange legal advice if needed.
Helping out with odd jobs, to take pressure off the main carer can also be helpful – such as walking the dog, getting groceries, or doing laundry.
FINAL WORDS
Supporting a loved one with a terminal diagnosis is an emotional journey that requires patience, understanding, and compassion Remember, it's okay to seek support for yourself as well, whether through friends, support groups, or professional counselling through Acacia
“I am strong & I am resilient.”
Positive Affirmations
It
can be
easy
to
fall
into negative self-talk and harmful thought
patterns. Particularly in today’s fast-paced and stressful world, it’s not hard to get caught up in thoughts of self-doubt and criticism.
Fortunately, through the power of positive affirmations, we can reframe our mindset and create a more positive inner dialogue
Positive affirmations are short, simple, and uplifting statements or phrases that help challenge unwanted thoughts and boost self-confidence They have gained popularity in recent years as a self-help method to enhance self-esteem and personal growth
Positive affirmations can be about any of our attributes, skills, or traits – from the way we look, to the way we think and work, and even how we interact with others.
But how do positive affirmations work, and what benefits do they bring?
“I trust myself to make the right decisions."
Self-talk, or our inner voice, is the way that we talk to ourselves Negative self-talk focuses on the bad – it’s self-critical and self-doubting It’s also a self-fulfilling prophecy – the more we talk to ourselves negatively, the more we believe what we are saying to be true
Thankfully, the opposite is true By repeating positive statements (like positive affirmations), we can train our brains, reshape our mindset, and foster a more optimistic outlook.
Positive affirmations offer a range of benefits They can cultivate a sense of calm, reducing the impact of stress and anxiety. Regularly affirming our positive attributes can build self-confidence and self-worth, which in turn, can help us develop more constructive relationships with others.
Positive affirmations can also enhance our motivation, particularly in academics, sports, and work, boosting our overall performance.
Now that we know what positive affirmations are, let’s look at some creating them for you.
SIMPLIFY YOUR STATEMENTS
Short, simple affirmations are key Affirmations should be easy to remember and easy to repeat, so aim for ones that are a sentence or two at the most.
PERSONALISE YOUR AFFIRMATIONS
Your affirmations should be specific, personal, and unique to yourself, your skills, your beliefs, and your goals
Are you struggling with building relationships? Are you finding a new task at work particularly difficult? Think about what you want to change or a belief or thought that you might be struggling with Develop your affirmations around these.
“I am learning everyday. Setbacks are opportunities for growth.”
KEEP IT REALISTIC:
While positive affirmations are valuable tools for supporting mental health, they are not magic It's important to base your affirmations on achievable and realistic aspects of your life.
Reaffirming something that is unlikely or beyond your current capabilities might end up harming your self-esteem, instead of building it up For example, instead of saying “I will never make a mistake", you might affirm, "Mistakes make me human."
THINK IN THE PRESENT, NOT THE FUTURE:
Speak your affirmations in the present tense, as if they are already true (even if you haven’t fully achieved them yet) This encourages your brain to adopt what you’re saying more readily. For instance, instead of saying “I will be ready and capable”, consider changing it to “I am ready and capable”
CONSISTENCY IS KEY:
Regularly stating your positive affirmations is crucial in creating positive self-talk Set aside a specific time in your day to complete them – in the morning when you wake up or at night just before bed are some good options
COMBINE WITH OTHER STRATEGIES:
Consider combining your positive affirmations with other positive, self-help strategies. This might include goal-setting, visualisation, or mindfulness
Positive affirmations are a powerful tool for building a healthy mindset and improving our wellbeing. Whether you're looking to boost self-esteem, reduce stress, or achieve personal goals, positive affirmations are a valuable addition to your mental wellness toolkit.
“I am worthy of love and respect.”
Mental Health Mental Health
DATES & EVENTS DATES & EVENTS
SEPTEMBER
ALL SEPTEMBER Childhood Cancer Awareness Month
SEPTEMBER 2 - 6
Women's Health Week
SEPTEMBER 10
World Suicide Prevention Day
SEPTEMBER 12
R U OK? Day
SEPTEMBER 16 - 22
Dementia Action Week
SEPTEMBER 21
World Alzheimer's Day
OCTOBER
ALL October Mental Health Month
ALL October ADHD Awareness Month
ALL OCTOBER
Breast Cancer Awareness Month
ALL OCTOBER National Safe Work Month
OCTOBER 1 - 7
BPD Awareness Week
OCTOBER 2
International Day of NonViolence
OCTOBER 5 - 13
World Mental Health Week
OCTOBER 10
World Mental Health Day
OCTOBER 10
World Homeless Day
OCTOBER 15
Pregnancy and Infant Loss Remembrance Day
OCTOBER 13 - 19
National Carers Week
OCTOBER 15 - 23
National Nutrition Week
NOVEMBER
ALL NOVEMBER Movember
NOVEMBER 17 - 23
Perinatal Mental Health Week
NOVEMBER 13 - 19
Trans Awareness Week
NOVEMBER 17
International Survivors of Suicide Loss Day (Survivor Day)
NOVEMBER 20
Transgender Day of Rememberance
Managing Managing finances in your finances in your relationship relationship
Money can be a major source of stress in relationships In fact, it’s one of the most common reasons for conflict in a relationship However, managing your finances together can actually be a key factor in building your relationship’s overall health and happiness A great first step is understanding your partner’s Money Personality
Each and every person (including your partner) has a different approach to money – aptly called our Money
Personality They are influenced by our upbringing, our beliefs about money, and our financial goals
This means they can evolve, through life experiences and circumstances – for example, someone starting a family is likely to spend their money differently than they did when they were young and single Conversely, someone who has a house loan is going to look at spending their money a lot differently than when they didn’t have one
There are as many as 15 personality types, but the following eight provide a good starting point.
SPENDERS
Simply put, spenders enjoy spending money They often indulge in purchases, experiences, and luxuries They likely find happiness in material possessions and are comfortable with spending for instant gratification.
SAVERS
Savers are individuals who find security and satisfaction in – you guessed it –saving money. They are generally frugal, budget-conscious, and tend to prioritise saving for future goals over immediate spending.
INVESTORS
People who identify as Investors focus on long-term goals and wealth accumulation. They are likely knowledgeable about financial markets and seek opportunities to grow their wealth through investments, like real estate, stocks, or other assets
PLANNERS
Methodical individuals who are organised in managing finances often identify themselves as Planners. They create detailed budgets, set clear financial goals, and adhere to structured plans to achieve objectives. Planning and stability are their key priorities
Risk-Takers
Risk-takers are willing to take financial risks in the pursuit of potentially high rewards They may invest in high-risk, high-reward ventures, such as startups or speculative investments, hoping for substantial returns
Givers
People who find fulfilment in helping others can be classed as Givers They are often generous with their money, donating to charities, supporting causes they believe in, or financially assisting friends and family.
AVOIDERS
Avoiders tend to ignore or avoid dealing with financial matters They may feel overwhelmed, anxious, or disinterested in managing their finances, leading to procrastination when it comes to anything money-related
STRIVERS
Finally, strivers are seen as ambitious individuals who work hard to improve their financial situation They may constantly seek ways to increase their income, advance their careers, or invest in education and self-improvement to enhance their earning potential. They also tend to crave recognition for their financial successes.
Identifying Your Money Personalities
You and your partner likely fit into one (or multiple) of the Money Personalities listed But you might be asking: how does this help us?
Identifying your and your partner’s Money Personality can provide insights into each other’s spending habits, saving tendencies, and overall financial decisionmaking processes
For instance, a Planner might feel stressed if their Risk-Taker partner invests in a purchase without discussing it together A Giver might have no issues giving their family a quick loan while a Saver might not feel the same.
Having a different Money Personality from your partner doesn’t mean the end of the relationship. Like any part of a healthy relationship, it means we need to acknowledge our differences and work together to set goals and create a budget
Set Financial Goals
It’s time to set some common financial goals. Shared financial goals help provide direction and motivation, while creating unity in the relationship.
Your goals should include long-term goals (save up enough for a house deposit or pay off your loans) as well as short-term ones (book a trip to London together next June or replace your sofa by the end of the year).
Whatever your goals are, they should be decided together and support both of your individual Money Personalities and needs.
Create a Budget
Now that we know what we want, it’s time for the game plan: a budget A welldesigned budget is crucial for managing your day-to-day finances and reaching your financial goals
Your budget should accommodate both of your partner’s Money Personalities For example, if one of you is a Spender, ensure to set enough money aside for the occasional indulgence. If you’re a giver, look at putting aside enough money for quarterly donations.
Remember to review your budget regularly to ensure you are on track. Make necessary adjustments as your goals, circumstances, and Money Personalities change
Seek Professional Support
Balancing finances can be difficult and at times overwhelming. Seeking professional support together can be beneficial
Financial Coaches work with you to identify your Money Personalities, understand your financial challenges, and build towards your goals as a couple
Financial coaching may be a service included as a part of your EAP offering You can contact Acacia today to find out more about this service
MAKING FRIENDS WHILE WORKING REMOTE
Working remotely offers us many benefits – from increased flexibility and improved productivity, to reduced transport costs, and customisable work environments. It can also offer a better work/life balance for many.
Working from home remains a popular option, with 37% of Australians working from home regularly (ABS, 2023) Despite its popularity, remote work has many challenges In particular, it can lead to feelings of isolation and communication challenges. The lack of a sense of community compared to in-person environments can cause some workers to feel lonely and isolated
Remote workers face three types of virtual distance: physical, operational, and affinity Physical distance involves working with individuals across different time zones and locations Operational distance relates to technologies, policies, or procedures that hinder effective collaboration. The third type, affinity distance, is associated with the quality of connections among coworkers
A recent Productivity Commission report found that 42% of remote workers regularly experience loneliness and isolation, feelings that can significantly impact job performance and satisfaction. So how do we boost social connectedness and a sense of community when we work from home?
Making friends and building connections as an adult can already be challenging, but when we are potentially physically, operationally, and affinity distant from our colleagues, things can become even harder.
The six-stage model of friendship by William Rawlins outlines the development of friendship as follows:
1. Role-Limited Interaction: Interactions are typically based on social roles rather than personal connections.
2. Friendly Relations:
Conversations become more personal as individuals find more common interests
3. Moves Toward Friendship:
Increased self-disclosure and efforts to spend more time together mark a shift towards forming a friendship
4. Nascent Friendship:
The relationship starts to take on the qualities of a friendship with shared trust and a deeper connection
5. Stabilised Friendship:
Mutual trust and understanding solidify the friendship which becomes stable and predictable
6. Waning Friendship:
Various factors may lead to a decline in the relationship, causing it to weaken
We can use Rawlins’ principles to help us build remote friendships and connections Here are some ideas that you might like to give a go.
In the (Online) Workplace:
Take time to acknowledge and celebrate! Ensure your coworkers and staff feel heard, seen, and valued
“High Fives” is an idea that Simon Sinek uses to stay connected with his team when working in remote environments
Take five minutes at the beginning of a weekly call to draw attention to the people who have done something to create a positive work environment or been able to move a deliverable forward
Another option is to create a celebration thread Set up a chat in Teams, Slack, or whatever messaging platform you use where your people can share good news, work accomplishments or meaningful progress with their colleagues
Grow interests through ideas and interests! There are many messaging platforms alike to “Donut” where your team is randomly paired to have a short conversation It’s a good way for people to have a virtual coffee or just get together for a chat, particularly for those in teams that rarely interact
Alternatively, encourage your team to join a group meditation session at the same time and day for 15 minutes The “smilingmind” app has several different exercises and is completely free.
Set up interest chats where team members have an opportunity to share and exchange ideas about things that interest them. An example could be a book/article group chat where the team is able to discuss articles or books related to their work that they have recently read
In your Personal Life:
Move around! Being a remote worker doesn’t necessarily mean you have to work from home. Consider whether you can work from a local café, library, or park for a few hours a day You could even consider a co-working space. Not only do you get a change of scene but as you develop a routine, you will start to notice familiar faces and over time you can move from role-limited interactions towards stable friendships.
Another way is to check out local events. Look at what events are on in your area –craft markets, food festivals, music gigs and so on. All are fantastic places to meet others who live in your local area and have similar interests. Take a moment to say hi and ask a few questions – you never know.
Take some time out and dive into your hobbies. Whether they are things you have always wanted to do or hobbies you have enjoyed in the past, check out what groups are in your local area
Sharing common interests can bring about a sense of connection and it might just be a starting point of a friendship as well.
Lastly, get involved in industry events. Take advantage of networking opportunities in your area. Attending events like company and product launches, press conferences or even just general industry meet-ups is a great way to meet like-minded individuals
Final Words
Making friends as an adult can be challenging, which is often compounded when we work in a remote environment from colleagues If you are feeling isolated, or struggling with navigating friendships, reach out to Acacia's team today to connect with an experienced EAP Professional to support you.
Australian Bureau of Statistics, 2023, Working from home remains popular but less than in 2021 Simon Sinek, (2024), Simon Sinek. Rawlins, William, (1992), Friendship Matters: Communication, Dialectics, and the Life Course
