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APA Recognizes Companies that Foster "Psychologically Healthy" Workplaces
An innovative awards program sponsored by the APA Practice Directorate rewards companies that take creative and effective approaches to investing in and safeguarding the health and well-being of their employees. The 2004 Psychologically Healthy Workplace Award: Best Practices Honors recognizes ten employers whose innovative programs and policies help to create psychologically healthy workplaces.
The recipients of the 2004 Best Practices Honors were selected based on their outstanding efforts to foster employee involvement, work-life balance, employee growth and development, health and safety, or employee recognition. The following winners will be announced this week at the Institute for Health and Productivity Management conference in Phoenix, Arizona.
- Bank One Corporation of Columbus, OH was recognized for its "Recognize and Refer" program that encourages employee health and safety. The program addresses the serious employee health, workplace safety and fiscal implications of domestic abuse.
- Donald A. Deems, III, DDS, PA of Little Rock, AR was recognized for his "Lunch-n-Learn" program that encourages employee growth and development. The program involves bi-weekly meetings where staff members discuss a broad range of personal and professional development topics.
- Liberty Precision Industries of Rochester, NY was recognized for its "Liberty Culture Change Process" that encourages employee growth and development. This ongoing program is designed to help employees excel at their current jobs and develop skills that will make them more marketable in the future.
- Otsuka's Furniture & Appliances of Kauai, HI was recognized for its comprehensive employee recognition program of ongoing rewards and reinforcement. The program started as an effort to rebuild employee morale following a deadly hurricane, when the owner offered home-cooked meals to employees, and has expanded to include monetary performance bonuses, increased pay packages, and 401k and profit-sharing programs.
- Public Works Department of the City of Albany, Oregon was recognized for its new approach to customer service that encourages employee involvement. The plan established customer service training for employees and increased their autonomy and flexibility in decision-making situations.
- Silverado Senior Living-Aspen Park of Salt Lake City, UT was recognized for its flexible, family-friendly initiatives that encourage work-life balance. Family members of residents and staff are encouraged participate in the facility's activities; almost a quarter of the employees take their children to work; and flexible hours allow employees to take time off for family needs.
- South Carolina Bank and Trust of Orangeburg, SC was recognized for its "Employee Expectations Survey" that encourages employee involvement. The survey solicits employee feedback on workplace policies and practices and addresses topics that improve the work environment and facilitate change.
- Steelscape of Kalama, WA was recognized for its self-directed work teams and team-centered hiring process that encourage employee involvement. Job candidates are interviewed by members of the work group who, in consultation with human resources staff, make the ultimate hiring decision.
- Sysco Food Services of New Mexico of Albuquerque, NM was recognized for its "Coaching Skills for Managers" training that encourages employee growth and development. The program features interactive classes that teach managers the skills necessary to build a strong team.
- VanCity Savings Credit Union of Vancouver, BC was recognized for its "Robbery Intervention Program" that encourages health and safety in the workplace. The program helps employees cope in the event of a robbery and encourages activities designed to help employees affected by crime reconnect to the group as a whole.
Russ Newman, PhD, JD, APA's executive director for professional practice, congratulated the award recipients. "In this era of skyrocketing healthcare costs, corporate scandals, and increasing workplace pressures, many organizations are struggling to stem the forces that are whittling away at their employees' morale, productivity and health," he said. "Developing programs ranging from professional and personal growth seminars to home-cooked meals, these Best Practices Honorees are setting an example by creating strong, vibrant organizational cultures that contribute to both employee health and well-being and the company's bottom line."
The 2004 Best Practices Honorees demonstrate that ordinary steps can be taken to create psychologically healthy workplaces. Whether helping employees develop the broad-based skills necessary for career success at Liberty Precision Industries, listening to employee opinions at South Carolina Bank and Trust, or involving workers in customer service activities at the City of Albany, OR Public Works Department, in nearly every case, the winning companies reported that the return on investment, from things such as reduced turnover and increased productivity, far outweighed the costs.
Studies show that among other benefits, psychologically healthy workplace practices can increase job retention and satisfaction as well as reduce stress. The American Institute of Stress estimates that workplace stress costs U.S. industry $300 billon per year in absenteeism, turnover, diminished productivity, and direct medical, legal, and insurance fees. According to a 2004 poll by the American Psychological Association, two-thirds of men and women say work has a significant impact on their stress level, and as a result one in four has called in sick or taken a "mental health day."
The honorees were selected from a pool of more than 180 state-level Psychologically Healthy Workplace Award winners. Nominees for the award were submitted for consideration by the psychological association representing the state or province in which each company is located. Following a competitive evaluation and judging process, the top-ten best practices were selected for national recognition.
Since 1999, Psychologically Healthy Workplace Awards have been presented to organizations at the state level for their commitment to programs and policies that enhance the health and well-being of their employees. The awards program highlights a variety of workplaces, large and small, profit and non-profit, from diverse geographical settings. Over the past five years, participation has grown to a total of 37 U.S. states and Canadian provinces.
For more information about the Psychologically Healthy Workplace Awards, Best Practices Honors, and APA's publication highlighting the 2004 honorees visit www.apapractice.org/apo/psychologically_healthy.html.
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