2020 Campaign .cat.com 1 Caterpillar: Confidential Green October - - PowerPoint PPT Presentation

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Caterpillar: Confidential Green

2020 Campaign

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October 10, 2020

Why now?

September 10, 2020

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• 1. Mental health during the time of Covid-19
• 2. RUOK? employee orientation
• 3. EAP and resources for support

Agenda

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Mental Health (during Covid-19)

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We all have mental health. Like physical health, mental health is on a continuum. Sometimes it is better than at

• ther times.

Emotional and mental well-being is not just the absence of an illness- it is a state of well-being where we can tolerate stress, rebound from challenges, and contribute productively at work, home and in our communities.

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All of us will encounter life’s challenges. But mental health conditions are:

• Common
• High impact
• Treatable
• Severely under treated

Nearly 1 in 4 adults will experience a mental illness,

1 in 2 have risk factors but most never get the available care.

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Why don’t we get help?

• Lack of understanding of mental health as a common, chronic health conditions
• Lack of recognition we have a problem- inadequate screening and identification
• Misunderstanding about and lack of access to treatment options
• Stigma, fear, discomfort
• Sense of burdensomeness and a lack of belongingness. . . ! Suicide Risk !
• We just don’t know where to turn for help.

The R U OK? campaign helps address many of these barriers and ensures we get support at the earliest signs of a problem.

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Potential impact of Covid-19 on Emotional Distress

• 80% report moderate to severe distress1
• Since 2018:
• All adults +348%2
• Age 18-29 +648%2
• Younger people and those with job insecurity are

more highly impacted

• Older people seem less affected
• Seems to be decreasing in recent months

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• 1. Source: McKinsey
• 2. Source: John’s Hopkins study cited in JAMA

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We are all experiencing the pandemic differently

Working Interchangeably Working Remotely Working On-Site Only

I am concerned about the exposure to infection on my way to my workplace. The lines between my work and home life are nonexistent. I don’t think things are going to feel the same when going back to my workplace. Being at my workplace seems like it will be more cumbersome than just working from home. I am anxious about my ability to stay healthy and the health of my loved ones. I am not used to working remotely and I find it hard to feel fully present at work.

Source: Gartner, 2020. Augmenting Mental and Emotional Well-Being 9

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Changes that are compounding stresses

Work Space:

• May no longer be separate from home

space

• May be makeshift, rather than dedicated
• May put essential workers at risk of

additional exposure

Personal Space:

• May have children, family, others at home

affecting work

• May have multiple obligations (e.g.,

provide care, home school)

• May put family members at exposure risk if

essential worker

Human Connection Space:

• May have limited in-person interactions

with co-workers or others

• May experience “Teams burnout” or “Zoom

fatigue” through constant online interaction

• May have concerns or limitations related to

technology

Source: Gartner, 2020. Augmenting Mental and Emotional Well-Being 10

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Emotional Response

Action / External Passive / Internal “I can’t believe this is happening” “If I ignore it, it will pass.”

“Shock,” immobilization Denial

“This won’t affect me.”

Anger, Frustration

“This is hard.” “I’m tired of it!”

Bargaining, Resistance

“Maybe there’s a work-around.”

Depression, Burnout

“”I can’t take this anymore.” “I need it to be over.”

Consideration, Experimentation

“Maybe I’ll give it a try.” “Perhaps there is a way this can work for me.”

Acceptance

“I can champion this!” “I’ve learned from this.”

Emotions of Change

(They aren’t linear and may vary for each person)

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RUOK?

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RUOK? is a simplified approach to Mental Health First Aid, which is the initial help offered to a person developing a mental health or substance use problem,

• r experiencing a mental health crisis.

Just like medical first aid, support is given until appropriate treatment and is received or until the crisis resolves.

Gives us some simple, memorable guidelines that all of us can use to intervene early and help those around us.

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1. Changes in their physical appearance? 2. Changes in mood? 3. Changes in behavior? 4. Changes in how thoughts are expressed?

How do I know if someone needs support?

Over the past two weeks have you noticed:

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What are they What are doing What’s going on in their

Do they seem:

• Confused or irrational
• Distracted or preoccupied
• Moody, sad or down
• Anxious or unable to switch off
• Worries about the future
• Concerned they’re a burden
• Lonely or lacking self-esteem
• Concerned they’re trapped with no

way out

Are they:

• Experiencing mood swings
• Socially withdrawn
• Changing their online behavior
• Losing interest
• Unable to concentrate
• Less interested in their appearance

and personal hygiene

• Behaving recklessly or impulsively
• Changing their sleep or eating

patterns

Are they experiencing:

• Significant or unwanted change
• Relationship issues
• Major health issues
• Work pressure or constant stress
• Financial difficulty
• Loss of someone or something

they care about

How do I know if someone needs support?

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Source: Gartner, 2020. Augmenting Mental and Emotional Well-Being

Remote work reduces visibility to early warnings

Lower productivity Poor time keeping Absenteeism Increased abuses: substance, physical abuse, domestic violence Declining motivation Low morale Increased employee complaints Increased ill-health, accidents and incidents

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Subtle signs in remote employees

Identifying those struggling can be difficult during remote work.

– Significant changes in interactions in meetings – Change in tone of emails and phone conversations – Less communicative – Reluctant to use camera. – Offline more. Slower to reply to emails. Late logging on for meetings. – Decreased work quality or quantity – Missed meetings, calls or deadlines – More reports of being ill, Dr’s appointments or needing to be offline due to sickness or

• ther undefined reasons.

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If you have noticed a pattern of these indicators, that person might need some extra support. Here is your opportunity start a conversation.

NOTE: Peer support and RUOK? are not intended to replace the supervision and performance management of supervisors, HR or LR. Be supportive, but always seek the guidance of your supervisor or HR if you are concerned about another employee.

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Sometimes the best source of help is sitting right next to us.

• 1. Ask, “RUOK?”
• 2. Listen
• 3. Encourage

Action

• 4. Check in

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Getting Ready to Ask

Be Ready

• Are you in the right frame of mind?
• Are you prepared to genuinely listen?
• Can you give as much time as needed?
• Are you prepared for the worst?

Be Prepared

• Remember that you won’t have all the answers (which is OK)
• Listening is one of the most important things you can do
• If someone is talking about personal struggles this can be difficult and they might get

emotional, embarrassed or upset. (That’s also OK)

Pick your moment

• Have you chosen somewhere relatively private and informal?
• What time will be good for them to chat?
• If they can’t talk when you approach them, ask them for a better time.

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Caterpillar’s Employee Assistance Program (EAP)

A voluntary, confidential, FREE benefit helping employees and families resolve a variety of personal issues before they impact your well-being, health or productivity. The EAP is a great place to start if you feel …not OK.

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If you run into resistance, don’t push. Just let them know that you will be ready to talk when they are ready. You can say something like, “That’s fine. I don’t want to pressure you. I’ve just noticed you don’t seem like your normal self. And I’m concerned about you.”

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Employee Assistance Program (EAP)

Personal support for a variety of challenges, before they impact your lives at work or at home. Regular full and part time Caterpillar employees and their eligible family members.* What is EAP? Who is eligible? What is provided? What is the cost? Is it private? For leaders

• Clinical assessment, counseling, referrals
• Information, consultation and referrals
• Organizational support

There is no cost to use the EAP

• Yes. No one at Caterpillar will ever know

you have used the EAP. Most employees self-refer to EAP. But leaders can play an essential role in helping employees get support by making EAP referrals.

* Local eligible of family members will vary. Check with your HR representative.

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Online Onsite

EAP counselors are available

• nsite in many locations.

Learn more at EAP.cat.com.

CaterpillarEAP.com

Local contact numbers. 47 languages. Or through our benefits portal

EAP.cat.com

Global access numbers can be found at CaterpillarEAP.com

LifeWorks App*

For iOS, Android and Blackberry * Uses CWS single sign on.

By Phone

• N. America and general

information +1.866.228.0565 +1.309.820.3604

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Accessing EAP

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More information is available at

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Questions?

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