Charting a New Path Forward in Addressing Employee Well-being in Health Care.

Health care worker well-being is critical to delivering optimal care to our patients. With greater understanding of these issues, evidence-informed models of employee well-being have been developed to guide efforts to improve well-being in the workplace. To ensure that organizational approaches resonate with staff needs, these models can be improved for local application by engaging employees in a co-creation process in which they actively participate in developing and refining the institutional framework for employee well-being.

Rapid Expansion of the Healing Emotional Lives of Peers Program During COVID-19: A Second Victim Peer Support Program for Healthcare Professionals.

Objectives: In 2018, the Healing Emotional Lives of Peers (HELP) Program was implemented at Mayo Clinic Rochester to guide healthcare professionals (HCPs) after a second victim experience, such as adverse patient events or medical errors. The HELP program was expanded to all HCPs in response to the anticipated stressors of the COVID-19 pandemic. This article aims to describe the rapid expansion of the peer support program and evaluate the effectiveness of peer support provided to affected colleagues (ACs).

Wellness Coaching: An Intervention to Increase Healthy Behavior in Breast Cancer Survivors.

Background: Regular physical activity after breast cancer diagnosis improves survival rates and quality of life (QOL). However, breast cancer survivors rarely meet guidelines for recommended levels of physical activity. Wellness coaching interventions (WCIs) have improved exercise and health behaviors in other patient populations.

Well-Being Champion Impact on Employee Engagement, Staff Satisfaction, and Employee Well-Being.

Objective: To evaluate the potential impact of a workplace well-being champion on employee and organizational measures of well-being.

Patients And Methods: Baseline well-being measures were collected in October 2-20, 2017 and analyzed from January 1, 2018 through June 30, 2018 by incorporating a focused question set (addressing meaning in work, work-life integration, and physical, social, financial, emotional, and general well-being) into the biennial Mayo Clinic All-Staff Survey.

Results: The survey was distributed to 64,059 employees, with a response rate of 73%.

The Supervisor's Perceived Role in Employee Well-Being: Results From Mayo Clinic.

Purpose: Novel approaches are needed to enhance employee well-being and perhaps supervisors can be an effective agent for worksite health promotion. The aim of this study was to examine the supervisor's perceived needs, barriers, and role for influencing employee well-being for incorporation into program development.

Design: Semistructured, qualitative interviews of supervisors.

Development and Impact of a Worksite Wellness Champions Program.

Objectives: Wellness champions have potential to be a high-reach, low-cost intervention for improving employee health, but research is needed to support this premise. Therefore, this project assessed the impact of a worksite wellness champions program at a large integrated healthcare organization.

Methods: A total of 2315 employees responded (56% response rate) to a survey.