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3 Solutions for Your Aching Head

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3 Solutions for Your Aching Head

Chronic headaches and migraines shouldn’t be taken lightly. Not only are they painful, but they can impair your senses and leave you feeling awful for hours or days on end. When your head is pounding, it can be hard to concentrate on work and difficult to keep up with regular tasks. Not to mention, staring at digital devices and screens won’t help mitigate your symptoms.

Headaches are exactly what they sound like: pain in the head. This pain can radiate to other parts of the body such as the neck and face. Headaches can be triggered by not drinking enough water or going through a stressful situation. Migraines, on the other hand, are extreme and more intense in nature.

If you’re a sufferer of frequent headaches or migraines, then keep reading. These three solutions will help whenever your head starts to ache. Moreover, they can help make your life more enjoyable and lead to less time in a dark room on a couch. 

1. Find a Reliable Treatment Method

How many times has someone asked if you’ve taken a couple of Advil? If you’re experiencing a severe migraine, over-the-counter treatments may not be the solution for your aching head. While these medications can be beneficial for some minor aches and pains, they aren’t the right answer for everyone. If you consistently suffer from chronic headaches and migraines, it’s important to find a reliable migraine treatment.

Don’t think you need to find medication by yourself, though. You may need to speak with a migraine expert, either in-person or virtually from the comfort of your home. These professionals or doctors can prescribe a treatment that is more likely to work for your recurring head pain. Moreover, you can meet with them after taking the medication for a few weeks to discuss your treatment plan.

Successful treatment methods can be different from everyone. Fortunately, there are plenty of options available. Gepants are a newer class of drugs taken specifically for migraine pain. Triptans are prescriptions that lessen migraine pain by restricting blood vessels. If your migraine is causing other symptoms such as depression or nausea, you may need to take those medications as well.

2. Prioritize Certain Supplements

You may use supplements to keep you healthy when you’re well, but they can also be beneficial for migraine prevention and management. If you are interested in more herbal or natural approaches, supplements may be your answer. You can easily add them to your wellness routine. But before you start taking any new supplements or vitamins, talk to your primary care doctor. They can ensure these supplements won’t interfere with any of your other medications.

Certain types of supplements can be used in the prevention of migraines. Melatonin, which is often known as the “sleepy” supplement, can be used in preventing migraine attacks. Magnesium is another supplement that can help prevent migraines, particularly pre-menstrual-related migraines. This vitamin helps reduce inflammation, which can often cause head pain. Magnesium is also known to boost energy levels as well as support muscle and nerve function.

Other types of supplements can be used in the treatment of migraines. Vitamin D, or the “sunshine vitamin,” has recently risen to the top of must-have supplements. Many people are vitamin D deficient, no matter how much sunshine they get each day. Additionally, vitamin D may also help prevent migraines from happening in the first place. Coenzyme Q10 (CoQ10) has antioxidant properties, defending against oxidative stress that is often associated with head pain.  

3. Eliminate Alcohol and Caffeine

This may be the hardest tip to swallow, but it can have a significant impact. Alcohol and caffeine are two known migraine triggers. These substances can dehydrate you, which is another reason why frequent use of them may cause head pain. To curb your headaches, try to eliminate or reduce your alcohol and caffeine intake.

Alcohol is a depressant and a known migraine headache and trigger. There is a reason for a hangover headache, after all! That said, those who frequently suffer from head pain may want to reduce or even eliminate their alcohol consumption. There are various delicious beverages that don’t contain alcohol, so get creative with juices and seltzers to replace your happy hour favorites. There are also some tasty non-alcoholic beers and wines on the market you can try as a substitute.   

Recent research shows that individuals prone to migraines may have more headaches after enjoying a cup of coffee. While your morning beverage is not the cause for your head pain, it can trigger or prompt a migraine. If you can’t fathom waking up without coffee, never fear. There are delicious decaf varieties available today. Additionally, chicory or mushroom coffee or even a matcha tea or golden milk latte may be a nice alternative to your beloved coffee.

Takeaways

When it comes to head pain, everyone is different. Some are able to power through the pain, while others need to be left alone undisturbed for hours on end. No matter what, finding a reliable treatment, trying different supplements, and eliminating or reducing certain substances can be helpful. You don’t need to suffer from head pain for so long. Prioritize your well-being by seeking out the right management methodology for you.

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Great Resignation: How to beat Great Resignation with Employee Experience

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Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.


 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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