An Economist Calls For Homeowner Celebration Over High Inflation

Justin Wolfers, a professor of economics at the University of Michigan, recently posted something on Twitter that stirred the collective pot:

“Lemme ask one of those tone deaf economist questions that annoy almost everyone. Today, many families learned that the amount they owe on their mortgage has declined—in real terms—by 9.1% over the past year. Why do we hear so little about this? Why don’t we see folks celebrating?”

Some other economists agreed with him, at least in terms of how people think of economics. Many non-economists quickly came in to explain their thought processes—that the points, while technically correct, were out of context and touch.

Essentially, the critics made two points as accurately as Wolfers and company related the technicalities. People are set upon from all quarters, not just housing. And the U.S. is becoming a country, not of poverty, but entrenched poorness. That is, in the sense of “small in worth” or “less than adequate” by the Merriam-Webster definition.

It is true that as inflation increases, the monetary value of a loan with terms that established lower interest rates decreases in favor of the borrower, at least while inflation is running hot. If the total remaining on the mortgage, including interest and principal, is $X, then over the last year it’s now 9.1% less expensive because the value of the dollars is falling. The mortgage likely has no inflation escalation rider.

Now, that mortgage only remains 9.1% less expensive if there is no deflation. You do get a savings even if inflation drops to a lower rate, because the value of what a dollar can buy continues to drop. As it does pretty much every year anyway. This is one of the advantages of owning a home. The amount you own drops because there is some degree of inflation in virtually every year, as, unless you have an adjustable-rate mortgage (a bad idea in the long run that might make sense in specific circumstances in the immediate future), you’ll locked in at the level of cheaper dollars.

There’s nothing new with that and it’s how a lot of people build wealth over time. Then they, in theory, pass that property down to their children, who now have greater wealth that, in theory, can get passed down in turn, and so on. The growth of wealth becomes a multi-generational process. The longer you’re around, the greater an advantage you have.

There are two other ways you build value as a homeowner. One is, on the whole, there will be some appreciation in value over time. That comes without additional payments. The other is one of those “you get a benefit because you’re not doing something else that would cost more” kind of financial planning arguments. If you don’t own, you’re a renter and the amount you pay climbs each year. If you do own, then there’s an annual additional amount you don’t have to pay, which is a savings.

That doesn’t mean that homeowners don’t pay more every year because there’s more to owning a house than the payment. Taxes, utilities, maintenance and repair, upgrades, and so on see regularly rising costs. Still, this remains a case that things could be much worse, and you are ahead in some significant ways.

So, why aren’t people dancing in the street? The first reason the critics note is that housing, while a significant cost, isn’t the only place where people are hit. For many years, important areas of living have endured significantly higher increases than income in real terms after inflation. Healthcare, childcare, education, energy (both electric and heating and cooling), all drive up everyday expenses. They leave pay increases in the dusty plains of personal financial ledgers. Personal savings rates are dropping; credit card debt has again reached new heights.

One reason you don’t see conga lines in the street is because people are anxious about the economy and their position in it. Consumer sentiment is up a touch from June, as the newest University of Michigan polling shows, but that’s still down massively from a year earlier. If a patient is in bed with a serious illness and a doctor tells them that they don’t have an additional one, they might be glad to hear it and yet not be in a position to leap to their feet.

The second criticism is even stronger, in a social sense. If housing ownership is at about 65% in the country, should people clap for joy as they see a third of the country having to struggle much harder? When many who are not in a position to own homes are their children or nieces and nephews or kids of friends or younger people they work with? You can be thankful that you weren’t part of a massive traffic accident and yet reluctant to outwardly rejoice so as not to rub others’ noses in the dirt.

My credits include Fortune, the Wall Street Journal, the New York Times Magazine, Zenger News, NBC News, CBS Moneywatch, Technology Review, The Fiscal Times, and…

Source: An Economist Calls For Homeowner Celebration Over High Inflation

Related contents:

Sen. Michael Bennet is ready for a difficult election year amid inflation, housing crunch Colorado Public Radio

14:32
02:15
23:36 Thu, 14 Jul

Record share of US consumers blame inflation for eroding living standards Anadolu Agency

Inflation rises to 18.60 per cent in June – NBS International Centre for Investigative Reporting

More Remote Working Apps:

https://dealcheck.io    Dealcheck Real Estate Evaluator

https://quintexcapital.com/?ref=arminham     Quintex Capital

https://www.genesis-mining.com/a/2535466   Genesis Mining

 http://www.bevtraders.com/?ref=arminham   BevTraders

https://www.litefinance.com/?uid=929237543  LiteTrading

https://jvz8.com/c/202927/369164  prime stocks

  https://jvz3.com/c/202927/361015  content gorilla

  https://jvz8.com/c/202927/366443  stock rush  

 https://jvz1.com/c/202927/373449  forrk   

https://jvz3.com/c/202927/194909  keysearch  

 https://jvz4.com/c/202927/296191  gluten free   

https://jvz1.com/c/202927/286851  diet fitness diabetes  

https://jvz8.com/c/202927/213027  writing job  

 https://jvz6.com/c/202927/108695  postradamus

https://jvz1.com/c/202927/372094  stoodaio

 https://jvz4.com/c/202927/358049  profile mate  

 https://jvz6.com/c/202927/279944  senuke  

 https://jvz8.com/c/202927/54245   asin   

https://jvz8.com/c/202927/370227  appimize

 https://jvz8.com/c/202927/376524  super backdrop

 https://jvz6.com/c/202927/302715  audiencetoolkit

 https://jvz1.com/c/202927/375487  4brandcommercial

https://jvz2.com/c/202927/375358  talkingfaces

 https://jvz6.com/c/202927/375706  socifeed

 https://jvz2.com/c/202927/184902  gaming jobs

 https://jvz6.com/c/202927/88118   backlinkindexer

 https://jvz1.com/c/202927/376361  powrsuite  

https://jvz3.com/c/202927/370472  tubeserp  

https://jvz4.com/c/202927/343405  PR Rage  

https://jvz6.com/c/202927/371547  design beast  

https://jvz3.com/c/202927/376879  commission smasher

 https://jvz2.com/c/202927/376925  MT4Code System

https://jvz6.com/c/202927/375959  viral dash

https://jvz1.com/c/202927/376527  coursova

 https://jvz4.com/c/202927/144349  fanpage

https://jvz1.com/c/202927/376877  forex expert  

https://jvz6.com/c/202927/374258  appointomatic

https://jvz2.com/c/202927/377003  woocommerce

https://jvz6.com/c/202927/377005  domainname

 https://jvz8.com/c/202927/376842  maxslides

https://jvz8.com/c/202927/376381  ada leadz

https://jvz2.com/c/202927/333637  eyeslick

https://jvz1.com/c/202927/376986  creaitecontentcreator

https://jvz4.com/c/202927/376095  vidcentric

https://jvz1.com/c/202927/374965  studioninja

https://jvz6.com/c/202927/374934  marketingblocks

https://jvz3.com/c/202927/372682  clipsreel  

https://jvz2.com/c/202927/372916  VideoEnginePro

https://jvz1.com/c/202927/144577  BarclaysForexExpert

https://jvz8.com/c/202927/370806  Clientfinda

https://jvz3.com/c/202927/375550  Talkingfaces

https://jvz1.com/c/202927/370769  IMSyndicator

https://jvz6.com/c/202927/283867  SqribbleEbook

https://jvz8.com/c/202927/376524  superbackdrop

https://jvz8.com/c/202927/376849  VirtualReel

https://jvz2.com/c/202927/369837  MarketPresso

https://jvz1.com/c/202927/342854  voiceBuddy

https://jvz6.com/c/202927/377211  tubeTargeter

https://jvz6.com/c/202927/377557  InstantWebsiteBundle

https://jvz6.com/c/202927/368736  soronity

https://jvz2.com/c/202927/337292  DFY Suite 3.0 Agency+ information

https://jvz8.com/c/202927/291061  VideoRobot Enterprise

https://jvz8.com/c/202927/327447  Klippyo Kreators

https://jvz8.com/c/202927/324615  ChatterPal Commercial

https://jvz8.com/c/202927/299907  WP GDPR Fix Elite Unltd Sites

https://jvz8.com/c/202927/328172  EngagerMate

https://jvz3.com/c/202927/342585  VidSnatcher Commercial

https://jvz3.com/c/202927/292919  myMailIt

https://jvz3.com/c/202927/320972  Storymate Luxury Edition

https://jvz2.com/c/202927/320466  iTraffic X – Platinum Edition

https://jvz2.com/c/202927/330783  Content Gorilla One-time

https://jvz2.com/c/202927/301402  Push Button Traffic 3.0 – Brand New

https://jvz2.com/c/202927/321987  SociCake Commercial

https://jvz2.com/c/202927/289944  The Internet Marketing

 https://jvz2.com/c/202927/297271  Designa Suite License

https://jvz2.com/c/202927/310335  XFUNNELS FE Commercial 

https://jvz2.com/c/202927/291955  ShopABot

https://jvz2.com/c/202927/312692  Inboxr

https://jvz2.com/c/202927/343635  MediaCloudPro 2.0 – Agency

 https://jvz2.com/c/202927/353558  MyTrafficJacker 2.0 Pro+

https://jvz2.com/c/202927/365061  AIWA Commercial

https://jvz2.com/c/202927/357201  Toon Video Maker Premium

https://jvz2.com/c/202927/351754  Steven Alvey’s Signature Series

https://jvz2.com/c/202927/344541  Fade To Black

https://jvz2.com/c/202927/290487  Adsense Machine

https://jvz2.com/c/202927/315596  Diddly Pay’s DLCM DFY Club

https://jvz2.com/c/202927/355249  CourseReel Professional

https://jvz2.com/c/202927/309649  SociJam System

https://jvz2.com/c/202927/263380  360Apps Certification

 https://jvz2.com/c/202927/359468  LocalAgencyBox

https://jvz2.com/c/202927/377557  Instant Website Bundle

https://jvz2.com/c/202927/377194  GMB Magic Content

https://jvz2.com/c/202927/376962  PlayerNeos VR

https://jvz8.com/c/202927/381812/  BrandElevate Bundle information

https://jvz4.com/c/202927/381807/ BrandElevate Ultimate

https://jvz2.com/c/202927/381556/ WowBackgraounds Plus

https://jvz4.com/c/202927/381689/  Your3DPal Ultimate

https://jvz2.com/c/202927/380877/  BigAudio Club Fast Pass

https://jvz3.com/c/202927/379998/ Podcast Masterclass

https://jvz3.com/c/202927/366537/  VideoGameSuite Exclusive

https://jvz8.com/c/202927/381148/ AffiliateMatic

https://jvzoo.com/c/202927/381179  YTSuite Advanced

https://jvz1.com/c/202927/381749/  Xinemax 2.0 Commercial

https://jvzoo.com/c/202927/382455  Living An Intentional Life

https://jvzoo.com/c/202927/381812  BrandElevate Bundle

https://jvzoo.com/c/202927/381935 Ezy MultiStores

https://jvz2.com/c/202927/381194/  DFY Suite 4.0 Agency

https://jvzoo.com/c/202927/381761  ReVideo

https://jvz4.com/c/202927/381976/  AppOwls Bundle

https://jvz8.com/c/202927/381950/  TrafficForU

https://jvz3.com/c/202927/381615/  WOW Backgrounds 2.0

https://jvz4.com/c/202927/381560   ALL-in-One HD Stock Bundle

https://jvz6.com/c/202927/382326/   Viddeyo Bundle

https://jvz8.com/c/202927/381617/  The Forex Joustar

https://jvz3.com/c/202927/384044/   ADA Web Accessibility Compliance 

https://jvz3.com/c/202927/383942/  10 Bold Actions In Positive Life & Work

https://jvz3.com/c/202927/383700/   Adtivate Agency

https://jvz1.com/c/202927/384099/   My Passive Income Blueprints

https://jvz3.com/c/202927/329145/  Content Tool Kit

https://jvz6.com/c/202927/382663/    ReviewReel

https://jvz3.com/c/202927/383940/    QR Verse Bundle

https://jvz4.com/c/202927/379307/    VIADZ Ad Template

https://jvz2.com/c/202927/383051/    EngageYard Ad Creator

https://jvz4.com/c/202927/381011/   Videevolve

https://jvz4.com/c/202927/383751/  Local Leader Bundle

 

 

5 Workplace Behaviors That Impact Employee Mental Health

Even companies with the best intentions can sometimes take a wrong turn when trying to do right by their employees. Damaging habits and behaviors can inadvertently get absorbed into company culture; and when this happens, it can send the wrong signal about a company’s priorities and values. One of the biggest challenges lies in finding the sweet spot between business needs and employee welfare and happiness. Naturally, you want a high-performing team; but not at the expense of employee well-being and mental health.

Here, we take a closer look at some common workplace conventions—and the ways that they might be inadvertently undermining your mental health objectives.

    1. Having a “hustle” culture

It’s great to be productive, but over-emphasizing hard work and profitability can be a slippery slope to toxic productivity. It can lead to individuals attaching their feelings of self-worth to the amount of work they’re doing, and feeling like performance metrics are more important than their mental well-being.

Similarly, celebrating employees who stay late—or even lightly teasing those who start late and leave (or log-off) early (or on time)—can subtly contribute to a culture of overwork and performative busy-ness. Left unchecked, this can result in resentment and burnout among other employees who feel compelled to prove their own commitment to work .

A small fix:

Instead of celebrating regular overtime, try opening up communication about ways to include breaks and downtime throughout the day. You can support this with anecdotes about the healthy mental habits of people in the team (assuming they are open to sharing). For example: “Hey guys, Dave’s found a clever way to schedule regular breaks into his day around meetings!”

Also be sure to address long hours and overwork if you see a rising trend in the company, as it could be an indicator of unachievable work expectations.

2. Sending work emails or messages after hours

It happens to us all: maybe you only received a response on something late in the day, or you had an out-of-hours brainwave.

Sending the occasional evening or weekend message is fine, but doing it regularly implies that after-hours work is expected—which could pressure people into feeling they have to respond immediately.

The same goes for emails sent at the end of a working day with next-day deadlines (or, for example, Monday morning deadlines for work given out on Friday). These practices put a hefty burden on the recipient, which adds to stress and can contribute to burnout.

Now, it gets a bit harder to draw a line when you take into account the increasingly globalized world of work, which necessitates out-of-hours communications due to different time zones. But even in these cases, it helps to be explicit about expectations when sending messages, especially when you know the recipient is either about to log off or has signed off for the day.

A small fix:

If you need to send emails after hours or on weekends, be sure to add a note about how the email can be read or dealt with on the next working day. This takes pressure off the recipient and assures them that they won’t be penalized for not responding on the spot.

If you have a global team, it also helps to establish clear working hours for different countries, and to be clear about the fact that nobody is expected to read or respond to emails out of hours.

Also, no matter where in the world you or your recipient are, be sure to schedule enough time for them to deal with the task during their office hours! And remember—they may have other pre-existing work on their plate that might need to take precedence.

3. Only engaging in “shop-talk”

It’s easy to find things to talk about around the water cooler in the office. But take those organic run-ins out of the equation, and what you’re left with is often work chat and little else.

Working from home has made it harder to bond with colleagues. The natural tendency is to get work done and to only chat about the process, rarely (if ever) about other things.

This removes a big social aspect from work, which can take a significant mental toll on employees and affect their enjoyment of work. This is especially apparent for employees who don’t already have solid work friend groups, either because they’re new or because their friends have since left the company.

A small fix:

There’s so much more to people than just who they are at work. To get some non-work conversations going, design interactions that aren’t work related.

You could set up a monthly ‘coffee roulette’ to group random employees up for a chat. This can help to break the ice a bit and link up individuals who might not otherwise speak during work hours. Or you could arrange sharing sessions where people are encouraged to talk about their challenges and triumphs from life outside the workplace.

Another alternative is to set up interest groups in the company, to help like-minded employees find each other and bond over a shared interest in certain hobbies or things.

4. Only having group chats and check-ins

Big group check-ins and catch-up meetings are important. But group settings can pressure people to put a good spin on things, or cause them to feel like they’re being irrational or weak for struggling when everyone else seems to be doing well. 

This could result in problems being missed and getting out of hand, which in turn can take a big toll on mental health and well-being.

A small fix:

Some people may not be willing to speak candidly to a large group, so be sure to set aside time for employees to speak one-to-one to a manager who can  address any problems that may arise. It’s also important to make sure everyone understands that they won’t be penalized or looked down on for speaking up about any issues they may be having.

5. Not talking about mental wellness

Perhaps the biggest way your company might be undermining mental health is simply by… not talking about it.

Some managers may not feel equipped to have these conversations, or may not be sure about the etiquette or convention around holding these conversations. But by not broaching these topics at all, employees may feel like they can’t speak out about things they’re struggling with.

The result is a rose-tinted veneer that may be hiding deeper problems under the surface. And studies show there likely are problems. According to the CDC, 1 in 5 employed adults in the U.S. experienced a mental health issue back in the previous year, with 71% of adults reporting at least one symptom of stress. That number has likely shot up now.

A small fix:

Be candid about mental health and encourage people to share their burdens and struggles—especially leaders. You can help by actively promoting good habits like mindfulness and meditation, proper work-life balance, and reaching out for help when necessary.

By being more honest about struggles and mental wellness challenges, managers can reduce the stigma and create a more open culture where people feel able to admit they’re struggling.

As a company, it’s important to be careful about the ripple effects that even small actions—or, in some cases, inaction—may have on employees. The simple fact is that the signals you send may be reinforcing unhealthy habits.

That’s why it’s so important to be aware of deeper currents that run in your organization and to proactively address any harmful behaviors.

By staying aware and making a few small tweaks and behavioral changes, you can hit the reset button when necessary and encourage good habits that protect employee mental wellness.

For more tips on how to build a more inclusive workplace culture that supports your employees’ mental well-being and happiness, check out:

By: https://www.calm.com/

.

TEDx Talks

Is Mental Health important​ in the workplace? Tom explores all things related to workplace mental health, including mental health in school workplaces, in this insightful video. Tom helps employers figure out mental health at work. He reviews workplaces, trains managers and writes plans. Since 2012 he has interviewed more than 130 people, surveyed thousands and worked across the UK with corporations, civil service, charities, the public sector, schools and small business. Tom has worked with national mental health charities Mind and Time to Change and consults widely across the UK. He lives in Norfolk and is mildly obsessed with cricket and camping.

More Contents:

Reddit Raised $250M, EA Acquires Glu Mobile, and More SF Tech News http://www.builtinsf.com – Today[…] QUOTE OF THE WEEK “If there is one thing we’ve learned from the past year, it’s that prioritizing employee mental health is critical for all companies — no matter the size […]1

Leading Remotely: The First 90-Day Guide http://www.thelasallenetwork.com – February 16[…]  Employee mental health is closely related to productivity and engagement, meaning the decline in mental health ca […]2

Recognizing Employee Depression at Work: COVID-19 and Beyond beniplus.ca – February 16[…] (Contact Information) – Canadian Centre for Mental Health and Sport (CCMHS) How Can I Approach an Employee? – Mental Health Works, a social enterprise of the Canadian Mental Health Association Employee Mental Health Issues (Guide for People Leaders) – Workplace Strategies by Canada Life Related Post Health Car […]1

Rehumanizing the Workplace in 2021 With an Employee-First Culture | Toolbox Hr http://www.toolbox.com – February 16[…] Given all that has happened since then, employee mental health is a major concern that employee-centric organizations must address […]1

A Look at Mental Health and Wellbeing in Construction http://www.amaresearch.co.uk – February 16[…]   Wind forward just a handful of years and employee mental health and wellbeing is beginning to get the attention it clearly deserves, with organisations starting to […]1

SilverCloud Health Study: Employees Want More Mental Health Support and Resources from their Employer | Business Wire http://www.businesswire.com – February 16[…] WIRE)–SilverCloud Health, a leading digital mental health platform, today released its 2021 Employee Mental Health and Well-being Report, an up-to-date wide-ranging study examining the role of employers i […] The data highlights a chronic, ongoing issue of employee mental health challenges being unmet, leading to absenteeism and lost productivity, which have been exacerbate […]N/A

COVID-19 Vaccine | HRExecutive.com hrexecutive.com – February 16[…] 1-5 From a serious decline in employee mental health to why employers need to make a COVID-19 vaccine strategy now, here are some of the week’s to […]N/A

The Impact of COVID-19 on Mental Health | Lyra Health | Resource get.lyrahealth.com – February 16[…] pandemic has dramatically changed the way we work, and it’s clear that the changes are impacting employee mental health, well-being, and productivity […]N/A

Understanding Employee Mental Health in Unprecedented Times | Lyra Health | Resource get.lyrahealth.com – February 16From the ongoing coronavirus pandemic to the racial justice movement sweeping across America, the uncertainty and upheaval of the past several months has challenged American workers in unparalleled ways.

8 Human Resource Tech Trends That Will Influence Your Business in 2021 http://www.monterail.com – February 16[…] gamification and wearables will continue to grow, but there is a notable shift of focus towards employee mental health […]N/A

5 Qualities of Great HR Leaders in 2021 blog.clearcompany.com – February 16[…] HR leaders placed a larger emphasis on employee mental health and well-being, and many workers shifted toward a purpose-driven approach to work […]1

5 Workplace Behaviors That Impact Employee Mental Health (and How To Fix Them) http://www.calm.com – February 16Explore the inadvertent ways company culture may be undermining your mental health objectives.22

Timothy P. on LinkedIn: #mentalflexibility #employeementalhealth #workplacewellbeing http://www.linkedin.com – February 16[…] How are you empowering interpersonal confidence? Have you linked this to employee mental health, workplace wellbeing and building high-performance cultures? #mentalflexibilit […]0

eQuoo – The Game Changer for Mental Health by Richard Cronin http://www.linkedin.com – February 16[…] What can you do for Employee Mental Health? EAP programmes are often used as a tick box exercise; With just 2-5% utilising these services, w […]0

Managing productivity, team dynamics, and employee mental health during a crisis http://www.ceridian.com – February 16Supporting workforce mental health has long been on the radar of many business leaders. But now, during the COVID-19 crisis, it’s a top priority for organizations across the world. In fact, mental health support is needed more than ever for all employees – from executives to remote employees – and…2

Impairment – National Safety Council nsc.org – February 15[…] MENTAL HEALTH AND SOCIAL FACTORS Prioritize Mental Health See how you can promote employee mental health and wellbeing […]N/A

Robin Sacks on LinkedIn: 5 Workplace Behaviors That Impact Employee Mental Health (and How http://www.linkedin.com – February 15As a company, it’s important to be careful about the ripple effects that even small actions—or, in some cases, inaction—may have on employees. The simple…

%d bloggers like this: