Employee well-being isn’t just part of a successful workforce, it’s the core!
Updated on December 10, 2018
We are nothing without out health.
Often, businesses think that well-being programs beyond health benefits and paid sick days are unnecessary, but a business without a healthy workforce can only sustain itself for so long. Well-being programs in the workplace are proven to improve behavior and productivity, reduce health care costs, increase employee retention and more. If you're not sure where to start with improving the well-being in your business, we broke it down into four simple categories so you can help your team stay on the track to wellness today!
Emotional well-being is probably the most overlooked part of the well-being puzzle in the professional world and understandably so as mental health is still a very taboo subject. At the end of the day, people are human and everyone feels overwhelmed, stressed out and even depressed at times. With work taking up the majority of your week, it's crucial it's a place you can relax at, or at least get resources for whatever you're dealing with.
Stress-management tools like meditation, yoga and flexibilty to take off simply for stress management are all components needed in the workplace. Consider having work-life balance coaching a few times a year, where employees have the option for one-on-one meetings with the coach. If you’re not sure what to offer, think about your employees. For example, if you’re running a company with many new parents, look into working-parent career coaching.
If you decide your team needs something more lighthearted, consider making your office pet friendly or planning company events to uplifting activities like a comedy shows.
Physical well-being is paramount to having a healthy and motivated workforce. When the body suffers, so does the mind. Some form of physical well-being program in younger companies is hardly seen as a perk nowadays. Whether it’s a personal trainer, on-site gym or partnerships with surrounding fitness clubs giving your employees a discount.
If you really want to step it up a notch, implement opportunities for physical fitness wherever possible. Many companies install bike racks at the office—sometimes even supplying bikes—and encourage cycling to work. Or, an even more unconventional idea, nap-friendly policies. If you offer snacks at the office, ensure they are made with minimal ingredients and are actually healthy, along with supplying information on healthy eating options in proximity of the workplace.
Whether it’s as simple as encouraging midday power walks or organizing an after-work sports team, don’t let your employees health fall to the wayside.
Workplace loneliness is a very real thing. Studies show that employees who report having a close friendship at work are seven times more likely to be engaged in their jobs and generate higher-quality work, as opposed to those with no close friendship at work—they’re chance of being engaged is 1 in 12.
Facilitate an atmosphere where socializing isn’t only acceptable, but encouraged, so hopefully no one feels truly alone in the workplace. While a large piece of this puzzle comes into play during hiring, usually with regular opportunities to connect with coworkers, bonds are formed.
Plan regular team outings—including those that can tackle physical well-being like sports teams—and have designated time for socializing in the office. Consider a weekly team lunch or even a Beer-Cart Friday ritual everyone looks forward to.
Like emotional well-being, financial well-being is also frequently neglected in-office. In the United States, 72% of people are stressed out about finances and another 22% report feeling extremely stressed about money. With numbers that high, there’s no way financial stress isn’t impacting your employees.
Of course a major way to show you care about employee financial well-being is offering 401k matching or other retirement options. Whether that’s the case in your business or not, make resources available for topics like saving, paying off debt, managing money and retirement. Have a financial planner come at least annually for company-wide presentations and optional one-on-ones.
Now that you're ready to create or revamp wellness programs in your company, start by sending out a company-wide eNPS survey to gauge current feelings about your workplace and product and find out what wellness initiatives your employees would like to see.
After well-being programs have been in place for 3-6 months, take another eNPS survey to see the effect and learn whether or not additional changes are needed. Just don't be so quick to judge results of employee engagement with a new program—sometimes just employees knowing they have resources at their disposal (especially for emotional and financial well-being) makes all the difference!
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