Employee wellness programs are designed to help you stay healthy and happy at work. Instead of just offering basic healthcare, these programs promote a healthy lifestyle. The goal is to provide employees with personalized resources, social support, and motivation to prioritize their well-being. By investing in these programs, companies can attract and retain top talent, boost job satisfaction, and improve overall productivity and morale.
What are employee wellness programs?
Happy employees, happy life. Employee wellness programs are often launched to improve employee happiness and productivity, based on the assumption that performance and mental and physical health go hand in hand.
The incentives go beyond extra vacation days, gift cards, and office parties. The entire idea is to offer personalized resources, social support, and the motivation needed to make well-being a top priority.
How do companies benefit from comprehensive wellness programs?
Corporate wellness programs—what’s the big fuss, one might wonder? There are several reasons to invest in health and wellness.
Attracting and retaining top talent
A high salary and an interesting job description are usually what attract employees initially. However, the truth is, it takes more than that to make them stay.
Today’s workforce is not as loyal as previous generations and tends to seek new opportunities. To retain and attract top talent, fostering a positive workplace culture where people feel supported and cared for is key.
This extends beyond their professional life, as employees also want their personal lives to be taken into consideration. If someone is going through a tough time at home, they will need support from their manager and senior colleagues as well.
According to a Harvard Business Review study, organizations with highly effective wellness programs manage to increase employee satisfaction.
Increased job satisfaction
You spend around eight hours at work, which is why job satisfaction is important. Wellness programs support employees in maintaining their physical and mental well-being. These programs can include everything from stress management to fitness activities.
Employees are provided with the right tools to create a sustainable lifestyle, both at work and outside of it.
Improved mental health
Employees who suffer from anxiety, fatigue, or depression may only be able to do just enough to get by. There’s also a risk that they may take a leave of absence and fall behind on their work. However, by addressing these issues and improving their mental health, employee productivity can increase.
An individual who feels more energized and content is able to excel and tap into their zone of genius consistently—not just for a few weeks, but over a longer period of time.
Reports show that even the smallest investment in treatment for depression and anxiety significantly increases work performance.
ROI for wellness programs - why does it matter?
Calculating wellness ROI allows you to determine if the money spent on wellness programs is generating positive results. It might be complicated, but it’s worth the effort as it helps you see the benefits more clearly.
Another option is VOI, where the "V" stands for "value" instead of return on investment. In this case, factors like job satisfaction and employee morale need to be taken into consideration. VOI is considered a qualitative metric rather than a quantitative one based on numbers alone.
It would be wise to track both ROI and VOI and adjust your strategies accordingly.
This type of research provides an opportunity to build a solid business case, gain the support of all stakeholders, and encourage future investments.
What enhances well-being in the workplace?
How do you know if employees are truly engaged or just going through the motions? By counting the smiles on a Monday morning? Think again! There are plenty of other indicators.
Career and personal growth
Job satisfaction depends on the ability to make a difference and feel motivated to do a great job. When there is no room for growth or career opportunities, people might end up feeling stuck in a job they don’t enjoy.
Job coaches and regular training sessions are helpful when aiming to increase well-being in the workplace. Repetitive and tedious tasks should be rotated within the team.
A friendly work environment
As human beings, we rely on positive social interactions, which make us feel included. When we connect with others, we feel that we’re part of something bigger than ourselves. Friendships are valuable, as are good relationships with your co-workers. If not friendships, then at least respect and professionalism are essential.
Provide opportunities for teammates to engage, connect, and collaborate in the workplace. Flexible working options improve work-life balance and create more opportunities to explore hobbies and friendships outside of work.
Financial stability
One of the most common challenges outside of work is financial struggles, which can significantly affect our mental well-being.
A wellness plan that offers financial guidance, such as budgeting, retirement planning, and debt management, can be very helpful. Discounted sessions with a financial planner or similar services are also a great idea. Earning and spending wisely go hand in hand.
Physical wellness through exercise
Physical movement is one of the most important wellness activities. By exercising regularly, you can decompress, improve your sleep cycle, and increase your resilience to workplace stress.
In a workplace wellness program, physical well-being can include group training, yoga, discounted gym memberships, and weight loss programs.
Why not encourage lunchtime workout sessions and breaks with physical movement and stretches?
A stress-free and calm environment
Other suggestions include offering healthier food in the cafeteria, with plenty of fresh vegetables and a vegetarian option. Opt for vending machines with healthy snacks and water instead of fizzy drinks. Always have a fruit basket on every floor, stocked with fresh apples and bananas for snacking.
Pets are said to lower blood pressure and release dopamine. If allergies aren’t a major concern, why not encourage people to bring their pets to the office, even if only for a certain day of the week?
We all deal with stress differently. Some individuals are more prone to stress and burnout, but group-level guidance can help alleviate the pressure.
Mental health support
One idea is to create focus groups that address stress management and brainstorm stress-reducing initiatives. Stressors can come from external environments as well as internal struggles such as comparison, negative self-worth, and procrastination. The sooner you identify these triggers and guide employees toward self-awareness and self-compassion, the better.
These focus groups can be tailored to meet the needs of different employees, or you could offer counseling services. Some may struggle with a midlife crisis, where menopause is a concern, while others may face challenges as new parents or as they approach retirement. Here, discretion and tactfulness are key. However, it is uncommon for employees to raise these concerns themselves.
Being part of a community
With the rise of remote work, people now have the opportunity to prioritize community over a perfect office location. They are no longer limited to living near a specific area to be able to work there. Workplace wellness programs can be designed to support and simplify the commute to the office by offering benefits and flexible schedules.
This allows people to thrive both at home, in a comfortable and calm environment, and in the office.
At Flowscape, we have developed powerful solutions for the flexible office, making desk booking easy for remote and hybrid workers. They can switch between different locations more easily and reserve a seat in advance.
Improved employee health: metrics to track
Since employee wellness programs can be costly, there are some metrics to keep an eye on to ensure you are on the right track.
Participation
An easily measurable aspect is the number of employees participating in the program and their level of involvement. Low participation rates may suggest insufficient communication about the program or highlight areas for improvement.
Here are some suggestions:
- Monitoring usage of wellness resources such as gym visits, health screenings, and counseling appointments
- Asking for feedback from non-participants and current participants
Employee satisfaction
How do you know if employees are responding well to the wellness program? The best way to measure this is by conducting anonymized surveys where employees can share their experiences related to the wellness program.
A Harvard Business Review Study of 1000 U.S store locations linked employee well-being to an increase in company revenue by combining employee data with financial data. Factors such as longer tenure, job rotations, personal development, and satisfying job roles are said to have contributed to these impressive results.
Another suggestion is to gather feedback from employees during exit and entry interviews, as well as feedback from managers, team leaders, and trusted employees.
Employee morale
Besides job productivity, employee morale is also an important part of the equation. It tells you how people actually feel about their work and how motivated they are, not just how meticulous and hard-working they might be.
There are several ways to track employee morale. Regular surveys are one example. Another indicator is the willingness to participate in company events and activities, as company culture doesn’t depend solely on desk occupancy but serves as a glue for the entire organization.
Don’t forget to track grievance reporting and turnover rates, along with the reception of performance reviews and 1:1 meetings.
Level of absence
A few sick days here and there throughout the year is nothing to be concerned about. However, if you start to notice a pattern with specific employees, it could indicate something more serious. It might have less to do with seasonal flu and more to do with potential mental health issues or burnout.
In general, employees who feel their wellness is being taken into consideration are less likely to call in sick and are more likely to be present and productive at work.
We also suggest tracking the number of medical claims and comparing this data with the cost of wellness programs.
Data from recruitment processes
Wellness initiatives are definitely a plus for potential hires, particularly Millennials and Gen Z, who place a strong emphasis on wellness and a great work-life balance.
During the interview process, you can collect data by listening to the responses of interviewees. Take note of any questions they ask about wellness activities. You can also analyze the number of applications received before and after promoting a wellness package in job ads.
Employee wellness programs: a summary
Wellness programs can be expensive, but most research suggests that the investment is usually worth it over time. With the growing awareness of the importance of a sustainable and healthy work life, more and more professionals are seeking workplaces that focus on well-being alongside professional development.
The question is—can you afford a high level of absenteeism and decreasing productivity? Probably not.
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