Clare Miller, EVP, Chief Human Resources Officer at Atlantic Union Bank.
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In a post-pandemic world, employee needs and expectations have dramatically shifted, and as leaders, we must respond accordingly. Around 62% of employers say mental health is already a priority for teams, and another 23% say they plan to incorporate future mental health initiatives. But there's still work to be done.
To shift corporate culture as HR leaders, we must change our thinking from enhancing benefits and programming to addressing employees' physical, mental, financial and emotional well-being. When this becomes a focus, leaders can cultivate a workplace where employee wellness is a lived value.
1. Care for the whole person.
A decade ago, the employee/employer relationship was one-dimensional and transactional at best. We were expected to delineate a hard line between our personal and professional lives. This relationship has fundamentally changed and evolved. Employers are more than just a paycheck source. So when embarking on a journey toward valuing overall employee well-being, you must begin by asking yourself, "How is my organization caring for the whole person? Are we supporting their physical, mental and emotional needs?"
Employee well-being has a ripple effect because employees who feel cared for will, in turn, enhance your business. They're more likely to be engaged and productive. So beyond being a kind act in itself, treating your employees as whole people is a strategic business move.
Doing things like incorporating or updating workplace policies that accommodate unexpected life situations lets your employees know you'll be there for them when they need it. Encouraging them to embrace the concept of wellness is another way to show holistic appreciation. Consider implementing a wellness incentive platform, for example, where members of an organization can share their physical activity efforts, support each other, engage in wellness challenges and absorb helpful content across all aspects of wellness.
Encouraging executive leadership to participate in holistic wellness initiatives is an important piece of the puzzle. Their support contributes to a cohesive work environment, models the way and demonstrates a commitment to protecting and supporting the well-being of employees.
2. Adapt to employees' needs.
In any organization, leaders are models of ideal behavior and culture. Therefore, they can’t just talk the talk; they have to walk the walk. This includes adapting to the ever-changing needs of the workforce. Workplace needs and employees themselves are dynamic, which means employers must ask important questions and actually listen to the answers. This approach takes the traditionally transactional employee/employer relationship and transforms it into a reciprocal one.
For example, because 12.7% of today's full-time employees work from home, at Atlantic Union Bank (AUB), we saw this as a sign to ask our employees what their preferred workplace structure was. Based on their answers, we shifted to a structured hybrid model where employees are in the office three days a week so they have the opportunity to engage and collaborate with their colleagues in person. We have since seen increases in productivity and positive shifts in recruiting by offering this flexibility.
3. Foster a sense of belonging.
Whether your team is fully remote, hybrid or always on site, it’s important to have a system of collaboration. And at the heart of collaboration is a sense of belonging. When employees feel like valued members of a team, they trust each other, engage in purposeful work and innovate. To ensure success, teams must be aligned with and informed of goals, organization of workflows and primary communication channels.
To facilitate more collaboration in the AUB office, for instance, we recently renovated our IT space to be more open concept with movable easels, whiteboards, comfortable furniture and desks for heads-down work. Being able to communicate with each other in real time has fostered innovation and a vibrant atmosphere, which are enticing reasons for our teams to want to come to work.
If your organization has teams that work in hybrid and remote environments, using digital connectivity tools is an effective way to encourage engagement. Hosting co-working sessions is another way to get some face time and work productively, as is hosting virtual team meetings in a steady cadence. This way, team members get to know each other and feel as though they are part of the group. It’s even more effective if leadership attends these meetings for mentorship purposes and to provide high-level insights.
4. Measure your success.
Deploying wellness initiatives is an important first step, but how do you measure success?
Engagement surveys are an easy way to discover how your efforts are being received. Consider asking employees to rate their satisfaction with your benefits program so you can find out whether your offerings contribute to their overall well-being. By valuing and incorporating feedback from employees, you can adapt your efforts as needed and ensure you're addressing the evolving needs of your workforce. For instance, you may learn that people want more in-person events, employee resource groups or flextime.
Surveys should be administered and analyzed annually, at the very least, but pulse surveys are useful for moment-in-time assessments of employee satisfaction. For example, after the rollout of a new benefits package, a pulse survey could be useful for gauging overall satisfaction. It’s equally as useful to engage in exit surveys. Why are employees leaving? Is it a circumstance you could have controlled? This data can inform future initiatives which, in turn, continue the well-being momentum.
Implementing Change
As we look to the future of employee wellness, you'll be most successful in creating a culture shift when you continually strive to address the employee’s whole self—their physical, mental, financial and emotional well-being. To retain employees, you must continue adapting to their needs and implementing programming that allows leaders to connect with employees and foster a sense of belonging.
Change is never easy, and it’s important to celebrate your successes along the way, big and small. Recognizing and applauding milestones boosts morale and reinforces the significance of your ongoing efforts to create a stronger, healthier environment. This leads to better productivity and engagement, which in turn results in a better bottom line.
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