Clarissa Windham-Bradstock is CEO/Chief People Officer of Any Lab Test Now, a leading national retail healthcare and lab testing franchise.
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We may be feeling the effects of the Covid-19 pandemic for years to come. In fact, it may have altered our future actions altogether. The pandemic was all about sickness, and the by-product is a sense of future wellness. Last year involved shutdowns, pivots and the challenges of working remotely. Now, 2021 is more about the era of self-care and shifting workers back into the workplace safely. During the transition, what can employers do to promote wellness in the workplace?
Wellness, according to Pfizer, “is the act of practicing healthy habits on a daily basis to attain better physical and mental health outcomes, so that instead of just surviving, you’re thriving.” Given what we endured in 2020, we cannot ignore mental health in this discussion. Research compiled by the behavioral app Ginger surveyed workers nationwide and found that 69% of them said the pandemic was the most stressful time of their entire professional career. Although life is beginning to return to pre-Covid normalcy, it might be very challenging to adjust back to working in the office. To ease that adjustment, HR pros may want to consider either establishing a wellness initiative or tweaking what is already in place.
Employee wellness isn’t just trendy verbiage. Employees’ responsibilities, stress and anxiety affect their well-being, and that affects your bottom line. Investing in employee well-being increases a healthy workplace culture. When an individual employee has an improvement in health, it increases their productivity, which improves company finances and provides a greater corporate reputation.
It’s such a hot topic that the Kaiser Family Foundation conducted its annual survey about employer-sponsored health benefits. The research included findings about health and wellness programs in the workplace. Several firms surveyed said they offer health risk assessments and biometric screenings, and many provided incentives like gift cards, HSA or FSA contributions and even cash to employees taking part in the tests.
But health assessments can be just the tip of the iceberg. Employers can make wellness as big or as small as they wish. Here are some steps you and your HR team could follow to identify, implement and execute a program for your staff, no matter the size of your company.
1. Get buy-in from the executive team. Make sure everyone is on board and understands the significance of a wellness program. This is a symbolic gesture for your staff and lets them know their health and wellness as individuals and part of the company matter. It tells them they are important, appreciated and worth the investment.
2. Make your staff a part of the process. Let your staff know that you understand, especially in the age of Covid-19, that when getting back to the workplace, health and safety are your utmost concerns. Allowing the staff to be comfortable back at work is vital to a productive workplace. Survey your staff and ask about their wants, needs and concerns. Use straightforward questions.
3. Form a wellness committee, which may include members of the executive team, staff and even medical personnel, especially those who practice preventative medicine.
4. Collect the data and outline the goals and the reality of what the company can financially provide. While not everyone can do as much as a massive corporation, perhaps you set short and long-term goals. After all, wellness is not a fad; it is a trend that will only be growing over time.
5. Present the plan to your company with transparent dialogue. Your employees spoke, and you listened. What will likely be top-of-mind are counseling options, work-life balance lifestyle changes and disease prevention.
6. Encourage employees to participate, perhaps through incentives. Employers cannot force compliance when it comes to health matters, and some employees may be apprehensive until they see others participating. Having 100% participation from the executive team will show good faith. Plus, inviting employees to jump into the program at any time will take the pressure off.
7. Measure the impact of your new or improved wellness program. Do you see improved positivity in company culture? Did it increase production and reduce absenteeism or turnover?
As you map out a strategy, remember that providing any type of wellness options can greatly motivate employees. It creates an environment that communicates that your team is valued. A recent Gallup poll stresses the need for employees’ good work to be recognized, not only in their jobs but for their wellness achievements as well. These are small steps that you can take as an employer that will go a long way in providing a positive workplace and healthy, productive employees.
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