Cyndy Trivella, Managing Partner, TalentCulture.
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The workplace can have a significant impact on people's overall wellness. Many employers often focus on supporting employees' physical health through initiatives and benefits like gym memberships, smoking cessation classes or education about healthy eating. But it's also essential to consider financial and mental health. Let's explore why you need to care about employee wellness across these three areas.
How Financial Health Affects Employees
Financial stress can have a significant impact on people. According to a study by PwC, 59% of employees report that finances are their most significant source of stress. At work, financial worries can lead to decreased productivity, increased absenteeism and lack of focus. But it can even impact people's physical health by creating issues like high blood pressure, heart problems and headaches.
Employers can help alleviate financial stress in a few ways. One option is offering financial wellness programs that include educational resources on budgeting and saving, retirement planning and debt management. Thoughtful companies might also offer classes where a finance professional provides tips and ideas for better money management.
Additionally, retirement plans or student loan repayment assistance, as well as more modern benefits like financial assistance for fertility treatments and adoptions, are highly sought benefits. When it comes to costly out-of-pocket expenses in particular, offering these can help alleviate financial stress and improve retention rates.
How Physical Health Affects Employees
Physical well-being is essential for overall health in life, and it correlates with people's productivity in the workplace. When employees prioritize their physical health, they're more likely to have higher energy levels, better focus and improved moods. This can then increase job satisfaction and instill a positive view of the work environment.
Employers can encourage physical well-being by providing opportunities for exercise during the work day, such as standing desks, yoga lunch hours or walking meetings. Promoting healthy food options and regular breaks can also encourage a healthier workplace culture. Depending on the industry, such as manufacturing and supply chain/logistics, companies may offer programs that cover injury prevention to help employees reduce accidents and bodily trauma that ultimately will keep them off the job.
Research has shown that prioritizing employee wellness leads to companies having lower healthcare costs, reduced absenteeism and increased retention rates. Therefore, investing in physical well-being will benefit employees and bring significant advantages to the company as a whole. It's essential, though, that any options or assistance are presented as educational so employees don't feel shame should they opt out. What matters is helping employees feel supported when pursuing physical health goals, leading to a happier and more productive workforce.
How Mental Health Affects Employees
Mental well-being has become an increasingly important topic for employers because it can substantially affect an employee's engagement and productivity, as well as their overall wellness. Employees who are mentally healthy are more capable of focusing on their work and performing at their best. This can result in higher-quality work, increased efficiency and higher job satisfaction—all of which contribute to better outcomes for the organization. Additionally, when employees feel supported in their mental health, they are more likely to be engaged and committed to their work.
Ongoing mental health concerns can increase absenteeism as employees take time to deal with symptoms or seek treatment. By creating an environment that supports mental well-being in the workplace, employers can help mitigate these issues if they arise. Additionally, when employees feel supported in their mental health, they are less likely to leave their job due to stress or burnout.
Companies that provide access to mental health resources such as counseling services or mindfulness training are better equipped to attract talent. Employee assistance programs (EAPs) can be a great way to offer confidential counseling services to employees and their families. EAPs may also have resources for stress management, mindfulness and other mental health concerns.
4 Strategies For Your Employee Wellness Program
Building or enhancing a wellness program that addresses various aspects of employee well-being requires careful planning and implementation. Here are some strategies to consider.
1. Assess employee needs: Before getting started on any new programs or offerings, it's vitally important to first ask employees what benefits are important to them. Not all benefits are universally wanted, so understanding what benefits people covet will help you select which ones should be on your list. Conduct surveys, hold focus groups or interview employees individually to find out their specific wellness needs and interests.
2. Set clear goals and monitor them: Your wellness program needs clear and measurable goals. Identify the specific outcomes you want to achieve, then determine the metrics you'll track to assess the effectiveness of your program. Collect employee feedback, track participation rates and measure outcomes against your defined goals so you can make adjustments as needed.
3. Provide education and awareness: You can offer learning opportunities, such as workshops, seminars or webinars, on topics that impact wellness. These could include stress management, nutrition, sleep practices and work-life integration. In particular, train managers to recognize signs of distress so they can better create an environment where employees feel comfortable seeking help. Regular communication on these topics is also key.
4. Create a positive, balanced environment: Encourage a supportive, inclusive workplace culture through policies that value employee well-being. For example, consider offering flexible working arrangements, such as remote work or flexible hours. Encourage breaks throughout the day, the use of vacation time and the avoidance of excessive overtime. Finally, create opportunities to build social connections and foster a sense of community. Organize team-building activities, social events or volunteer opportunities.
Investing in employees' overall health can help create a culture of openness and support that fosters engagement. Every organization is unique, so your approach to these strategies may need specific adjustments. When making new policies, or updating them, ensure they suit your company's culture, budget and employee preferences. When you make employee well-being a culture habit, you can better ensure maximum engagement and results.
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