This is a small but proud group of people who share the title of Full-time Corporate Wellness Director. I’ve only met a few of his colleagues in the 10 years I’ve been in this position. However, things are changing.so many organizations
In the midst of the COVID-19 pandemic, my employer made a permanent pivot to a fully remote organization. I was naturally nervous because I had been doing on-site fitness classes and face-to-face one-on-one instruction.
In today’s working environment, employee health needs to be more important than ever. Over the nearly four years, several learnings and best practices from this concentration have emerged within the organization.
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Employee connection touchpoints can and should be operationalized
Working in employee benefits management gives me and my team a comprehensive perspective on health. Some of what we’ve learned over the years comes from ongoing research into employee experience. From our front-line perspective, interacting with both our employees and the 18 million people who use our benefits platform, remote workers are one of the people who need wellness initiatives the most. This reflects our belief that we are. Research supports this idea, showing that remote and hybrid workers are less active than office workers, taking an average of just 16 steps from bed to desk.
Employee wellness programs are likewise one of the most visible and popular ways for employers to demonstrate empathy while fostering connections among employees, and CEOs believe this is important for retention. I am increasingly aware that this is the case. Almost half of CEOs (42%)
The best wellness programs include a wide range of approaches to physical, mental, emotional, and even financial well-being. Within our organization, these benefits are among the most popular benefits across all employee demographics. For example, weekly physical wellness programs are attended by an average of 35% of employees throughout the year.
As an example, one-on-one check-ins with employees who were struggling with the transition to working from home during the pandemic proved highly effective. Having dedicated resources at these touchpoints ensures that these touchpoints occur consistently, evolve as employee needs change, and ultimately become programmatic. it was done. These check-ins are now more strategic, taking the form of popular support and accountability groups that occur on a regular basis. Anyone in his organization can join him in a one-hour virtual meeting, during which he can set individual goals for that time. At the end of the hour, each person will share what they accomplished. Most people are surprised by the increase in their motivation and productivity levels.
In addition to increased productivity, session participants report an increased sense of belonging and community with remote colleagues. In fact, 87% of employees say they feel their health is a priority at work.
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Controlling costs and building community can be achieved at the same time
Managing healthcare costs is always a top priority for human resources teams. Decision makers must strike a delicate balance between employee well-being and the company’s budget. A well-designed wellness program accomplishes both at the same time.
Health insurance alone is not enough to improve the health of a single employee or family. With support, resources, and an inclusive culture of wellness, companies can move much closer to their goals of healthy and thriving employees.
Employee support and resource mobilization can take many forms, but no matter the activity you choose, having a dedicated wellness leader at the helm will make your efforts more effective, engaging, and impactful. You can.
Monthly “challenges” for individuals and teams are an example of a program that supports a culture of health. The team unites around goals such as losing weight, managing your condition, improving your understanding of health topics, and developing skills to cope with stress. Fitness classes are another highly effective way to improve your health while building community. Remote or hybrid organizations can also benefit from offering virtual classes that guide employees through structured workout routines.
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Measuring the real impact of employee health
A key measure of a full-time wellness director’s effectiveness is the leader’s influence on medical claims. Indeed, parsing the data is no easy task, as employees come and go and medical needs change over time. But moving in a positive direction will have a valuable impact, especially as workplace empathy research shows the growing importance of mental health. In 2023, more than half of our employees were surveyed nationally.
One thing is for sure: healthy habits build community. Employees who participate in wellness offerings become evangelists who spread encouragement and positive energy to others in the organization. They are healthier, happier, more active and productive, and have fewer sick days. They also feel a stronger connection to their workplace. In 2023, nearly 90% of employees said they felt their company supported their well-being.
Employee ROI: More than just a feel-good program
Investing in your employees’ health isn’t just about feeling better. Employee wellness programs provide tangible and intangible benefits that are worthy of dedicated resources that ensure consistency and continuous improvement. Strengthening connections, controlling healthcare costs, improving morale, strengthening company culture, and strengthening your organization’s brand are just a few.
There’s never been a better time for your organization to consider a strategic employee wellness program. A dedicated Wellness Director will serve as a strategic partner, designing and implementing effective programs as well as promoting a culture of well-being beyond the physical office space. Their expertise and commitment allows employees to thrive in a remote environment, organically creating a healthier, happier, and more productive workforce.
