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As is rightly said, the future of work is employee well-being. HR leaders give employees' well-being and mental health top priority as remote working causes a blurring of the lines between work and personal life. The development of organizational resilience depends on this emphasis on supporting employee well-being.
Employee well-being and mental health were ranked as a key priority by 68% of senior HR leaders (of whom 40% were CHROs), according to the Future Workplace 2021 HR Sentiment study. It's understandable that HR leaders would prioritize this, given that the corporate well-being industry in the United States is now projected to be worth $20.4 billion and is expected to reach $87.4 billion by 2026.
Employee well-being has evolved in recent years to include not just their physical health but also their emotional health, financial well-being, social well-being, professional life, community, and purpose in life. The requirement for more adaptability in terms of the manner, location and timing of work is at the centre of this evolution.
The first step in creating a workforce wellness program is learning about the health of the workforce and the organization's readiness to make changes in response to this knowledge. With this knowledge, the employer will be able to create programs and services that will benefit both the company and the employee.
Some suggested ways are:
Building a successful wellness program requires the support of management. As with any effort, getting management support is essential for gaining funds, winning over the company, and establishing the program's policies and procedures. By assisting in the connection between health promotion goals and business outcomes, management may further aid in establishing wellness as an integral part of the company.
An employer can establish an internal, employee-driven committee that aids in establishing and sustaining a wellness culture in the company after performing a needs assessment and getting management support. The wellness committee may be in charge of the following duties:
Employers can set goals and objectives for the program using the data from the workforce evaluation. An important objective for many firms is to raise employee wellness and, as a result, lower healthcare expenditures. Other objectives can be to decrease absenteeism, increase productivity, and improve employee retention. Every goal contains one or more targets to make sure that it will be completed.
Organizations should include the cost of incentives, promotion, and program design when establishing a wellness budget. Pedometers and other fitness monitors, meeting expenses, advertising materials, screening vendor or other provider costs, HR representative and committee member time, etc. are examples of typical budget items.
Wellness programs can be of the following types:
To alter bad behaviours, maintain healthy behaviours, boost participation rates, or assist participants in finishing a program, incentives or prizes are helpful tools.
"What factors should I consider while choosing the finest employee wellness program?"
Here is a list of my assessment standards:
A well-designed, comprehensive corporate wellness platform may provide you with all the necessary solutions in one location, whether you need to know the performance of each employee individually or the overall wellness programming progress.
Employers and their HR teams encountered a variety of difficulties in 2022, including burnout, the Great Resignation, and silent quitting. How can companies, as we approach 2023, better support their workers' health and well-being in order to boost output, lower absenteeism, and control the growing cost of benefits?
Adopting digital health technology can inspire a more proactive and preventative approach to healthcare as well as healthier communities and workers. By utilizing the possibilities of digital platforms, working-class Indians may obtain timely, efficient health services more readily, which promotes inclusiveness for various communities. This change is in line with how employees use goods and services in their personal lives.
The pandemic increased the demand for online healthcare systems. The scheduling of appointments changed to online, and we noticed a rise in demand for health-related applications that support particular face well-being. Emerging technological platforms gained popularity in response to the rising need for digital tools, whether it be for weight loss management or meditation.
Personalized digital experiences may now be delivered at scale by emerging technological solutions due to ongoing advancements in artificial intelligence and machine learning.
Every employee is distinct and is travelling a different path toward health and well-being. They encounter particular challenges and have diverse levels of competence, comfort, and expertise. The personalization that workers have grown to anticipate in their digital lives may be provided via machine learning, which is necessary to maintain behavioural change.
Machine learning, for instance, might suggest helpful information tailored to a person's well-being journey based on their hobbies and present health state. Machine learning models continue to improve as more data is supplied, taking into account each new stage of an employee's life to be current and useful.
Employers must assume a leadership position in ensuring the wellness of their workers in order to assist recruit and keep a joyful, healthy, and productive workforce. This can be crucial for the present and long-term financial stability of businesses as well as the health and happiness of individual employees.
Arundhati Upadhyay (Gold Medalist MBA) works at a startup in Bangalore. She is extremely passionate about innovation and creativity. She specializes in Talent Branding, Talent Attraction, Social Media Outreach Initiatives for Employer Branding, and Recruitment Marketing Outreach Initiatives. She is also an Art of Living Teacher and conducts Mind Management Programs for people across generations.
