What do you do if employee wellness and well-being become a top priority in your organization?

In my past experience, I was tasked with improving wellness program for an organization. One of the first steps was to partner with a solid, reliable and reputable third party professionals to build an attractive wellness platform. Next was to improve marketing and to build a network of wellness champions across the organization. With a solid and attractive wellness platform, improved marketing and support of wellness champions we were able to launch a very successful, robust wellness program, comprising of 4 wellness challenges throughout a year, health risk assessments and follow up consultations. Results - participation boosted over 100%, improved moral and employee engagement and significant personal health achievements.

If prioritizing employee wellness and well-being becomes central in our organization, we'd foster an environment where every team member feels supported and valued. From offering wellness programs to encouraging work-life balance, we'd strive to create a culture that promotes physical, mental, and emotional health. Regular check-ins, access to resources, and promoting open communication channels would ensure everyone feels heard and supported. Ultimately, investing in employee wellness not only enhances productivity and morale but also fosters a sense of belonging and loyalty within the organization.

Employee wellness & Well-being is very important especially post pandemic as health -mental & physical is unpredictable. Therefore, nowadays, organization have initiated various programs to keep their manpower safe & sound mentally+physically to contribute 100% to org. success. Any org. can initiate such things by following below steps: 1.Assess current wellness initiatives. 2.Implement comprehensive programs. 3.Encourage work-life balance. 4.Provide resources and support. 5.Foster a supportive culture. 6.Lead by example. 7.Regularly evaluate and adjust.

Implement comprehensive wellness programs addressing physical, mental, and emotional health needs. Foster a supportive work environment promoting work-life balance and stress management. Conduct regular surveys to gauge employee satisfaction and adjust wellness initiatives accordingly. Provide resources such as counseling services, fitness classes, and flexible work arrangements to prioritize employee well-being.

We need to encourage employees to set boundaries between work and personal life. We must ensure that we avoid sending work-related emails outside of business hours and discourage a culture of constant availability.

We need to introduce initiatives like fitness classes, mindfulness sessions, nutrition workshops, and mental health support programs. These can encourage employees to take care of their physical and mental health.

Many insurance companies have very underutilized value adds focused on wellness. Gather the Intel of what's offered and promote it properly. Nothing fosters engagement more than employee testimonials shared in a meaningful way.

Wellness programs have a reputation for being a bit of a feel-good, fluffy thing - making their impact difficult to measure. Clear before and after surveys can help, as well as tracking health claims for specific metrics. For financial wellness programs, the numbers are literally be easier to track than perceptions. Overall balances, reduced debt and less retirement leakage can all be tracked after a financial wellness program is launched. But also understand the impact these programs have on employee retention, by knowing the turnover rates of participants vs nonparticipants in these various wellness programs to help measure result metrics.

Be data driven to know what’s working. If you have single digit participation in one program, repurpose those dollars into something more impactful. This process should be under frequent review and ever refined. The workforce and its needs are ever changing, so talk with employees, conduct surveys, make sure their concerns are being heard and addressed in an ongoing system. Always keep in mind how interconnected benefits are that all contribute to employee wellness. Financial stress impacts mental health and how that manifests on health insurance claims. So keep a wide lens on how these programs support each other to make maximum impact for employees.