What are the emerging trends and innovations in employee wellness certification and how can HR stay updated?

HR centers of Excellence (COE) can also expand their HR departments adding persons who are already certified in holistic health related areas. Many of the holistic health practitioners are trained in individual and group coaching, training and personal development and behavior modification related functions such as performance management. It would be a shame to not add these persons to the HR family.

The rise of the holistic wellness trend in employee wellness certification highlights the growing importance of supporting employees' physical, mental, and emotional well-being. HR professionals can stay updated by attending industry conferences, following thought leaders in the field, and investing in ongoing training and development. By staying abreast of the latest trends and best practices, HR can create comprehensive wellness programs that support the whole person and contribute to a positive work culture.

This is definitely a top emerging trend that HR must look at. Employee wellness, especially mental wellness should definitely be prioritised by organisations & HR must lead this by creating an environment of holistic wellness in the organisation. While most companies do take care of the employee wellness in terms of diet, health screenings, check ups, camps, fitness apps & other facilities, and to an extent even helps employees in being financially well by conducting seminars, guest lectures by financial institutions & conduct educational seminars, the focus is now shifting towards providing emotional support & the psychological safety net, where the employee feel safe & comfortable to express themselves.

In many cases it's better to offer an outsourced wellness program as part of your Compensation and Benefits package. This way whatever services the employee accesses is private (addiction, mental health, diet and lifestyle, financial literacy). Many employees don't feel comfortable with their employer knowing their private issues, health or financial challenges.

HR professionals can stay updated on this trend by keeping up with industry news, attending relevant conferences and workshops, and connecting with other professionals in the field. They can conduct research to learn about the latest technologies and data-driven approaches to employee wellness, and assess how they can be applied to their organization's unique needs and goals. By staying informed and proactive, HR can ensure their employee wellness programs remain effective and relevant in today's technology-driven workplace.

If you choose to use wearables or other products that collect employee health data as part of your wellness program, you will need to review local laws as some countries and U.S. states have specific laws about employee health data.

HR professionals now understand employee wellness is not a nice to have, but a must have in the workplace. Staying educated provides leaders the ability to develop a culture where wellness is a priority. A suggestion to welcome cultural diversity is to develop a committee made up of diverse employees from different departments, positions, backgrounds, generations and lifestyles. This will create an opportunity for diverse thoughts and ideas. When you normalize and welcome new ideas and perspectives, you enrich the employee culture and learn new ways to improve overall wellness. Remember, employee wellness includes, mental, physical, and financial wellness!

The contents of any Employee Wellness Certification program needs to be holistic and dynamic in its approach. Wellness at workplace is becoming an essential benefit.The popular 'Cafeteria style' must be applied for the beneficiaries to select what suits them instead of getting them enrolled in all initiatives that the employers provide. Financial wellness is undoubtedly an important component which in many cases is the cause of decline in physical, emotional and mental health of employees.

Launching wellness programs without leadership support, sponsorship and participation can in some cases be counterproductive and cause more harm than good as employees recognize the disconnect between what they are learning about and the reality of what they experience day-to-day.

Leaderships role is key in making employee wellness a priority for the organization. It’s not just about setting it and forgetting it, to check off the wellness box. It’s about leadership being engaged, leading by example and being vulnerable about their wellness journey. When leaders are vulnerable and share their wellness challenges, they are able to share how they have continued to be successful, despite those challenges. This allows others to be inspired and encourages them to make wellness a priority.

If the company leadership is not "leading by example" and prioritizing wellness and work-life balance it will be a hard sell to the rest of your workforce.

Forever learning is such an important mindset. We don’t know everything and the world is always evolving. It’s important for our development and mental health to continue to learn, grow and be curious.

Emerging trends in employee wellness certification include a focus on mental health, personalized wellness programs, and digital solutions such as wellness apps and wearables. HR can stay updated by attending industry conferences and webinars, subscribing to newsletters and publications, and participating in professional development programs. HR can also network with peers in the industry, seek feedback from employees, and collaborate with wellness vendors to implement the latest innovations. Finally, staying up-to-date on regulatory changes and compliance requirements is crucial for ensuring that wellness programs meet legal standards.

I've noticed that many wellness programs focus on solutions that are highly reactive, supporting employees at the point of distress rather than taking a more preventative approach by addressing root causes (lack of purpose, lack of connection, poor work design). Reactive solutions are necessary, but increasingly, I think higher performing organizations will need to start thinking about 'wellness' as integral to the way they proactively shape their organizational culture and process, not just as programs or 'certificates'.