How can you improve employee well-being and mental health through engagement benefits?

When possible it’s best to meet our people where they are. Of course we have to first establish trust and teach them the necessary skills and tools and arm them with the right resources - then if at all possible start with some partial hybrid work to see if it’s a good fit. We can also make it clear if there is or is not any opportunity for remote or hybrid work in the offer letter. It’s all about the initial early expectation setting - on both sides!

Improving employee well-being and mental health through engagement benefits should be part of the the goals for HR, Manager and Leadership. This topic is seen and taken so casually , unless something drastic happens they dont realise the importance, its ok if its just a webinar, or forum or posters or stories but they need to start doing it. They should start creating an atmosphere where they can collaborate and help people with mental health issues come out of it.

Chakradance is an amazing engagement benefit. It promotes deep physical, emotional, and mental health and wellbeing, as well as enhancing creativity, communication, collaboration and teamwork.

Wellness programs can be hugely effective, but beware of launching a program and considering the 'mental health' box ticked. If you're serious about really supporting employee mental health and wellbeing, take a look at organizational culture, leadership behaviours and the systems that are in place which may be contributing to good or poor mental health... and ensure that the programs you're launching are baked into your broader business strategy, rather than existing as 'nice-to-have' perks run by the HR team.

It is imperative that wellness programs are adopted and promoted by top level management to remove stigma, promote engagement and to showcase the culture of health prioritization within the company.

If budget is a concern, recognition can still be achieved through simple, cost-effective means. One practice I've seen includes using an app to announce birthdays and work anniversaries in a company's Slack channel. This gesture, though small, can significantly contribute to making employees feel valued and acknowledged.

Microlearning is one effective method of delivering these opportunities. We utilize a tool called LEAD.bot's Watercooler in our organization. This tool delivers bite-sized pieces of content, making learning more manageable and less overwhelming for employees. It stimulates their curiosity, creativity, and passion, significantly contributing to their professional and personal growth.

Cohort-based learning and development programs where people learn as part of a group have the added benefit of fostering stronger relationships and connectivity between participants - something else which can be a powerful positive contributor to mental health and wellbeing.

New hire onboarding plays a significant role in initiating Employee Assistance Programs. During this critical period, introducing the newcomers to 'buddies' or pairing them with more experienced employees can provide an avenue for immediate support and guidance. This approach can greatly assist new employees in navigating work-related or personal problems. In addition to this, implementing activities like speed coffee matching can further foster a supportive culture. it allows employees to meet diverse individuals within the company, fostering friendships, mentoring opportunities, and robust internal networks. The result is an environment where employees feel they have ample support and resources to tackle any challenges that may arise.

In today's digital world, companies should consider leveraging tools like virtual coffee apps that facilitate one-on-one or small group interactions. For instance, there are Slack and Microsoft Teams integrations that sync with your calendar and automatically suggest suitable meeting times. These tools, which can efficiently coordinate meetings for groups as large as 1000, grouped into sets of five, provide an excellent platform for employees to connect, engage, and reduce feelings of isolation, especially in remote working setups.

I agree, enhancing employee well-being and mental health is pivotal for fostering a thriving workforce. Consider implementing new strategies. - Establishing designated "recharge zones" within the workplace where employees can unwind.... - Encouraging regular breaks can also promote physical and mental rejuvenation. - Another unique approach is to introduce flexible work schedules that allow employees to pursue their passions or hobbies outside of work, resulting in a healthier work-life integration. Furthermore, fostering a culture of open communication and empathy can provide invaluable support to employees. Just some ideas...

All of this is true. We know it from years and years of research and experience. However, what I’ve seen get lost often times is asking what employees really want, instead of putting a bunch of stuff in place assuming what they’ll want. What would make the biggest impact on their wellbeing? What is most important to them when it comes to perks, benefits, options, rewards? What does meaningful recognition look like? An employee value proposition has a key ingredient: inherent value. We have to spend more time figuring out what that is before we start throwing paint at the wall and hoping something sticks. That value will be different for every organization.