Nurturing Employee Well-Being in the Hybrid Workplace

Although the workplace landscape has undergone a significant transformation in recent years, Wellness Workdays has been working with companies in a virtual and hybrid environment for nearly 20 years. From its inception, Wellness Workdays was faced with clients who had sales forces that were remote and/or employees dispersed across the country, and as a result, our programs had to be available in a variety of delivery models.

With the advent of many more remote and hybrid work models, organizations are now grappling with the challenge of ensuring employee well-being across a dispersed workforce, but this is a key differentiator for our approach. In this blog post, we'll explore the key principles and strategies Wellness Workdays has used for managing well-being programs for organizations with hybrid employees, empowering your team to thrive both professionally and personally.

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It all starts with asking a simple question, Why Wellness?

Understand why your organization is undertaking a well-being initiative, the unique needs and challenges of your employees, and set specific, measurable, achievable, relevant, and time-bound (SMART) goals. Are you aiming to reduce stress and burnout, enhance work-life balance, or foster a culture of mental and physical wellness? Identifying your primary objectives will guide your program's design and implementation. Keep in mind that the location, scheduling, and make up of your workforce should be factors you consider when developing your solution.

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Understand the Hybrid Workforce

Understanding the needs and preferences of your employees will help guide your well-being program. Because hybrid employees work both in the office and remotely, their needs and challenges may differ on a daily basis, depending on the day. For example, some employees may struggle with social isolation, poor ergonomics, and blurred boundaries when working from home, while others may grapple more with an extended commute, childcare concerns, and/or office politics. Some may struggle with both scenarios! Tailoring your program to address these unique aspects is crucial.? Wellness Workdays has developed expertise to make sure all of these sensitivities are identified and managed.

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Foster Inclusivity

Inclusivity is a cornerstone of any effective well-being program and has gained more attention as the benefits of a diverse workforce have been demonstrated. Ensure that all employees, whether they work in the office, remotely, or a combination of both, have access to the same resources and support. This may include virtual wellness sessions, digital mental health tools, or flexible scheduling options. Fostering a sense of belonging among all team members can significantly impact overall well-being. ?Wellness Workdays has developed programming to tailor to dispersed populations by offering in-person and virtual opportunities to participate in lunch and learns, individual and group health coaching sessions, webinars, challenges, fitness classes, and more. The Wellness Workdays app and has demonstrated success for tens of thousands of virtual employees.

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Promote Mental Health

Mental health has always been an essential part of a well-being program, but the pandemic highlighted it’s importance even more. For hybrid employees, the stressors of juggling multiple responsibilities can be particularly challenging. Your well-being program should include mental health initiatives such as employee assistance programs, mental health resources, and destigmatization campaigns. By encouraging an open dialogue about mental health, you provide a safe space for employees to seek help. The behavioral health coaches at Wellness Workdays receive ongoing training, utilizing secure media technology and strategies ?to ensure that employees engage just as well virtually as they would in person.

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Encourage Physical Well-Being

Physical well-being is equally important for maintaining a healthy work-life balance as mental well-being. Incorporate fitness and health activities into your program, such as virtual yoga sessions, step challenges, or wellness allowances. Consider providing ergonomic guidance for remote employees to ensure they have a comfortable workspace. ?Wellness Workdays programs have brought several physical well-being initiatives to the hybrid workplace, focusing on nutrition education seminars and webinars, cooking demonstrations, virtual and in-person exercise classes, and ergonomics training, driving health outcomes.

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Provide Work-Life Balance Support

Balancing work and personal life is an expected and persistent challenge for hybrid employees. Implement policies that promote work-life balance, such as flexible scheduling, compressed workweeks, or time-off options. Encourage managers to lead by example and support their team members to find this balance. ?We help employers develop an understanding and strategies to foster great work-life balance for their employees.

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Offer Learning and Development Opportunities

Continuous learning and development opportunities are just as important for hybrid workers. Creating opportunities for skill development and growth within your well-being program can significantly contribute to employee well-being and employee retention. This can include online courses, mentorship programs, or career progression initiatives.

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Communicate Effectively

It is all too common for employees NOT to participate in their well-being program because they don't even know it exists. Your employees can’t reap the benefits of your wellness program if they don’t know about it! Keep your employees informed about the resources and activities available to them. Communication is also a two-way street. It’s essential to listen to employees and make program adjustments based on their feedback and interests. Wellness Workdays regularly solicits feedback and makes adjustments based on employee input. We use a variety of communication channels, including emails, company-wide meetings, home mailings, our customized wellbeing and benefits platform (app), and other resources, to ensure that all employees, regardless of location, can stay informed and engaged. Measure engagement across your population over time to ensure you are meeting your goals.

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Focus on Outcomes

Setting goals and metrics to monitor the impact of each well-being solution is important for senior management as well as for the continued success of your program. Be sure to consider employee satisfaction, well-being metrics, and program participation to name a few. Learn which KPIs you should be measuring and use this data to make informed adjustments and adapt your program to meet evolving needs and challenges of your employees.

Celebrate Successes

Make sure to recognize and celebrate the successes of your well-being program with employees. Sharing stories of employees who have benefited from the program and acknowledgement of the hard work of everyone involved. This not only boosts morale, but also reinforces the value of the program, increasing participation and engagementengagement.

Managing a well-being program for an organization with hybrid employees requires a multifaceted approach that requires a deep understanding of the unique dynamics of this workforce within your organization. Wellness Workdays has been administering hybrid programs for nearly 20 years and has optimized the delivery of wellness solutions in this environment. By focusing on well-defined objectives, inclusivity, mental and physical health, work-life balance, and open communication, we create well-being programs that empower your hybrid team to thrive personally and professionally. Remember, the ultimate goal of a well-being program is to create a work environment where employees feel supported, motivated, and fulfilled, regardless of their location or work arrangement. Click here to brainstorm ways to help your hybrid workforce succeed.

The pandemic has forced many employers to adapt to a hybrid workforce but WW started with this goal in mind.

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-Debra Wein