Well-being seems to be the key word for employers when discussing how to
In a survey of over 1,000 workers, 87% reported experiencing burnout, with 44% of employees reporting high or extreme levels, according to HR software company
Evangeline Mendiola, director of global benefits and well-being at Zendesk, a customer services software company, says that employers need to prioritize self-care if they hope to retain a healthy, and hence productive, workforce in today’s competitive talent market.
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“We've all seen the result of burnout and Zoom fatigue, so we've tried our best to put in programs that help employees focus on their well-being,” says Mendiola. “All year-round, we have been experimenting with different ways to give our employees the chance to focus on themselves and recharge.”
One such experiment, Zendesk’s Recharge Fridays, will most likely stay as the company heads into 2022. This benefit mandates that the entire company take the second Friday of every month off — Mendiola views it as one of Zendesk’s most successful additions to their well-being initiatives. The company also gave their employees COVID care leave, which grants up to ten days of paid leave for employees or family members with COVID-19.
In addition to extended PTO, Zendesk has expanded its mental healthcare programs by partnering with Modern Health, a global mental health benefits solution, and Calm App, which provides guided meditations and sleep assistance. Because Zendesk is a global company, it is vital that employees, regardless of their location, have access to digital mental health programs and one-on-one coaching and therapy, explains Mendiola. According to Zendesk, 25% of employees have engaged with Modern Health and 35% with the Calm App.
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“We don't see everyone in the office every day anymore, but we constantly check in with our partners on utilization,” Mendiola says. “We still continue to see an increase in the utilization of these benefit offerings and we take every opportunity to promote these benefits, so employees know what’s available to them.”
In the world of remote work, Mendiola stresses the importance of monitoring employee engagement in their benefits and getting feedback on employees’ needs, rather than waiting until open enrollment to discuss their options. But Mendiola notes benefits are just one piece of the puzzle of a psychologically safe and healthy work culture.
“We should be constantly communicating to employees that self-care is a priority and that means fostering a culture of flexibility,” she says. “We want to give employees the space and time to take care of their families or individual needs.”
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In order to do so, Zendesk bases productivity on outcomes rather than time spent on the computer during the traditional nine to five workday. The company also released a Digital-first Playbook, which acted as an internal resource to leaders and employees on how to cultivate a culture of collaboration and flexibility in a digital environment. The playbook emphasized working on the same projects at different times, only including meetings when needed, and guiding managers in creating an environment of empathy and belonging.
For Mendiola, trusting employees to manage their time according to their professional and personal needs is key to establishing a company culture that cares about everyone’s well-being. And communication is key: employees will let you know what they need, if you give them the chance, she says.
“Flexibility is big in terms of giving our employees the ability to balance remote work and life — that’s a top priority here,” says Mendiola. “In the meantime, we will look at our overall benefits packages to see where we can make tweaks and be sure to ask employees what is valuable to them.”
