It's a small, but proud, group who share the title of full-time corporate employee wellness director. As one myself, I have met only a handful of peers during my 10 years in this role. However, things are changing. With so many organizations shifting to
In the midst of the COVID-19 pandemic, my employer made a permanent pivot to become a fully remote organization. I had been running on-site fitness classes and in-person, one-on-one coaching, so I was naturally nervous about
The modern work environment needs an emphasis on employee wellness more than ever. Over nearly four years, several learnings and best practices from this concentration have emerged within our organization.
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Employee connection touchpoints can and should be operationalized
Being in the business of employee benefits administration gives me and my team a comprehensive lens on wellness. Part of what we've learned over the years comes from an ongoing study of the employee experience. Our frontline perspective interacting with both our own employees and the 18 million people who use our benefits platform informs our belief that remote workers are among those most in need of wellness initiatives. Studies support this belief, showing remote and hybrid workers are less active than office workers, taking just 16 steps on average from their bed to their desk.
Employee wellness programs are likewise one of the most visible and well-received ways for employers to foster connectedness among employees while also demonstrating empathy, something CEOs increasingly see as crucial to retention. Nearly half (42%) of CEOs
The best wellness programs are inclusive of a wide array of initiatives spanning physical, mental, emotional and even financial well-being. Within our own organization, they are among the top-used benefits across all employee demographics. Our weekly physical wellness programming, for example, garners an average of 35% employee participation, year-round.
As an example, during the pandemic, one-on-one check-ins with employees struggling with the work-from-home transition proved highly effective. Having a full-time resource dedicated to these touchpoints ensured they happened on a consistent basis, evolved as employee needs changed, and eventually, became programmatic. Today, check-ins like this have become much more strategic, taking on the form of regular, and popular, support and accountability groups. Anyone from the organization can join a one-hour virtual meeting, during which they set an individual goal for the hour. At the end of the hour, each person shares what they accomplished, and most are surprised by the increased level of motivation and productivity they experience.
Beyond increased productivity, session participants report feeling an enhanced sense of belonging and community with their remote colleagues. In fact, 87% of our employees say they feel that their wellbeing is a priority in the workplace.
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Cost control and community building can happen simultaneously
Managing healthcare costs is consistently a top-of-mind issue for HR teams. Decision-makers must strike a delicate balance between employee well-being and company budgets. A well-designed wellness program achieves both simultaneously.
Health insurance alone is insufficient to improve the health of any single employee or family. Support, resources and an inclusive culture of health get a company much closer to the goal of a healthy and thriving workforce.
Mobilizing support and resources for employees can take many forms, but regardless of the chosen activities, having a dedicated wellness leader at the helm can make the effort more effective, engaging, and impactful.
Monthly "challenges" for individuals and teams is one example of a program that supports a culture of health. Teams unite around a goal, such as shedding pounds, managing conditions, improving their understanding of health topics or developing skills to cope with stress. Fitness classes are another very effective way to improve health while building community. Remote and hybrid organizations can still benefit by offering virtual classes that guide employees through structured workout routines.
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Measuring the real impacts of employee wellness
A key metric for the effectiveness of a full-time wellness director is the impact of the leader on healthcare claims. Admittedly, it's not a straightforward endeavor to parse the data because employees come and go, and healthcare needs change with time. However, any positive movement of the needle has a worthwhile impact, particularly as workplace empathy surveys show mental health, in particular, is growing more important. In 2023, more than half of the employees surveyed in our national
One thing I can say with certainty: healthy habits build community. Employees who participate in wellness offerings become evangelists who spread encouragement and positive energy to others in the organization. They become both healthier and happier, are engaged and productive, and take fewer sick days. They also feel a greater sense of connectedness to their place of employment; in 2023, nearly 90% of our employees said they felt the company supported their well-being.
The workforce ROI: More than a feel-good program
Investing in employee wellness isn't just a feel-good initiative. Employee wellness programs provide tangible and intangible benefits worthy of a dedicated resource that ensures consistency and continuous improvement. Increasing connection, managing healthcare costs, improving morale, strengthening company culture and enhancing the organization's brand are just a few.
There's never been a better time to consider a strategic employee wellness program for your organization. A dedicated wellness director can act as a strategic partner, not only designing and implementing effective programs, but fostering a culture of well-being that transcends physical office spaces. Their expertise and commitment can empower employees to thrive in a remote environment, organically creating a healthier, happier, and more productive workforce.
