Employee health and wellbeing is a critical component of a healthy and productive working environment, and promoting it should be a top priority for all organizations. It refers to the overall mental, physical, emotional, and economic health of workers in a given organization, and it is influenced by a range of factors, including relationships with co-workers, access to resources, working conditions, and compensation. While employee wellbeing will vary from person to person, employers have a duty to provide the necessary support and care for their workers’ physical and mental health.
There are many reasons why employee wellbeing matters. For starters, it helps promote a positive and productive environment where workers can manage their stress levels effectively. It also leads to higher employee morale and engagement, which, in turn, motivates teams companywide to reach their goals. Moreover, good employee health and wellbeing leads to higher productivity, and workers are 13% more productive when happy, according to studies.
In addition to promoting a more positive work environment, employee wellbeing also has numerous benefits for the individual employees themselves. When employees feel that they are growing in their jobs and have the support they need to maintain a healthy work-life balance, they are less likely to experience burnout or feel overwhelmed by the demands of their work. Promoting employee wellbeing can also help attract and retain skilled individuals in a highly competitive job market, especially among Gen Z workers, who place a high value on a healthy work environment.
Creating an effective employee wellbeing program is not without its challenges, however. One of the biggest hurdles is setting and measuring goals accurately, as getting a clear picture of employee wellbeing can be tricky, given the subjective nature of the concept. Additionally, execution can be challenging, as some organizations may struggle to provide the resources and policies they endorse.
Despite these challenges, it is critical that organizations prioritize employee wellbeing. By creating a workplace culture that values and supports its employees, organizations can promote a positive and productive work environment, reduce employee turnover, and ultimately achieve their business goals. The strategies outlined previously, such as giving workers more control over their work, providing opportunities for learning and development, and promoting diversity and inclusion, can help companies create a workplace that benefits both their employees and the organization as a whole.
After working in many different industries, I know how important it is to feel supported in your work environment, and that’s why we’ll be exploring strategies that managers can use to promote employee health and well-being, which ultimately drives positive business outcomes.
Strategy 1: Give Workers More Control Over How They Do Their Work
The first strategy we’ll discuss is giving workers more control over how they do their work. Research has shown that when workers have little control over how work gets done, it’s associated with poorer mental health and higher rates of heart disease. High work demands and low job control can significantly increase the risk of diabetes and death from cardiovascular causes. Even small changes in worker autonomy can make a difference in employee well-being. For example, a study in a customer service call center found that giving employees more training so they could take on new tasks and resolve more customer complaints on their own improved both their well-being and their job performance.
Strategy 2: Allow Employees More Flexibility About When and Where They Work
The second strategy is allowing employees more flexibility about when and where they work. Giving workers more choice or control over their work schedules has been shown to improve their mental health. This can involve permitting varied starting and stopping times and easier trading of shifts in jobs that must be done on-site. A more extensive work redesign at a Fortune 500 company, where IT employees were given control over when and where they did their work but still collaborated with their teammates to ensure needed coordination, resulted in physical and mental health improvements for employees as well as reduced turnover for the business.
Strategy 3: Increase the Stability of Workers’ Schedules
The third strategy is increasing the stability of workers’ schedules. Retail and service companies often use “just in time” scheduling to match labor to fluctuating demand, but this can make it hard for frontline workers to manage their personal lives and family responsibilities. Erratic, unpredictable schedules have been linked to poorer sleep quality and greater emotional distress. Conversely, a study at Gap found that greater schedule stability can benefit both companies and employees. Increasing scheduling stability for workers led to a 7% rise in participating stores’ median sales and a 5% increase in labor productivity. The added stability also improved sleep quality and reduced stress among employees with children.
Strategy 4: Provide Employees with Opportunities to Identify and Solve Workplace Problems
The fourth strategy is providing employees with opportunities to identify and solve workplace problems. Giving employees opportunities to participate in workplace improvements can be an effective approach to fostering their well-being. A study of doctors, physician assistants, and nurse practitioners found that those who were invited to participate in a structured process of identifying and addressing problems in their workplace exhibited decreased rates of burnout and increases in job satisfaction. Employees who had had opportunities to problem solve together were also less likely to say they wanted to leave their jobs, a key benefit for organizations trying to retain valuable employees.
Strategy 5: Keep Your Organization Adequately Staffed
The fifth strategy is keeping your organization adequately staffed so that workloads are reasonable. High work demands, such as long hours or pressure to work very hard or fast, can take a substantial toll on employee health and well-being. Numerous studies have found that high demands coupled with low control create health risks, including higher rates of symptoms of depression, high blood pressure, and cardiovascular disease. Staffing up to spread out the demands may seem costly, but employers also pay a real price when exhausted or ill employees burn out, are absent, or quit. The solution may lie in changing staffing in a targeted way, for example, one study found improvements in efficiency and job satisfaction when doctors were provided with a medical scribe trained to take over some of their charting tasks.
Strategy 6: Encourage Managers to Support Employees’ Personal Needs
The seventh strategy is encouraging managers in your organization to support employees’ personal needs. Many employees face challenges outside of work that can affect their physical and mental health. Managers can help support employees by providing resources, such as counseling, and by being flexible with their schedules. This can include allowing employees to take time off for family
Strategy 7: Encourage a Healthy Lifestyle
An essential element of employee well-being is encouraging healthy lifestyle choices. As an employer, you can provide incentives for healthy behavior, such as gym membership discounts or offering healthy snacks in the workplace. You can also provide education about nutrition and exercise to help employees make informed decisions about their health. By encouraging healthy lifestyle choices, you can improve employee well-being and reduce healthcare costs for your organization.
Strategy 8: Create a Positive Work Environment
Creating a positive work environment is critical to employee well-being. This means creating a workplace culture that is respectful, supportive, and collaborative. It involves treating employees with respect, recognizing their contributions, and offering feedback to help them improve. When employees feel valued and supported, they are more likely to be engaged and productive. A positive work environment also means providing a safe and comfortable workspace, which can help reduce stress and anxiety.
Strategy 9: Offer Mental Health Support
Mental health is a critical component of employee well-being, and employers can play an essential role in promoting mental health. This can involve providing mental health benefits, such as access to counseling services, and offering resources for managing stress and anxiety. It can also involve creating a workplace culture that supports mental health, such as reducing stigma around mental health issues and encouraging employees to take time off when needed. By prioritizing mental health, employers can promote employee well-being and reduce the risk of burnout and turnover.
Examples of Major Companies and Their Employee Health and Wellbeing Programs
There are many major companies that prioritize the health and well-being of their employees.
Here are five examples:
Google: Google is known for offering its employees a wide range of wellness programs and initiatives, including healthy food options in its cafes, on-site gyms, mindfulness classes, and massage and acupuncture services. The company also provides its employees with comprehensive health benefits, such as medical, dental, and vision insurance, as well as generous parental leave policies and opportunities for career development.
Patagonia: Patagonia, an outdoor clothing company, is a leader in employee well-being and sustainability. The company provides its employees with on-site childcare, paid time off for environmental activism, and a company-wide bike-to-work program. Patagonia also offers a unique employee benefit called “Let My People Go Surfing,” which encourages employees to take time off work to enjoy outdoor activities and prioritize their mental health.
Apple: Apple is another major company that places a high priority on employee well-being. The company provides its employees with on-site wellness centers, mindfulness training, and healthy food options. Apple also offers a comprehensive benefits package, including health insurance, retirement plans, and tuition reimbursement. In addition, the company provides its employees with opportunities for professional development and career advancement.
Salesforce: Salesforce, a cloud-based software company, is committed to creating a culture of well-being for its employees. The company provides its employees with on-site fitness centers, healthy food options, and access to mental health resources. Salesforce also offers flexible work arrangements, such as remote work and job sharing, to help employees maintain a healthy work-life balance. The company is also known for its commitment to diversity and inclusion, with employee resource groups and initiatives to promote equality and social justice.
AdventHealth: AdventHealth is a healthcare organization that values the health and well-being of its employees. They offer several programs and resources to support their physical, mental, and financial health, recognizing that healthy and happy employees provide the best care to their patients. AdventHealth provides on-site fitness centers, wellness classes, healthy food options, employee assistance programs, and comprehensive benefits packages, including medical, dental, vision, and retirement plans. They also offer paid time off, flexible scheduling, and career development opportunities. To enhance employee well-being, AdventHealth provides several recognition and reward programs, as well as educational programs, including continuing education courses, leadership development programs, and tuition reimbursement programs. They also prioritize safety through accountability and transparency with their “Just Culture” program that promotes safety by encouraging employees to report safety concerns and near-misses. AdventHealth strives to create an environment where every employee feels valued and supported by promoting diversity, including training programs, employee resource groups, and community outreach programs. AdventHealth’s focus on employee well-being benefits their employees, patients, and the organization as a whole. By encouraging their employees to take care of themselves and providing the tools and resources to help them do so, AdventHealth creates a culture of support and growth for their employees.
Conclusion
In conclusion, promoting employee health and well-being is essential for any organization. By implementing strategies such as giving workers more control over their work, encouraging a healthy lifestyle, and providing mental health support, employers can create a positive and productive work environment. It takes effort and resources to create a robust employee well-being program, but the benefits are worth it. A healthy and engaged workforce can lead to improved productivity, lower turnover, and a more positive work culture.
Our Workplace Stress Online Training Program
Promoting employee health and wellbeing is essential for any organization. It creates a positive and productive work environment, leads to improved productivity and reduces employee turnover. But what about when stress is a factor that can affect employee wellbeing? Workplace stress can be a significant contributor to employee burnout, turnover and loss of productivity. That’s why we offer training products on “Workplace Stress” to help employees identify potentially stressful situations and learn how to cope with them.
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In today’s fast-paced world, where work demands can be overwhelming, it’s critical that employees have the skills to manage their stress levels effectively. By investing in training on “Workplace Stress,” organizations can create a culture that values and supports employee wellbeing. Our training programs aim to help employees identify potentially stressful situations, manage their stress levels and ultimately promote their overall wellbeing. So, if you’re looking to create a more productive and positive work environment, consider investing in our training programs on “Workplace Stress.”
