In today’s fast-paced and competitive business world, workplace wellbeing has emerged as a crucial factor in fostering employee satisfaction, productivity, and ultimately, the company’s bottom line. However, the concept of wellness in the workplace is multidimensional and, without authentic attention and care, runs the risk of becoming no more than just a check in the box. To be fair, most simply don’t know where to start. To truly maximize employee wellbeing, companies must adopt comprehensive tools, policies, and practices that address the holistic needs of their workforce. This article explores ways to do that, identifies non-negotiable tools and policies for enhancing employee wellness, and presents a case study highlighting one Fortune 500 company’s successful approach.
Defining Workplace Wellbeing
Workplace wellbeing goes beyond a gym membership or occasional wellness programs. It encompasses the physical, mental, and emotional health of employees, as well as their overall satisfaction and engagement at work. It involves creating an environment that supports and nurtures employees’ physical health, mental resilience, work-life balance, and sense of purpose. Research has shown healthy employees are more engaged, productive, and loyal to their organizations. For instance, a study conducted by ISDH reports that for every dollar invested in wellness programs, the organization can save $5.82 in lower employee absenteeism costs.
At garten, our entire focus is helping forward-thinking businesses improve employee health and engagement. To do this well, we use tech to generate visibility into the unique needs of each organization in order to figure out exactly what they need to thrive. Any good partner should be able to find a solution that not only improves wellbeing in this context but identifies a solution for varying headcount and budget. Based on our research, data we’ve collected over the years and real world outcomes, the below are must-have “perks” businesses large and small should implement to enhance workplace wellness and improve the health of the organization as a whole.
Health Programs: Offering comprehensive health programs that cover preventive care, regular health screenings, access to mental health resources, and initiatives promoting healthy habits such as exercise, nutrition, and stress management is crucial. These programs can be easily facilitated through partnerships with healthcare providers or wellness platforms.
Mental Health Support: The importance of mental health cannot be stressed enough. It should be a core focus of any workplace wellness program. To prioritize mental health, companies must identify and offer easy access to resources that address stress, anxiety, and burnout in the workplace. This can include employee assistance programs, meditation and mindfulness programming, and counseling services. Crucial to any mental health program working is to create a stigma-free environment where employees feel comfortable seeking support. Recent research conducted by the World Health Organization (WHO) highlights that every dollar invested in mental health programs yields a return of $4 in improved health and productivity. That is a clear indicator that happier, more emotionally balanced people are able to better work.
Work-Life Balance: Companies should implement policies that promote balance across all areas of an employee’s life. This can be achieved through flexible working hours, remote work options, and generous parental leave policies. But it shouldn’t stop there. Encouraging employees to disconnect from work during non-working hours and fostering a healthy work-life integration is essential for overall wellbeing, full stop. Companies can further support this balance by providing opportunities for personal growth, such as volunteer days, travel incentives, and partnerships with local wellness facilities.
Healthy Physical Environment: Creating a workspace that promotes physical health is crucial. This can include ergonomic furniture, access to natural light, green spaces, and dedicated areas for relaxation and mindfulness. Additionally, companies can incorporate standing desks, walking meetings, and on-site fitness facilities to encourage physical activity during the workday. Providing healthier food choices in the office can also have a significant impact on employee wellbeing, translating into healthier choices at home.
Training and Development: Supporting employee growth and development contributes to overall wellbeing. Companies should invest in training programs, mentorship opportunities, and career advancement initiatives. Employees who feel supported in their professional development are more engaged and satisfied in their roles.
A garten Case Study: Having worked with Fortune 500 companies for the past seven years, the most successful ones don’t just understand the importance of work/life wellbeing, but take the necessary steps to integrate the appropriate programs and policies into the fabric of their organization from the top down. For instance, we worked with one of the top American cloud-based software companies headquartered in San Francisco, California, supporting their employee’s individual desires to be healthy by offering them better snacking options with the use of innovative technology.
Our Nutrition Dashboard ‘s real-time visibility into employee consumption empowered the company to anticipate employee needs by understanding their unique food choices and habits. The result was astonishing. After 120 days, 50% of the employees started choosing lower calorie, nutrient dense, unprocessed foods higher in fiber and lower in sugar. And 40% started adding more fruits, nuts, seeds and vegetables into their daily diet. And that’s not all, the employer reported increased satisfaction with the healthier alternatives without employees feeling deprived of previous options. As you might imagine, the company’s bottom line reaped the benefits. And while healthier food is just one piece of the wellness puzzle, it’s the core of a successful one. If you don’t know where to start, start there.
About the Author
Scott McDonald has over 25 years of executive leadership in global organizations and advisory functions. At garten, he serves as Chief Revenue Officer, responsible for supporting sales, client experience, marketing and various non-revenue functions. In addition to his current role, he coaches, develops and influences leaders throughout the globe.