The question is no longer, ‘Should we explore an employee well-being strategy?’ The impact of employee health and well-being (physically, mentally, and emotionally) has become a key topic as we face uncharted history. So the focus now is how to optimize an employee well-being strategy.
Just as in any part of a business, a successful employee well-being strategy takes careful thought, research, iterations, testing, data, and reflection. In our latest e-book in partnership with people and culture platform, Culture Amp, we explore all of that and more.
In this e-book, we explore:
- Why you need to focus on employee well-being now
- What well-being at work means today
- The pillars of a successful employee well-being strategy
- Steps to planning your well-being strategy
- Launching and measuring the success of your well-being strategy
Read an excerpt from the e-book below:
The number one reason employee well-being programs fail is that they are comprised of bolt-on programs or ad-hoc perks. When well-being programs are stand-alone initiatives and are not integrated into a company’s culture or operations, they’re bound to fall short.
A successful employee well-being strategy is proactive, holistic for the individual and company, respects employee privacy, and is integrated into the company’s cultural norms. Here we cover the four challenges that stand in the way of creating a successful employee well-being strategy.
- Be proactive, not reactive: A reactive approach to well-being is based on responding to events after they’ve happened. For example, you may have noticed many employees starting to show signs of stress, so you implement a flexible vacation policy. However, reactive approaches often fall short, since during the time it takes to implement a strategy, employees may become burnt out and leave. Employee Assistance Programs (EAP) are incredibly important and still relevant for workplaces but also represent a reactive approach in that they are primarily set-up for employees to use once they have hit a major issue.
Solution: A proactive approach to well-being focuses on preventing problems from arising. For example, offer proactive resilience-building tools and training. Online mindfulness programs like Calm give employees the opportunity to strengthen their mental and emotional capacity so that they are better prepared to navigate the inevitable highs and lows of work and life. EAP hotlines are critical in a time of crisis, but if you can proactively teach employees how to deal with stress, they’ll have more confidence to face situations as they arise.