Employee Wellness – Beyond the Basics

Studies have proven a supportive and engaging work environment provides far-reaching benefits for workers and contributes to productivity and business growth. (https://www.kff.org/health-costs/report/2020-employer-health-benefits-survey, https://jamanetwork.com/journals/jama/article-abstract/2730614)

Here are just four factors of employee wellness to which you can cling for the months ahead.

Fulfillment

Whether feedback is shared in a team setting or through individual feedback, a key to employee fulfillment is knowing one’s work is integral to the greater goal. Find time with each team member to ensure they know the impact of their contributions. This insight further flourishes when communication between peers, leaders, and subordinates is continual. Observing the success of others can lift an entire team, especially when the goal is shared.

Culture

When workers continue to set and meet goals on the path to fulfillment, there’s clearly a culture of productivity in place. More importantly, the drive for growth and high output must, be balanced by values, self-care, and respect. When companies marry high output with a set of company-wide values, share the big-picture with their employees, and show respect, employees are more likely to feel safe within their company culture, and avoid burnout. When employees buy-in to the culture, sooner than later, they will contribute to it and the company’s workforce can blossom.

Care

While “Workplace Wellness’ has been grappled with for decades, today’s workforce demands more than access to a communal gym and a FitBit upon hire. How accessible are mental health resources for your employees? This article, https://resources.asana.com/americas-anatomy-of-work-burnout-ebook.html shows the essential necessity to ask employees what they are seeking, listen to their desires, and show sincere care and investment to help them feel safe, appreciated, and valued. Empower your employees to access self-care and total body wellness.

Flexibility

One of the ways companies are showing they care about their employees is by removing the pressure to respond to work e-mails outside of work hours. The “right to disconnect” allows working hours to be more clearly defined, and personally tailored to each employee. Whether team members choose to work four long days each week, five regular days, or six short days, employers are finding the balance of accountability with flexibility.