How to Build a Wellness Program Your Employees will Appreciate

Posted by Marketing on 08 19, 2020

Even before these unprecedented times happened, your company may have been talking about employees’ well-being as part of your core values. However, now more than ever, in the wake of COVID-19, actions must speak louder than words.

As many workers now consider wellness programs to be more than just a perk, they are looking for companies that build such into the frame of company culture itself. In response, many employers are now adding corporate wellness programs as a top priority as they also felt a greater need to support employee well-being during trying times.

Continue reading for more tips on how your company can do the same and lead the creation of wellness programs that will motivate employees, keep them interested, and achieve maximum results.

Make wellness part of employee life 

Wellness culture is essential to employees these days:

  • 23% of employees are more likely to choose one employer over another based on the culture of a working environment. 
  • 60% of organizations said that a focus on employee well-being promotes retention.
  • 61% said that a focus on employee wellness boosts productivity and business results.

During recruitment, many workers also expect wellness programs in companies as an offering in job packages.

  • 75% of 25- to 40-year-olds believe it is their employer’s responsibility to provide for their health and well being.
  • 88% are more likely to recommend working for an employer that supports health and well-being.
  • Overall, 58% of this demographic is more willing to accept a job if a fitness and wellness package is involved, while another 58% would be more willing to stay with their current job if benefits like this were offered.

These statistics only show how wellness initiatives enable leaders to find and keep top talent in their industry. 

Consider that wellness has a broad spectrum

The realm of wellness encompasses many facets. Many employees are motivated to perform better by the prospect of better care and fitness. Others are looking to find time away from their busy schedules to reduce stress or to better care for their families. When your team is creating its wellness program, you should be looking for something that maximizes the broad appeal while encouraging active participation.

Wellness and health do not have a one-size-fits-all model. You can offer both on- and off-site programs with topics ranging from employees’ health and fitness, personal and career growth, financial stability, stress reduction, or family needs. You may also give credit to employees for taking outside courses that do not directly affect your company. From cooking to coaching, supporting employees’ pursuit of engaging activities, personal preferences, and lifestyles show that you care and that your company respects them as individuals.

Support an inclusive, modern workforce

Wellness programs and other employee benefits packages must be meeting the needs of today’s modern workforce. Are you positive that your programs support diversity and inclusion? Are the needs of workers of all ages, sexual orientations, and ethnicities being met?

Gender roles have changed for younger generations. Many millennial parents share parenting responsibilities. Both Facebook founder Mark Zuckerburg and Prince Harry, the Duke of Sussex, have spoken up about fathers needing time off to help raise their kids. It is a good idea to consider expanding maternity leave to paternity or family leave.

The same can be said for groups that are caregivers. Gen-X and Boomers are reaching their professional peaks and need to care for elderly parents at this point, especially during the COVID-19 pandemic. Employees at all stages of life should be given the time off and support they need and deserve.

Bring executives down to the working grounds 

A healthy workplace occurs when a sense of care and empathy is felt. Empathy from higher up is felt from employees when leadership takes the time to know what is happening on the ground floor. Executives should stay involved in a few daily practices, from onboarding new employees to seeing how well the engineering team operates a new mobile app. 

It is the responsibility of human resources to bridge the gap between executives and lower-level employees. Leadership should have a grasp on how hard the entire company is working, the challenges managers face, and how remote teams work.

In today’s ever-shifting, global, interconnected world, it is vital to build flexibility and scalability into your company’s wellness culture. While changes occur faster than we can blink, looking out for people should always remain our number one priority. While COVID-19 has changed many things at this time, it has taught us that people must always come first.

At Infinity Consulting Solutions (ICS), we also know that people are the backbone of any successful company. We are a people-first organization. We equip our team with the most modern recruitment tools, and we have a leadership team always available to help out. ICS is here for your company to provide any recruitment or human resources solution you need every step of the way. For more information, feel free to get in touch with us today.

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