Did you know that 87% of employees consider health and wellness packages when selecting their employer? With the growth of hybrid work and the challenge of retaining talented employees, it is more important than ever for employers to develop and offer workplace wellness programs that improve the working environment. It is also important to note that in a digital landscape, where reviews are easily accessible and recommendations are a large part of the job search, 89% of workers at companies that support well-being initiatives are more likely to recommend their company as a good place to work.
Given the need for these health and wellness solutions for companies of all sizes, here are a few of the most common myths we hear about workplace wellness.
Employee health is just about physical health. This belief overlooks the importance of mental health, social connection, a healthy relationship with work and mental wellbeing. Solutions that focus on all aspects of employee health will likely yield better results and more satisfied employees.
Workplace wellness solutions are one-size-fits-all. For solutions to be effective, they should be tailored to the needs of your team and their specific demographics. You should consider the preferences of your employees when creating programs and ask them about the services that resonate most with them. Listening and responding to their needs will help you create programs that they actually use regularly and participate enthusiastically in.
Wellness solutions are definitely out of my company budget. Luckily, they don’t have to be! While some are more expensive than others, many affordable programs still have a positive impact on employee wellbeing. Simpler solutions, such as wellness challenges, flexible working arrangements and prioritizing the resources employees really want can have a positive impact on their wellbeing.
Employees will always actively participate. Just because you do it, doesn’t mean everyone will automatically participate! It’s important to strategize, offer incentives and clearly communicate the benefits and how they can participate. Ensure your program contributes to a company culture that values employee wellbeing, rather than offering something just to have it.
Starting a wellness program will improve productivity immediately. Though wellness programs often contribute to improved activity, they don’t always lead to results immediately. There are a large variety of factors that influence workplace productivity, such as management, environment, job satisfaction and training. Wellness solutions are just one factor that contribute to the company’s overall success. Sometimes it takes a bit of trial and error to land on solutions that employees are satisfied with.
HR is solely responsible for workplace wellness. Workplace wellness should be an initiative that is a top priority for not only HR, but also all leadership, management and employees. Support from all levels within the organization will lead to better results for everyone.
Large companies are the only ones who need wellness programs. ANY size company can benefit from wellness initiatives that support employee’s long-term health and job satisfaction. Whether you have two employees or 2,000, it positively impacts their job experience to know that their company cares about their wellbeing.
Company wellness is a quick fix rather than a long-term solution. To see positive results from your wellness programs and overall organizational outcomes, you will need to stick with your efforts for a while! Changing workplace wellness and developing a culture where employees feel supported can start today but it needs time to grow. Be patient and commit to creating a stronger culture over time.
If you need support while improving workplace wellness at your company we are here to help!
We want to help you provide your team with the support they need to thrive both inside and outside the office. We have a robust selection of customized wellness program options for you. Our employee care solutions include:
- Self-Funded Plan Analysis: The ability to offer your CFO insights on the performance of existing self-funded programs or comparing self-funded plans versus a fully insured model is necessary for proper strategic planning.
- Employee Assistance Program (EAP): We believe your employees’ mental health is essential, so we offer an Employee Assistance Plan to help pave the way for a brighter tomorrow.
- Flexible Spending Account: Flexible Spending Accounts (FSA) are great perks employees can use to save on expenses pre-tax.
- Minimum Essential Coverage Plans: MEC plans meet specific requirements outlined under the Affordable Care Act (ACA) and ERISA but at a fraction of the cost of a traditional health insurance plan.
- Worksite Plans: Also known as supplemental insurance, these plans are a cost-effective solution to help employees offset out-of-pocket medical expenses.
- 401(K): We have developed a Pooled Employer Plan (PEP) and Multiple Employer Plan (MEP) to assist employers with recordkeeping, administration, and cost-savings strategies related to their retirement plan offerings.
