Tag: well-being

  • Relax! Vacations are Good for Your Health

    July 25, 2022

    Tags: ,

    Amer­i­can work­ers are noto­ri­ous for being worka­holics. In fact, The Cen­ter for Eco­nom­ic and Pol­i­cy Research has gone so far as to call the U.S. the “No Vaca­tion Nation.”  Decid­ing you need a vaca­tion may feel indul­gent but in real­i­ty, it is a cru­cial key to our over­all health.

    Read More »

  • What is Mental Health and Wellness in HR?

    May 9, 2022

    Tags: , ,

    Men­tal health and well­ness in HR are becom­ing top pri­or­i­ties for employ­ers. In fact, HR lead­ers named men­tal health and well­be­ing as their third biggest prob­lem, behind the labor short­age and retain­ing tal­ent, in the lat­est HR Exchange Net­work State of HR report. In addi­tion, those sur­veyed also said burnout was the top con­se­quence of the pan­dem­ic. “Blur­ring of work and per­son­al life” and “burnout” tied, with 28% of the vote each, as the biggest chal­lenges to employ­ee engage­ment. And 30%  of respon­dents said employ­ee engage­ment and expe­ri­ence was their top priority.

    Read More »

  • What Employees Want: Hybrid Work and Flexibility

    April 11, 2022

    Tags: , , , ,

    2021 was quit­tin’ time in Amer­i­ca.  Last year alone over 47.4 mil­lion Amer­i­cans quit their jobs. This year, employ­ees seem­ing­ly have the upper hand against employ­ers.  The Turnover Tsuna­mi, a.k.a. The Great Res­ig­na­tion, has forced a reck­on­ing with the work­place and few employ­ers have come away unscathed.  Orga­ni­za­tions are now shift­ing pri­or­i­ties to make employ­ee well-being and reten­tion the pri­or­i­ty.  The fact of the mat­ter is, after health insur­ance, the most desir­able perks and ben­e­fits are those that offer flex­i­bil­i­ty while improv­ing work/life bal­ance. So, what is it that employ­ees real­ly want to achieve a bet­ter work/life balance?

    Read More »

  • What Employees Want: Well-Being Programs

    February 16, 2022

    Tags: , ,

    Work­place well­ness pro­grams have increased in the past sev­er­al years to pro­mote healthy diets and lifestyle, exer­cise and oth­er behav­iors such as quit­ting smok­ing.  As of 2020, most employ­ers had well­ness pro­grams of some kind, includ­ing 53% of small firms (those with 3–200 employ­ees) and 81% of large com­pa­nies.  Since employ­ees spend most of their wak­ing hours on the job, well­ness pro­grams seem to be a nat­ur­al fit to try to pro­mote healthy changes in behav­ior.  But, in 2022, employ­ees want more; many work­ers are look­ing for employ­ers who show authen­tic con­cern for their well-being.

    Well-being is about how our lives are going.  It’s not only about health and hap­pi­ness but also about liv­ing life to its fullest poten­tial.  In fact, data shows that employ­ees of all gen­er­a­tions rank “the orga­ni­za­tion cares about the employ­ees’ well-being” in their top three criteria.

    Finan­cial stress soared dur­ing the pan­dem­ic but so did reg­u­lar stress, too.  Men­tal health strug­gles such as anx­i­ety, depres­sion, and sub­stance abuse are also climb­ing.  These are expen­sive issues to ignore both in terms of the human suf­fer­ing but also the company’s bot­tom line: Depres­sion alone costs an esti­mat­ed $210.5 bil­lion per year.  These costs are due to absen­teeism (missed work days) and pre­sen­teeism (reduced pro­duc­tiv­i­ty at work) as well as direct med­ical costs (out­pa­tient and inpa­tient med­ical ser­vices and phar­ma­cy costs).

    Employ­ers must rec­og­nize the inter­re­la­tion­ship between the phys­i­cal, finan­cial, work and well-being com­po­nents of employ­ees’ lives.  For exam­ple, employ­ees who need help with their finan­cial well-being are sig­nif­i­cant­ly less like­ly to be phys­i­cal­ly healthy and more like­ly to report feel­ing stressed or anx­ious which can impact pro­duc­tiv­i­ty and job per­for­mance.  Vice Pres­i­dent for Com­mu­ni­ca­tions at Fideli­ty Invest­ments in Boston, Mike Sham­rell,  rec­og­nizes the need for all dimen­sions of well­ness.  “It’s tough to be well in one area when you’re unwell in anoth­er,” he said.

    Well-being is often asso­ci­at­ed with gym mem­ber­ships and green smooth­ies but it is much more than that; it is a result of many dif­fer­ent aspects of one’s life.  Here are 5 com­mon dimen­sions of well-being that can be addressed through a work­place well­ness program:

    • Emotional/Mental Health – Under­stand­ing your feel­ings and cop­ing with stress.
    • Phys­i­cal Health – Dis­cov­er­ing how self-care can improve your life and productivity.
    • Finan­cial Health – Suc­cess­ful­ly man­ag­ing your money.
    • Social Con­nect­ed­ness – Cre­at­ing and being a part of a sup­port network.
    • Occu­pa­tion­al Well-Being– Feel­ing appre­ci­at­ed at work and sat­is­fied in your contributions.

    Great employ­ees want great employ­ers.  Com­pa­nies that want cre­ative, high-per­form­ing teams must be will­ing to sup­port work­ers both in and out of the office.  Well-being has a major influ­ence on an employee’s per­for­mance and sat­is­fac­tion; employ­ees who feel val­ued and appre­ci­at­ed are more invest­ed in their com­pa­ny in return.

  • Relax! Vacations are Good for Your Health

    July 25, 2022

    Tags: ,

    Amer­i­can work­ers are noto­ri­ous for being worka­holics. In fact, The Cen­ter for Eco­nom­ic and Pol­i­cy Research has gone so far as to call the U.S. the “No Vaca­tion Nation.”  Decid­ing you need a vaca­tion may feel indul­gent but in real­i­ty, it is a cru­cial key to our over­all health.

    Read More »

  • What is Mental Health and Wellness in HR?

    May 9, 2022

    Tags: , ,

    Men­tal health and well­ness in HR are becom­ing top pri­or­i­ties for employ­ers. In fact, HR lead­ers named men­tal health and well­be­ing as their third biggest prob­lem, behind the labor short­age and retain­ing tal­ent, in the lat­est HR Exchange Net­work State of HR report. In addi­tion, those sur­veyed also said burnout was the top con­se­quence of the pan­dem­ic. “Blur­ring of work and per­son­al life” and “burnout” tied, with 28% of the vote each, as the biggest chal­lenges to employ­ee engage­ment. And 30%  of respon­dents said employ­ee engage­ment and expe­ri­ence was their top priority.

    Read More »

  • What Employees Want: Hybrid Work and Flexibility

    April 11, 2022

    Tags: , , , ,

    2021 was quit­tin’ time in Amer­i­ca.  Last year alone over 47.4 mil­lion Amer­i­cans quit their jobs. This year, employ­ees seem­ing­ly have the upper hand against employ­ers.  The Turnover Tsuna­mi, a.k.a. The Great Res­ig­na­tion, has forced a reck­on­ing with the work­place and few employ­ers have come away unscathed.  Orga­ni­za­tions are now shift­ing pri­or­i­ties to make employ­ee well-being and reten­tion the pri­or­i­ty.  The fact of the mat­ter is, after health insur­ance, the most desir­able perks and ben­e­fits are those that offer flex­i­bil­i­ty while improv­ing work/life bal­ance. So, what is it that employ­ees real­ly want to achieve a bet­ter work/life balance?

    Read More »

  • What Employees Want: Well-Being Programs

    February 16, 2022

    Tags: , ,

    Work­place well­ness pro­grams have increased in the past sev­er­al years to pro­mote healthy diets and lifestyle, exer­cise and oth­er behav­iors such as quit­ting smok­ing.  As of 2020, most employ­ers had well­ness pro­grams of some kind, includ­ing 53% of small firms (those with 3–200 employ­ees) and 81% of large com­pa­nies.  Since employ­ees spend most of their wak­ing hours on the job, well­ness pro­grams seem to be a nat­ur­al fit to try to pro­mote healthy changes in behav­ior.  But, in 2022, employ­ees want more; many work­ers are look­ing for employ­ers who show authen­tic con­cern for their well-being.

    Well-being is about how our lives are going.  It’s not only about health and hap­pi­ness but also about liv­ing life to its fullest poten­tial.  In fact, data shows that employ­ees of all gen­er­a­tions rank “the orga­ni­za­tion cares about the employ­ees’ well-being” in their top three criteria.

    Finan­cial stress soared dur­ing the pan­dem­ic but so did reg­u­lar stress, too.  Men­tal health strug­gles such as anx­i­ety, depres­sion, and sub­stance abuse are also climb­ing.  These are expen­sive issues to ignore both in terms of the human suf­fer­ing but also the company’s bot­tom line: Depres­sion alone costs an esti­mat­ed $210.5 bil­lion per year.  These costs are due to absen­teeism (missed work days) and pre­sen­teeism (reduced pro­duc­tiv­i­ty at work) as well as direct med­ical costs (out­pa­tient and inpa­tient med­ical ser­vices and phar­ma­cy costs).

    Employ­ers must rec­og­nize the inter­re­la­tion­ship between the phys­i­cal, finan­cial, work and well-being com­po­nents of employ­ees’ lives.  For exam­ple, employ­ees who need help with their finan­cial well-being are sig­nif­i­cant­ly less like­ly to be phys­i­cal­ly healthy and more like­ly to report feel­ing stressed or anx­ious which can impact pro­duc­tiv­i­ty and job per­for­mance.  Vice Pres­i­dent for Com­mu­ni­ca­tions at Fideli­ty Invest­ments in Boston, Mike Sham­rell,  rec­og­nizes the need for all dimen­sions of well­ness.  “It’s tough to be well in one area when you’re unwell in anoth­er,” he said.

    Well-being is often asso­ci­at­ed with gym mem­ber­ships and green smooth­ies but it is much more than that; it is a result of many dif­fer­ent aspects of one’s life.  Here are 5 com­mon dimen­sions of well-being that can be addressed through a work­place well­ness program:

    • Emotional/Mental Health – Under­stand­ing your feel­ings and cop­ing with stress.
    • Phys­i­cal Health – Dis­cov­er­ing how self-care can improve your life and productivity.
    • Finan­cial Health – Suc­cess­ful­ly man­ag­ing your money.
    • Social Con­nect­ed­ness – Cre­at­ing and being a part of a sup­port network.
    • Occu­pa­tion­al Well-Being– Feel­ing appre­ci­at­ed at work and sat­is­fied in your contributions.

    Great employ­ees want great employ­ers.  Com­pa­nies that want cre­ative, high-per­form­ing teams must be will­ing to sup­port work­ers both in and out of the office.  Well-being has a major influ­ence on an employee’s per­for­mance and sat­is­fac­tion; employ­ees who feel val­ued and appre­ci­at­ed are more invest­ed in their com­pa­ny in return.

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