3 corporate wellbeing program priorities for 2022
How can we design and implement wellbeing programs that are highly effective in a hybrid world?
Ever so slowly, it seems we’re inching toward a post-pandemic workplace. And as we do, it’s becoming more apparent that the future of work will look very different.
The hybrid workplace has various benefits for your employees, including more flexibility, better work-life balance, less time spent commuting, and the freedom to work anywhere. And a study by Stanford found that working from home increases productivity by 13%. So, there are benefits for your company as well.
Related: Why now is the time to rethink options for employee wellbeing support
Yet, with employees in the office one day, and working from home the next, it’s time to ask a new question. How can we design and implement wellbeing programs that are highly effective in a hybrid world? Through our work with hundreds of companies across many different industries, we’ve noticed three major priorities for wellbeing programs in 2022.
1. Employers must show a commitment to total wellbeing
In its report, Future of Work Trends in 2022, Korn Ferry says that “organizations that are leading the way in wellbeing embed it in all aspects of their people strategy. Research shows this has a positive impact on retention, absenteeism levels, productivity, and overall satisfaction.”
Given this, we see a massive opportunity for everyone in the benefits and wellbeing industries to reimagine how we support employees in all facets of their wellbeing:
- Social
- Emotional
- Mental
- Physical
- Financial
We’ll need a thoughtful mix of programming to provide all the options employees crave now. And when you consider what they’ve been through the last two years, you can see why.
2. Employers must reach employees where they are
One of the biggest learnings from the pandemic era is how wellbeing programs delivered in a virtual format were a big hit – especially offerings like energy and stretch breaks, educational seminars, and classes for kids.
Given this, we think a hybrid of in-person and virtual corporate wellbeing experiences will be critical. It signals your ongoing commitment to reaching employees where they are.
In-person
We’re all familiar with the onsite fitness center. While pandemic-era guidelines changed aspects of the experience (e.g., wearing masks, social distancing), they’re still a meaningful way to offer a variety of wellbeing programs.
Live-streamed content
This includes live events like fitness classes, stretch breaks, educational seminars, and kid and family classes. They’re broadcast through professional-grade equipment to provide the highest quality streaming, regardless of device, bandwidth, or location. Many employees find this format more comfortable than in-person classes for various reasons.
On-demand
Companies are now using an on-demand format to offer wellbeing programs like cardio, strength, mindfulness, nutrition, mobility, and ergonomics. A key benefit to this format is that you’re not limited to the specialization of your in-person staff. You can easily offer yoga, Pilates, meditation, ergonomics, nutrition – whatever your employees want.
Video conferencing
Another option for wellbeing programs is real-time interactions with familiar and trusted wellness professionals. This can be especially effective for personal and small group training, nutrition coaching, ergonomic consultations, and movement efficiency assessments.
Based on what we’re hearing from employers, we expect to see more of this in the future – especially because you can measure it. You’ll know just what your employees want (which can help you create more segmented or targeted programming).
3. Employers must focus on creating community and connection
Many of your teams have been working remotely for two years. And while it’s proven an effective approach, some employees felt a sense of loss. A lack of community.
Now, at first blush, this might not seem like a business issue, but it is. According to Harvard Business Review, “Employee disconnection is one of the main drivers of voluntary turnover, with lonely employees costing U.S. companies up to $406 billion a year.”
Imperatives in action
One of our client’s employees, Eddie, said he had a hard time staying active at his job until he joined a new company with an onsite fitness center. There, he was taking fitness classes within weeks (which he never imagined himself doing). Plus, he was using the center’s exercise equipment.
But he discovered an unexpected benefit as well.
Eddie noticed how his company’s fitness challenges allowed him to connect with coworkers throughout the company. “I’ve made tons of friends at work through the fitness center,” he says.
And the benefits he received went beyond the physical and social.
Eddie said that many of the colleagues he met through fitness challenges provided him with career advice. “The amount of networking I was able to do at the fitness center was remarkable. It’s amazing how many people you can meet while sharing the goal of creating a healthier lifestyle.”
How many aspects of Eddie’s wellbeing were addressed by just one programming option (in this case, a fitness center)?
Wellbeing is front and center
If you’re thinking about how you’ll adapt and evolve your wellbeing programs in 2022, be sure to keep an eye on the altered business landscape. You’ll want to:
- Recognize the importance of total wellbeing and audit your programming to ensure it addresses every aspect
- Offer programming in a variety of formats, so it’s always available when employees want or need it
- Identify opportunities to connect employees with like-minded colleagues and create a sense of community
After what your employees have been through, let’s make this the year to show them how committed we are to their wellbeing.
Read more: