How to design a wellness challenge for the post-pandemic workplace

It’s no secret that the past two years have left most Americans with overwhelming stress. Whether from caregiving responsibilities, financial woes, unease about COVID-19 or the state of the world, Americans are struggling with their mental health. The implications affect day-to-day life – including work.

More than 60% of Americans say they experience stress daily.  Based on our research, the problem is most acute in adults age 40 and younger, who also comprise the bulk of the workforce. Women – particularly millennial women with caregiving responsibilities – report greater levels of stress than other groups.

Well-meaning employers have responded with a hybrid work model that gives employees flexibility, fewer commuting stressors, and more time to manage personal and household tasks.

While valued by employees, hybrid offices can also be problematic. Tipped too far in one direction, they can worsen feelings of loneliness and the disconnection that many adults, notably younger workers, had already been experiencing.

Employers want to help, and employees expect them to. But our research at WebMD Health Services has shown that programs that may have worked prior to 2020 are no longer meeting employees’ needs. To be effective, post-pandemic wellbeing programs should support employees holistically – both in and out of the office – with solutions that address issues of stress and isolation.

The new wellness challenge

Wellness challenges have been among the most reliable ways to engage employees and boost team morale. Team challenges like walking, volunteering, and balanced living often offer incentives and educational content – not to mention leverage friendly competition. Individual challenges can encourage sleep hygiene, nutrition, and self-care.

But post-pandemic, the wellbeing lens has shifted to include a need for stress reduction and connection, along with other health-related goals that may have lapsed and wellness needs that may be highly specific and personalized to the employee.

At WebMD Health Services, we’ve seen employees use wellness challenges to create more meaningful connections, reduce screen time, start and maintain a gratitude practice, find ways to connect with coworkers, enhance their ability to motivate others, or make a difference in their communities, in addition to losing weight and being physically active. The result is a more holistic challenge – one that addresses myriad aspects of employee wellbeing by seamlessly integrating health goals with those that may be emotional, spiritual or relational.

Our Invitational Team Steps Challenge, one of our most popular team-based challenges, has gone well beyond the desire to simply “get in more steps.” Employee goals include getting outside more, creating social connections, and engaging with colleagues in some healthy competition. In addition to meeting personal fitness goals – from getting healthy for a pregnancy to training for hiking season – employees reported feeling more connected, more productive, and happier in their relationships.

One frequent challenge participant told us the addition of a strong social component “has made such a world of difference since I work from home now. It’s been so rewarding and fulfilling to stay committed to this goal.”  Others emphasized having an opportunity to bond with co-workers, being pushed to get out of their comfort zone, and prioritizing ‘me time.’

Related: Why now is the time to rethink options for employee wellbeing support

Team challenges have traditionally worked to engage employees and improve workplace culture, and their effectiveness has made them a mainstay in wellbeing programs. Our surveys have found that they remain popular, with more than 90% of employees saying they would participate. But what is crucial now is that team and individual challenges reflect the changes of the new workplace and the distinct, and often difficult, journeys employees have taken in the past two years.

“One size fits all” has never been the most effective wellbeing program strategy, but in the new work environment, personalization and a recognition that employees are living and working in a stressful time – and have unique wellbeing needs – are the keys to a successful challenge that resonates, has an impact, and supports a positive and productive work culture.

Christine Muldoon, Senior Vice President, Strategy, WebMD Health Services