How investing in a health and wellness program benefits your employees and your business

Big or small, a health and wellness program tailored to your employees and organization and embedded in your culture is a competitive advantage.

Take a closer look at some of the workplace challenges facing organizations and you’ll find a common thread: the need to address employee health and wellness. Employees who lack work-life boundaries, flexible work options and a psychologically safe work environment can experience higher levels of stress, anxiety, burnout and quiet quitting. The impact of feeling unmotivated and unsupported can be seen in lower productivity, performance, engagement and retention — all of which affect the bottom line.

The state of employee health & wellness

From financial to emotional and physical wellness, some recent statistics amplify why it’s important for organizations to make employee health and wellness a priority:

On the positive side, organizations that support and promote health and wellness can see a ROI. In looking at mental health initiatives, Deloitte research found that early interventions can lead to an ROI of $5.60 on every $1 spent. Further, programs that support already distressed workers offer an estimated ROI of $3.40 for every $1 spent.

Beyond ROI, there are many other advantages to implementing a health and wellness initiative, whether you start with small steps or dive in with a comprehensive program. Whatever path you choose, take a multi-dimensional approach that encompasses different aspects, including emotional, physical, social, financial, intellectual, occupational, environmental and spiritual wellness.

This holistic approach enables organizations to develop programs that address a variety of internal and external factors that impact employee wellbeing. For example, recent news about tech industry layoffs and economic uncertainties can trigger worry and stress over personal finances. Providing financial wellness tools, knowledge and resources helps employees make informed decisions about money matters, reduce stress and gain more financial control so they can focus on being productive and doing their best work.

Creating psychological safety supports employee health and wellness

A psychologically safe workplace is a foundation of any effective health and wellness initiative. At its core, psychological safety is about creating a work environment based on trust, transparency and connection, in which employees feel comfortable raising concerns, asking questions and speaking up about needing help. Training employees and managers on psychological safety is a proactive way to raise awareness and teach supportive behaviors and practices that foster trust and transparency around health and wellness topics, from burnout to improving critical thinking and problem-solving.

Leaders are pivotal in fostering psychological safety and building trust through their actions, showing employees they are valued and supported in whatever they may be going through. If, as leaders, we want to support others, we must set an example and be willing to share our own challenges in balancing work-life responsibilities and making wellness and self-care a priority. Taking breaks and vacations, avoiding after-hour emails, participating in company wellness activities and sharing tips, apps and articles that support these efforts are a few ways that leaders can be health and wellness champions.

Start small and grow

With less stigma around mental and emotional health and greater awareness of the business benefits of workplace wellness, for many HR leaders, the question is, “Where do I begin?”

Keep in mind, it’s an iterative process to build and improve upon, based on employee and manager feedback, data and results. To start, think about your organization, industry, work environment and employee population. How do these factors impact a program?

You’ll also want to engage the CEO and leadership team early on. Their commitment and visible support are critical to any program’s success, and HR leaders are in a unique position to educate the C-Suite on the benefits of investing in health and wellness resources.

Next, survey employees on what benefits, perks and programs are most important to them. You may be surprised by what you learn and can use the data and feedback to offer choices and flexibility that meet employees’ needs and the organization’s goals.

It’s important to continually build awareness, encourage participation and educate employees on how the program can help them. Health and wellness training, town hall meetings, webinars, in-person and virtual sessions and health and wellness apps are opportunities to engage employees. You’ll also want to elicit ongoing feedback through different channels, such as surveys, an anonymous online suggestion box and one-on-one check-ins.

Collaborating with a provider of employee assistance programs (EAP) opens up an array of services, resources and expertise that you can use to design a program around your priorities and budget. Be creative — look at free or low-cost resources available in your area or network.

Related: Supplemental health & financial wellness benefits

Lastly, track progress and measure results. How many employees are using the program? What services are getting the most use? Are you seeing positive changes in absenteeism, turnover, engagement, team performance and productivity? With data and feedback in hand, you can make program improvements that can create long-term success.

Instill health and wellness into your culture

Big or small, a health and wellness program tailored to your employees and organization and embedded in your culture is a competitive advantage, empowering employees with the tools, resources, flexibility and support they need to adapt and thrive in the new world of work.

Maggie Smith, PHR, SHRM-CP, is senior vice president of Human Resources at Traliant.

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