The pandemic is redefining people’s and organizations’ wellbeing. Covid-19 has altered people’s perceptions of health and fitness, both at home and at work. It has provided us with possibilities to elevate wellbeing and its criteria, such as mental health, financial stability, relationships, and work-life balance. Personal well-being is no longer just the responsibility of people and doctors, but also of companies and human resource executives. In 2022, one of the most crucial tasks for each organization is to start over and focus on employee wellness initiatives.
Work schedule flexibility, Yoga courses, or health insurance policies are not examples of employee wellness programs. Such benefits reassure companies that their employees have a better sense of work-life balance and have a favourable attitude toward their employment and workplaces. However, according to a recent Gallup poll, 76 percent of employees have experienced burnout as a result of bad management, unsustainable workloads, and even discriminatory treatment at work. Unfortunately, the dismal numbers do not stop there.
This is where an Employee Wellness framework comes in handy. A framework focusing on resilience training, virtual mental, mindfulness applications, and good coping methods will be critical. Every firm, large or small, should plan ahead and develop employee wellness program ideas for 2022. Let’s have a look at a list of things to bear in mind while you work on the framework and prepare your firm –
Understand each generation:
A one-size-fits-all strategy will not result in workplace wellness; each generation has different beliefs and objectives, which must be respected and treated individually. For context, today’s workforce is made up of five generations: traditionalists, Baby Boomers, Generation X, millennials, and Generation Z. For example, whereas Boomers value health insurance and a retirement plan, Gen X is more concerned with pay. At the same time, Millennials and Zoomers value paid time off and having discretion over when and where they work. Generational differences are intriguing, especially in terms of how they affect labour-force behaviour.
Diversity, Equity & Inclusion:
The “Emotional Tax” the strain placed on employees who feel they must be on guard to defend themselves from bias and discrimination is one of the most major risks to workplace wellbeing in terms of diversity, equity, and inclusion. Creating a sense of belonging is critical to carrying out DE&I activities. It’s easier said than done, but there are immediate actions you can do to lead from the front. To combat unconscious prejudice, you may try blind hiring or experiment with responsible AI Tools or any of the Tech tools in your HR process.
Wellness into all levels:
A holistic approach to workplace wellness considers an employee’s personal wellbeing to be linked to their professional wellness, recognizing that life and work are inextricably linked and that one impacts the other. As work and life grow more entwined, companies must consider not only their employees’ work performance but also their entire life happiness. The great thing about holistic wellness is that a corporation can only do so much to help employees outside of the office. This tendency, though, may be as basic as appreciating employees’ time away from work. Or simply a modest demonstration of their thoughtfulness.
Mental Health:
Although there are definite advantages to working from home, it is now clear that many of us are experiencing zoom fatigue. In fact, the pandemic has simply exacerbated pre-existing mental health difficulties in all sectors of society. When it comes to attracting and developing top talent, workers must understand that free pizza or an afternoon of virtual courses will not suffice. In 2022, health and wellness solutions that emphasize resilience training, virtual mental health services, mindfulness applications, and positive coping techniques will be critical.
Hear them talk:
Spend some time listening to your staff! Though you do not address employees’ complaints, they will feel as if they do not have a voice. When you listen to and act on your employees’ ideas, you may be able to make them feel like valuable members of your organization. This improves your workers’ well-being by making their work more meaningful. Employer wellbeing may be considered as a synthesis of several factors. As a result, enhancing employee well-being improves employee experience.
Creating a pleasant work environment in which your workers may flourish necessitates a purposeful work environment as well as a less stressful one. Employee pulse checks are essential for ensuring that your staff are pleased at work. It is essential to have an employee management system in place in your firm in order to collect all of the necessary data from your employees in order to obtain employee insight and better prepare for business efficiency.
(The author is Mr. Haresh Awatramani, CEO, Beehive and the views expressed in this article are his own)
