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Posts tagged ‘health and wellness’

6 Ways to Create a Culture of Well-Being – #CeridianINSIGHTS

wellness fitnessToday’s overwhelming focus on health and well-being remains on the physical aspect of wellness (i.e., exercise, nutrition, etc.), but there are other key elements that go into creating healthy employees and a healthy work culture. These more holistic factors need to be addressed in order to create lasting organizational change that will truly impact the business and performance outcomes.

During one of #CeridianINSIGHTS break-out sessions, Keith Peterson, VP of Marketing at Ceridian, shared current employee engagement research and trends around health and well-being. He offers six practical tips for addressing an employee’s full suite of well-being needs.

Well-being as a multi-dimensional and complex issue

According to the Merriam-Webster dictionary, well-being is defined as a state of being happy, healthy or successful. Industry sources, such as Aon Hewitt and Gallup, have loosely categorized well-being into four categories, including physical, emotional, financial and social. In looking across industry trends and reports, Peterson expanded that list to include the following six core elements that make up an employee’s well-being:

  • Physical – this encompasses positive health and physical functioning; exercise, good nutrition
  • Emotional – self-confidence, self-esteem, having a sense of meaning, purpose and emotional resilience
  • Financial – having the ability to manage and control finances, making sound and balanced financial decisions
  • Social – being surrounded by supportive and fulfilling relationships
  • Occupational – gaining personal satisfaction through one’s work and having a positive attitude about work
  • Spiritual – the feelings of being part of something bigger than oneself

6 imperatives for creating a culture of well-being

For companies looking to effect change in their workplace and create a culture that is more mindful of the whole person, they need to better understand how various factors outside of work influence things like productivity and engagement. Start creating a culture of health by following these six steps:

  1. Define the why – Before implementing any kind of wellness strategy, you need to step back and understand how, why and where wellness fits into your overall business strategy. Are you seeking to improve productivity, control costs, manage absences, or retain top performers? Whatever your goal, be sure to understand the “why” before taking steps to implement a plan.
  1. Assess your current state – Evaluate your current employee population, review your corporate philosophy, and be honest about what you are currently doing when it comes to employee well-being. Be truthful with yourself as you peel back the layers on your current programs or policies to better understand where you want to go.
  2. Determine your focus (short and long-term efforts) – Once you’ve assessed your current state, the next step is to make a plan. Identify who the stakeholders are and who will be on the internal team. Build a common language, set your priorities and develop your overarching strategy for short and long-term goals.
  1. Design the program – As you design your program to maximize resources, factor in key considerations, such as what motivational approach will work best with your employee population. Remind yourself of your goals and objectives as well as what results and impact you want to achieve. Be sure to also consider potential risks, resistance or conflict with existing policies that you may encounter.
  1. Communicate and manage the program – Consider how you will make the program accessible and attractive to employees. How will you launch the program and effectively communicate with your employees so they are engaged and want to participate? Be sure to make the program highly visible and, when possible, align with your internal brand or other benefits programs. Keep in mind that there will be employees at different stages of well-being, so it’s important to understand your employee population.
  1. Monitor results and impact – As you seek to understand the usage and effectiveness of your program, identify and establish procedures upfront for collecting and analyzing relevant data. For example, are engagement scores going up? Is absenteeism going down?

As you work to create a culture of well-being, keep these six tips in mind. By starting small or implementing a pilot program, you can take important steps towards creating a long-lasting culture of holistic well-being.

5 tips for gaining a competitive advantage in corporate wellness

Young executive standing with team mates discussing at the backAs they search for every possible way to gain ground in the “war for talent,” many of today’s organizations have explored the idea of using corporate health and wellness to gain a competitive advantage. The idea is simple and possibly game-changing – if you can offer better health benefits than your competition, you’ll be more likely to attract and retain top talent to work for you.

According to the Young Entrepreneur Council, wellness has become a far more important piece of the talent management and retention puzzle in recent years. Joshua Love, president of Los Angeles-based wellness consultancy Kinema Fitness, told the news source that wellness has become a far more competitive area – and it’s one where many businesses still have a lot of room to improve. Read more

Focusing on all kinds of corporate health and wellness

wellness programOne of the primary objectives of any human resources office is to prioritize wellness. The thinking is that if workers are healthy, they’ll be more productive. With that in mind, HR leaders have set out to make corporate health and wellness a key value in the years ahead.

But here’s the thing. When people in HR today talk about wellness, they’re not just emphasizing the usual factors like eating well and exercising right. They care about other types of wellness just as much as the physical – notably, including financial independence, which is another type of health that people should think about more.

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On the importance of alleviating employee stress

employee stressWhen workers begin to feel overworked or stressed, employee retention and productivity is a major challenge. In this situation, human resources leaders have a difficult balance they must strike. On one hand, they want their team members to be as efficient as possible so that the company gets the best possible return on the money it’s investing in wages. However, if they push their employees too hard, companies might fall victim to other problems that lead to inefficiency – burned out employees, workplace conflicts and ultimately turnover when these workers quit.

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3 steps for confronting the problem of workplace stress

stress3Many companies work tirelessly to ensure corporate health and wellness, but there’s a common problem that often stands in their way: stress. If workers are feeling overworked, emotionally distraught or unable to tackle their agendas for any other reason, it can be tremendously draining for an organization.

Sadly, this is a common problem. According to HR Professionals Magazine, it’s an expensive one for companies everywhere. In the United States, the total expense that companies incur because of worker stress totals an estimated $300 billion per year. This financial burden stems from several specific causes – health care expenditures are greater, productivity dips when employees take time off and, in extreme cases, stress can lead to diseases that seriously impede workers long-term.

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The ‘sandwich generation’ is caught between parents and children

sandwich genWhen it comes to corporate health and wellness, the best approach is to focus not just on keeping the employee healthy, but rather to pay attention to the entire family. Within a certain demographic, many workers worry about providing for their spouses and children with their jobs, not merely themselves.

That’s not all. There are many employees who work every day to provide for their kids, and many more who represent their elderly parents’ interests. There are even an unlucky few who are stuck in the middle – “sandwiched,” if you will.

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