Corporate Responsibility for Employee Well-being

Companies are investing in, and talking about — mental health more often these days. But employees aren’t reporting a corresponding rise in well-being. Why? Headspace’s 2024 Workplace State of Mind study found that work stress has negatively impacted physical health for 77% of employees and relationships outside of work for 71%. A March 2022 Gallup analysis found that fewer than one in four employees felt their organization cared about their well-being — nearly half the number who said the same at the start of the Covid-19 pandemic. So, what happened? Initiatives seem to fall short. Here's why: ◾️ Generic Solutions Don't Cut It: Work demands differ across departments. A one-size-fits-all approach for well-being won't work. ◾️ Leaders Matter: External consultants can't replace internal champions who understand the specific stressors within their teams. ◾️ Inclusion is Key: We need to address mental health across generations and genders, fostering open dialogue. Building a Mentally Healthy Workplace: A Path Forward ◾️ Tailored Strategies: Consider different work styles and stressors across departments. ◾️ Empowerment Through Leaders: Engage managers and leaders as champions for well-being initiatives. ◾️ Open Communication & Shared Experiences: Normalize mental health conversations and acknowledge diverse perspectives. ◾️ Invest in the Long Game: Mental health is a journey, not a destination. Patience and continuous improvement are key. The constant connectivity and hyper-responsiveness fueled by technology worsen work anxiety. We need strategies that address this reality. Let's Shift the Focus: 👉 Focus on People: Organizations need to be a source of connection and support. People are messy and complex, and our well-being thrives within healthy relationships. 👉 Invest in Human Sustainability: Support frameworks like the Surgeon General's Workplace Mental Health and Wellbeing model offer promising solutions. It's Time to Walk the Talk: Leaders: Prioritize your own mental well-being and share your efforts to inspire others. Employees: Advocate for change, share resources, and hold your company accountable. Together, we can create workplaces that prioritize mental health and empower employees to thrive. #mentalhealth #workplacewellness #wellbeing #leadership #communication #humanresources #burnout #prevention

Neglecting wellness comes at a high business cost. It adds up to billions in lost productivity each year. A strong wellness strategy includes initiatives that ensure the physical, financial, and psychological well-being and safety of employees. More than ever, employees and job candidates expect this. In fact, over two-thirds demand it! But how do you gain buy-in, take the necessary steps, and implement programs that make a real impact? At Wowledge, we’ve developed proven tools and practices to help organizations take meaningful action that ties back to business outcomes. Here are the tools that are part of our Workplace Wellness program: 1️⃣ HR Strategy Alignment Worksheet Identify wellness initiatives alignment with broader HR strategic objectives. https://lnkd.in/gCsjuUJx 2️⃣ Wellness Business Case Template Capture analysis and present wellness initiatives' impact and investment to secure leadership approval. https://lnkd.in/ghczg4wW 3️⃣ Total Worker Health Assessment Tracker Define assessment plans and analyze trends to identify focus areas shaping wellness strategy. https://lnkd.in/gRfuf7_a 4️⃣ Communication Strategy Template Align messages, channels, and stakeholders to enhance communication effectiveness and engagement. https://lnkd.in/gDyYbFGs 5️⃣ Wellness Impact Matrix Assess how organizational initiatives affect employee wellness, resources, and organizational culture. https://lnkd.in/gzjxredR 6️⃣ Organizational Scan (SWOT) Worksheet Identify and prioritize strengths, weaknesses, opportunities, and threats to improve outcomes. https://lnkd.in/gTqhT_gZ 7️⃣ Wellness Working Group Charter Define purpose and stakeholder clarity for a wellness-focused governance team. https://lnkd.in/giFu692x 8️⃣ Workplace Wellness Maturity Assessment Identify an organization’s wellness culture current state and maturity level. https://lnkd.in/gstE5T3p 9️⃣ Workplace Wellness Maturity Framework Outline organizational wellness stages to help prioritize actions and track progress. https://lnkd.in/g2N44im3 🔟 Wellness Leadership Competencies Matrix Align leadership behaviors to their impact on employee health, wellness, and well-being. https://lnkd.in/gQdMgQjc 1️⃣1️⃣ Five Whys Exercise Identify and address root causes of workplace challenges by systematically questioning underlying factors. https://lnkd.in/gDQfpnAh 1️⃣2️⃣ Hierarchy of Controls Matrix Define actionable strategies to reduce employee exposure to workplace hazards with systematic approaches. https://lnkd.in/gVWbNu77 1️⃣3️⃣ Brand to Wellness Matrix Evaluate how a company’s branding elements communicate and align with its culture of wellness and well-being. https://lnkd.in/gPeHiFzi 👉🏽 Sign up to explore more at Wowledge. ~~~ Click Carlos Larracilla and follow me [+🔔] for daily resources from Wowledge. ⤷ We’re ending the cycle of reinventing the wheel in HR by providing a shortcut to amplifying HR impact.

📣 "Workplace Wellness" or "Workplace Well-Being"? Which resonates more for you? After working with various companies over the last few years, I'm finding that "wellness" is often more directly related to health status, while "well-being" encompasses so much more. Workplace “wellness” ultimately...isn't cutting it for delivering the results most companies think they are getting from implementing wellness programs. Workplace Well-BEing is more than just health, and it’s the option you want if you’re looking to effectively support a vision-centered, aligned, cohesive workplace. ➡️ It's having a company culture that actually allows time and space for healthy habits. ➡️ It's having a company culture where employees feel they can speak up about their concerns, where they feel seen and feel heard. ➡️ It's having a team or company culture that doesn’t drive sky-high rates of burnout and employee discontent. --- It's no secret that much of the workforce has been on the brink of burnout for several years, feeling disconnected from their companies in terms of work-life alignment.  The reality is that a generic meditation program, a 10K step challenge, or "Wellness" webinars for your employees is not going to cut it anymore when it comes to corporate wellbeing.  Additionally, considerations for in-person versus remote positions have to be taken into account. 🛑Without a clear picture and model of how humans in the workplace perform, corporate wellness programs end up being a hodge-podge of random things to do. The result? Poor engagement, poor outcomes, and no clear connection between these programs and an improvement in team or company culture. Instead, a corporate wellbeing program that focuses on the needs of the individual alongside the vision and values of the company is meaningful, highly valued, and more attractive to incoming talent. Instead of just focusing on “reducing stress,” why not consider a new avenue of corporate wellbeing which meets the inevitable stress that comes with most jobs with: ➡️ Increased capacity to handle said stress when it arises ➡️ Appropriate recovery the reduce the impact of stress on the individual ➡️ Alignment of work with each individual’s core motivations/values Your workplace “wellness” strategies shouldn’t be generic and catch-all. They should be strategic, forward-thinking, and need to be aligned with your overall business strategy. That’s how you get your employees to actually engage and benefit from your programs, as part of a healthy community that also attracts incoming talent as you grow! Curious about how this could work for your team or company and how you could build a happier, healthier workplace in 2024? Let’s connect - send me a DM and we can talk about solutions for your team, based on human performance and true work-life alignment. — #corporatewellness #corporatewellbeing #companyculture #highperformance #worklifeintegration

What gets recognized and rewarded in your organization? Many of us were conditioned to equate 'excellent work' with 'hard work.' And hard work, typically means long hours and over delivery. But the old rules of work break for many of us, once we have kids, aging parents or need to actively manage our own health. And because women are more likely to own most household and care responsibilities, we're at greater risk for most stress-related conditions and illnesses. Yes, including burnout. But the behavior that leads to it, and expectations that drive it, aren't new. And this is bigger than making work 'work' for Moms. We need to reward different behavior for workplaces to become equitable. There are ways to recognize people and build a new kind of work culture, one that supports organizational, and employee health. Here are the key points from this week's update. 1. Your culture overrides your wellness spending. Corporate spending on health and wellness is in the billions. That's a lot of money but we all know, it's not enough. Because all of the wellness apps, nap rooms and even therapy, cannot erase the culture cues organizations send. Especially when they're toxic or promote individual heroics and long hours to get the job done. 2. So, it's time to use employee rewards differently. This time of year, there’s a unique opportunity to use the celebrating and recognition, more intentionally. In ways that help build culture, foster camaraderie, and psychological safety. When people work sustainably, joyfully, and creatively, they also come up with innovative solutions. 3. Celebrate what really matters yet is often overlooked. You know what I'm talking about. There are amazing people who are the invisible "glue" in your culture, projects and customer experience. Look at the champions of sustainable processes, and inclusive practices Like those who promote, sponsor, mentor and refer to people from historically overlooked groups. Notice when people demonstrate the values that enhance your organization's reputation and culture. Validate people who set healthy work/life boundaries to prioritize wellbeing. #employeeexperience #employeewellbeing #workingmothers #workingparents #leadership #performancemanagement

In our pursuit of workplace well-being, we often gravitate towards quick fixes. Companies roll out superficial programs, offering employees mindfulness apps or gym memberships. But are these measures truly addressing the core needs of employees? Without understanding what employees really need, we risk implementing programs that lack both impact and sustainability. While these well-intentioned initiatives are available, are they what employees would choose for themselves? When was the last time we asked our team members what would genuinely help them thrive? Mindfulness apps and gym passes might seem beneficial, but if they're not being utilized effectively or fail to address the deeper issues, we're merely scratching the surface. Employees seek lasting changes – ways to rewire their brains to be less anxious, to foster more flexible thinking. Current data suggests that the uptake of these superficial programs is minimal, and their impact on actual well-being is negligible. It's a clear sign that we're missing the mark. We need to move beyond superficial solutions and adopt a holistic approach to well-being in the workplace. This means diving into the root causes, understanding the unique needs of our employees, and developing programs that offer meaningful, lasting change. It's about offering support that goes deeper than a gym session or a meditation app – it's about equipping our employees with the tools to rewire their thought processes, enhance their resilience, and ultimately, transform their professional lives. Let's start by asking the right questions, listening intently, and creating an environment where well-being is not just an initiative but a fundamental part of our organizational culture. Because when our employees thrive, so does our organization. #HolisticWellBeing #EmployeeEngagement #WorkplaceTransformation #EmployeeWellness #CompanyCulture #WorkWellbeing

In this CEOWORLD magazine article, "How to Truly Improve Workforce Wellbeing," Jamie Shapiro, PhD, a Claremont Graduate University alumna (Ph.D. in Positive Organizational Psychology), offers a clear pathway to Improving Workforce Well-Being. Jamie explains that: 1. Wellness Program Limitations: Corporate Wellness programs, while well-intentioned, are often seen as nice-to-have perks and fail to make a systemic impact on workplace well-being, primarily due to low participation and isolated implementation. 2. Leadership Mindset Shift: A crucial step toward genuine workplace well-being is for leaders to change their mindset and view well-being as foundational to performance, not separate from it. 3. Vital Leadership: Leaders should focus on building their own vitality—physical, psychological, emotional, and spiritual energy—which is essential for performing optimally and positively influencing others. 4. Team and Organizational Vitality: Prioritizing team connection and fostering a culture of well-being that values the whole person can lead to healthier team dynamics and increased organizational vitality. 5. Culture Integration: True workplace well-being requires an organization's culture, visible and invisible elements like norms and beliefs, to consistently support and reward well-being-related behaviors. #positiveorganizations #happinessatwork #positiveleadership https://lnkd.in/gXYxsCDg

It's exciting to see how "total rewards" are evolving to cater to diverse employee needs far beyond traditional compensation. Let's dive into some of the most innovative and inclusive benefit offerings making waves in the industry! 🌟 Here’s What’s Trending: 🌍 Community Sabbaticals - Imagine empowering employees to invest in their communities while taking a break from work. A brilliant blend of personal development and social responsibility! ⏰ Milestone Sabbaticals & Experiences - Celebrate long-term service with paid sabbaticals and bucket-list adventures. A dream come true for many! ✈️ 🏃♀️ Virtual Physical Therapy - Remote work meets remote wellness. Tailored exercises and ergonomic setups right from home. Convenience redefined! 👩⚕️ Preventative Health Scans - Annual whole-body MRI scans are now part of the benefits package. Proactive health at its best! 👨👩👦 Expanded Parental and Surrogacy Benefits - Inclusive support for all parents and future parents, including gender-affirming care. Family first, always! 🌸 Menopause Support - Addressing a long-overlooked aspect of women's health in the workplace. Kudos to breaking the taboo! 🐾 Pet Insurance and Preventative Care - Extending care to our furry family members. Pets are part of the team too! 🤝 Remote Employee Engagement Platforms - Reinventing how we connect and collaborate in a remote-first world. Team bonding reimagined! 🌟 Why It Matters: These forward-thinking benefits reflect a deep understanding of varied employee needs and lifestyles. It's about creating a supportive, inclusive, and health-focused culture. By embracing these unique offerings, we're not just enhancing job satisfaction; we're ✨ enriching lives ✨ 👇 Comment below your thoughts or any unique benefits your company offers! #HRInnovation #EmployeeBenefits #WorkplaceWellness #FutureOfWork

The gift of TIME. I just learned about a company who gives 𝗲𝘃𝗲𝗿𝘆 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗮𝗰𝗰𝗲𝘀𝘀 𝘁𝗼 𝟭 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 𝗱𝗮𝘆 / 𝗾𝘂𝗮𝗿𝘁𝗲𝗿 AND 𝟯 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 𝗵𝗼𝘂𝗿𝘀 / 𝘄𝗲𝗲𝗸. These hours, and days, are IN ADDITION to the company's time off policy. Here’s how it works: 💡 𝟭 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 𝗱𝗮𝘆 / 𝗾𝘂𝗮𝗿𝘁𝗲𝗿: all 8 hours have to be taken at once and, here's the best part, the day cannot be planned in advance. It has to be a last minute, "I really need this day," decision. 💡 𝟯 𝗵𝗼𝘂𝗿𝘀 𝗲𝘃𝗲𝗿𝘆 𝘄𝗲𝗲𝗸: this one requires a scenario explanation (other scenarios apply) 👇 Monday you burned the midnight oil on a presentation, and Tuesday was a late night from a full day of business travel. Before you go to bed Tuesday night, you can email your manager to let them know you'll be using your 3 well-being hours Wednesday morning, starting your day late. No questions asked. No approval needed. Can you guess what this company is getting at with this "perk?" Yep, 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 and 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, sprinkled with 𝗲𝗾𝘂𝗶𝘁𝘆 and 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻. Reading this and thinking "no way this will work in your company?" I beg to differ. It can work, and I can help you navigate it. #workplacewellbeing #workplaceculture #leadershipinsights ------------- 👋 Hi - I’m Colleen (My husband calls me "The Good Doctor"), I'm not a doctor that saves people (I'm a PhD), but I do have 25 years of experience in wellbeing, culture and people within the context of the workplace. If your company wants to do "well-being at work" successfully, a #Wellbeing and #Culture #Leader is needed. I can serve in this role from a #Fractional standpoint. 🤝 Follow me or even better, let's connect!

It’s a common misconception that the bottom line should always take precedence in business. But the heart of a truly successful company beats to a different rhythm, one where employee well-being walks hand-in-hand with company profits. Reflecting on my journey as a CEO, business owner, and consultant to top companies, I’ve seen firsthand the immense pressure to prioritize profits. And yes, profitability is a vital sign of a company’s health and a necessary outcome for sustainability. However, my experience has taught me that achieving financial goals doesn’t require sidelining the well-being of our teams. In a caring culture, the health, happiness, and overall well-being of each team member is not just an afterthought - it’s a core component of the business strategy. 🌱 Nurture a supportive environment 🤝 Prioritize mental health and wellness 📈 Balance profit with people-focused policies This belief in the symbiosis of employee well-being and company profits has been both a guiding principle and a proven strategy in my leadership journey. We have no business without our people, and ensuring they flourish is not just the right thing to do—it’s also smart business. By valuing both our people and our profits, we don’t just grow financially; we evolve as a beacon of innovation, attracting top talent and fostering a workplace where everyone is driven to succeed. Remember, a company that cares for its people is a company poised for unparalleled growth and impact. Let’s not just chase profitability but do so in a way that ensures our people are thriving, too. As we strive for performance, productivity, and profits, let’s make sure our approach always includes nurturing our greatest asset—our people. #Leadership #CompanyCulture #EmployeeWellbeing #BusinessStrategy

(Sigh) “This work is so needed.” No matter where I go, who I speak to, or in what capacity, I hear this same response when explaining what we do at W3RKWELL. Over the last 6 years I’ve connected with individuals - leaders, HR professionals and employees - who all have stories to share about how their work cultures have affected their health and general wellbeing. For me, who is used to these conversations by now, it’s not just about the person in the office (though my heart goes out to them). Its the spouses, who wish their partners had a healthier work life, and who feel their partner’s stress alongside them. Its the friends, who worry about the mental health of their favorite people who deserve better. And occasionally, I hear from people’s children, who simply say, “Yeah, they work a lot.” Employee wellbeing is not resilience trainings, meditation apps, or other external solutions that put the responsibility on the shoulders of employees — it is redesigning our work environments to reduce friction and stress and to improve flow, collaboration and connection. It’s creating work cultures - living, breathing places - that are designed to operate in support of those in the ecosystem by putting the individuals and their experiences at the center when designing systems, policies and physical spaces. It’s considering the science of human behavior and understanding how our bodies and brains work, as opposed to asking people to soldier on for months or years at a time. It’s performing premortems to ask, “How will people be affected by this change/policy/project/decision?” It’s removing waste and non-business essential work, so people can focus on what matters and go home on time to enjoy their families, pets, plants, friends, hobbies and/or solo time until 9am (or later, my day starts at 10!) the next day. This (and so much more) is employee wellbeing. And companies that adopt this progress will dominate the future of work. Join the workplace revolution by sending this critical topic to the world’s most innovative stage, #SXSW😎👏 https://lnkd.in/g2Yb-nfh #hypesquad 🔥 Brandon Moynihan Shannon Lord Shannon M. Flahive Mark Briggs Hema Crockett Jamion Christian Morgan Wider Trevor Blondeel, PCC Shannon Cosgrove Joanna Lohman Kiley Peters (Rossi), MBA, CPCC, ACC, CEPA Cara Poppitt 🔥 Kara Redman Stephen Shedletzky Josh Marans Dana Garaventa, GPHR, PHR Dori Wittman