When you think about creating a healthy company culture, do you include employees’ financial well-being?
You should.
A PwC survey from May 2020 found that for 54% of America’s workers, financial matters or challenges are the largest sources of stress. That number has surely gone up since then, as the economic effects of the COVID-19 pandemic continue to reverberate.
In short, when it comes to financial wellness, America’s workers aren’t feeling well.
The change of seasons may be a little bit harder to recognize this year. In many areas, the kids aren’t going back to school full-time. Traditional events like Halloween and Thanksgiving may look quite different. Football season is opening to empty stadiums.
Yet, fall is happening, nevertheless. The air will get crisp, the leaves will change, and the coffees and candles will be pumpkin spiced.
Editor's Note: We recently updated this previously published post with new insights. Enjoy!
The generational makeup of the workforce is changing rapidly: for the first time in history, four generations of employees are represented in the workplace. Millennials have surpassed both boomers and Gen X to make up the largest portion (40%), while the first wave of Generation Zers, composed of people in their early 20s, are just entering the workforce.
Whether your employees are working from their living rooms or have been on-site all along, odds are you’ve had to adapt your corporate wellness program to our mask-wearing, social distancing new reality. And with a little imagination and flexibility, this hasn’t been too difficult to do.
Biometric health screening, however? That’s a different story.
What if there was an easy way to help your employees stave off depression, increase their life satisfaction, boost their well-being, and even live longer—all while making the world a better place? Including it in your employee wellness program would be a no-brainer, right?
There is such a thing. And it’s not a complicated new diet or a strenuous fitness routine.
It’s volunteering—the simple act of helping others.
As the COVID-19 pandemic continues to rage in hotspots throughout the country and around the globe, it’s beginning to dawn on the working world that the “new normal” may mean continuing to work from home full-time, part-time, or on a flexible schedule.
Remote work is likely here to stay for many companies. Is that good news or bad news for your employees’ well-being? As it turns out, it’s a little bit of both.
Adult life is busy. There’s work with its competing demands and deadlines, the many chores involved with managing a home and raising a family, social obligations, personal time for exercise, and once in a while, a little bit of relaxation.
That doesn’t leave much time for learning and developing new skills. Fortunately, “not much time” may be all that’s needed.
As the coronavirus began to spread around the country at the beginning of this year, America’s white-collar workers migrated en masse from their cubicles, offices, and conference rooms to their living rooms, dens, and kitchens. Card tables and folding chairs replaced ergonomic office chairs and desks. Smaller laptop screens took the place of multi-monitor setups.
And many of us are still there, working from our improvised home workspaces.
Far from a “nice-to-have,” wellness programs are being recognized as key to increased employee engagement and lowered healthcare costs—especially right now when stress is at an all-time high for most Americans.
The challenge? Getting a wellness program and platform that will spark enthusiasm (and great results) among your employees. That’s why evaluating and purchasing a corporate wellness platform typically involves an RFP process that includes evaluating proposals, creating a shortlist, interviewing vendors, and choosing a winner.
How do you do this the right way? Read on.
Diversity, equity, and inclusion: For some companies, these are corporate buzzwords, to be hashtagged into some timely social media posts.
Other companies, however, recognize that celebrating and encouraging differences, making success attainable to all, and creating supportive communities are not only the right thing to do, they’re the formula for a stronger, better workplace.
The thing is, diversity, equity, and inclusion (DEI) don’t just magically happen because of good intentions. For DEI to truly become part of an organization, it must be integrated into everything a company does, including corporate wellness programs.
