There’s an old adage that says, “If it were easy, everyone would do it.”
In the case of diversity, equity, and inclusion (DEI) program implementation, it would be more accurate to say, “If it were easy, everyone would do it well.”
As it turns out, there are often unexpected hurdles in the way of success.
When employees face stress, burnout, depression, and anxiety, practicing mindfulness can be a powerful tool to help them navigate their emotions. At the same time, though, not all employees warm up to “mindfulness” as a concept, let alone a practice. They may be skeptical of the benefits, or hesitant to give it a try.
That doesn’t mean you should abandon it altogether.
By incorporating various types of mindfulness activities and challenges into your wellness program, you can meet your employees where they are—and help everybody benefit from mindfulness, in whatever form it takes.
Member satisfaction and reenrollment—the holy grail for health plans—is becoming more challenging. Today’s health plan members are concerned about value. They want the best health outcomes for the lowest cost.
Employers and brokers have a big stake in the game, as well. It’s their job to select plans that offer the most holistic, equitable care for everyone.
If the past two years have taught us anything, it's that companies need to make employee well-being a top priority. That goes double when talking about chronic illness, which impacts 60% of adults in the United States.
Employees with chronic illness face the demands of two jobs: their paying job … and the job of managing their illness.
Fortunately, employers who help fill the support gap can make a big difference. And it’s a win-win, for the employees and your company.
From health care to transportation to education, voluntary staff attrition has become a big enough problem that HR teams are digging deep into their bag of tricks to attract and retain talent.
Some companies are even dangling the carrot of helping alleviate student loan debt, which seems to be charming candidates—and improving employees’ financial and emotional well-being.
It seems the days of herding every new employee to the same location for onboarding is a relic of the past. Remote onboarding has become the new Welcome Wagon.
That isn’t because remote onboarding is easier—in fact, it’s just the opposite.
Keeping your new hires engaged throughout the process and beyond is no cakewalk. And it’s not a job that should be tasked solely to HR.
Your onboarding process can set employees up for success right out of the gate, or leave them stumbling—and unsure if your company is the right fit for them.
But even if you already have a well-established onboarding process, it probably wasn’t designed with remote work in mind.
When your new employees are on the other side of a video chat, how can you give them a great onboarding experience?
We already know attaining wellness is easier for some people than others. Some attribute it to motivation, others to body shape or genetics.
But what if it’s because of their neighborhood—or the society they live in?
You’ve likely heard the terms “health equity” and “social determinants of health.” As it turns out, paying careful attention to these two things can be key to increasing employee engagement and improving the health and well-being of employees.
It’s a new year! That means new beginnings and a fresh start for all of your employees.
While it may be easy to stay motivated shortly after the New Year, colder weather and shorter days can ultimately wane the best of wintertime intentions. For your employees struggling now that the holiday season is over, this is the perfect time to give them ideas for staying active and productive instead of hibernating on the couch.
Emotions are often tied to food to some degree. After all, there's a reason why we call it comfort food. Certain foods just make us feel better emotionally.
But it can become a problem when you eat because you want to feel better emotionally—especially if that becomes how you process all of your negative emotions.
