Remote work was already on the rise. In 2015, 3.9 million U.S. workers were working remotely. By 2019, that number had grown to 4.7 million.
In the past few weeks, however, that number has exploded. To support social distancing during the current spread of the COVID-19 virus, more and more companies have asked (or ordered) employees to work from home.
If one were to believe media depictions, Millennials are lazy, entitled, way-too-sensitive kids, who expect plum management positions straight out of college and have no interest in “paying their dues” at work.
Or (hear us out) maybe they just have different aspirations and priorities?
Millennials—who are definitely not kids, with the very youngest of their generation rapidly approaching their thirties and the eldest now in their forties—have been devalued and misunderstood in the workforce. When engaged with their work and their employer, Millennials are driven, passionate, and eager to take on new challenges.
So … how do you engage them?
Note: This is a special-edition article from WellRight's Vice President of Marketing, Lynn Zimmerman.
Greetings from Camp Denali, located in the heart of Alaska at the literal end of the road in Denali National Park. This is where I spent a week of my summer vacation, and it was amazing; I didn’t want to leave. As we were planning our Alaskan holiday, I have to admit that sleeping in a cabin without electricity and running water was a bit daunting to imagine, but the service, gourmet plated meals, knowledgeable hiking guides, and especially the sense of community made it well worth the slight inconveniences. In fact, I began to enjoy the morning fires to heat up the cabin and the walks to the lodge for a hot cup of tea in the late afternoon.
You hardly talk to each other anymore. You’re spending more and more time apart, and when he is with you, his heart just doesn’t seem to be in it. He’s being secretive, wearing nicer clothes, and you’re noticing an increased number of unexplained absences.
Finally, he sits you down and says it: He’s leaving you … for another employer.
Motivation. We all want more of it, but few of us can seem to find enough of it. And when we do find that burst of enthusiasm, how often do we use it to improve our health and well-being?
Odds are, you’re not the only one having trouble putting yourself first and taking steps to improve your health; your employees are, too. But imagine what could happen if you could change that—if you could boost motivation among your entire staff, energizing them to take action toward improving their well-being?
“You think you’re busy—just wait until you have kids!”
As irritating as this pronouncement can be to those without children, there is a certain grain of truth in it. Having children really does add a hectic new dimension to life.
But, there’s work to be done. And so, new parents must find a way to balance the demands of their job with the demands of their tiny, toothless new overlords. What role can their employer play? How can the company culture support new parents and set up a win-win situation for everybody?
The term “carrot and stick” comes from farmers dangling a carrot in front of animals to encourage them to make forward progress. But while farmers rarely let the hard-working animals get the carrot, today’s employers know better.
Instead, they understand that to encourage positive change—like participation in biometric screening—they need to offer the “carrots” employees can actually earn and enjoy.
Wellness is more than a single blood pressure reading or the number of miles we logged last week on our Fitbit. Instead, wellness is a complex connection of systems, with each one affecting the next.
Because of this, companies who take a siloed approach to employee wellness, focusing solely on nutrition or fitness, do themselves—and their employees—a huge disservice.
But imagine what could be accomplished when an employer helps their employees not just eat well and better manage health conditions, but also plan for retirement or college, teach stress management and coping strategies, and develop social groups to keep employees feeling connected.
Impact. Selflessness. Courage. Responsibility.
When Netflix wrote and published the 126-slide deck “Netflix Culture,” it used these words, among others, to clearly describe to employees the behaviors and attributes the company deemed important for success.
Many other companies don’t put anywhere near that amount of thought into their culture … if they put any thought into it at all.
But optimizing your company culture can be one of the most powerful ways to improve not just the wellness of your employees, but the wellness of your company as a whole.
Employee engagement is a term that all managers will hear (and use) at some point in their careers. After all, what manager wouldn’t want their employees to be engaged in their work? But beyond that superficial appeal, employee engagement can be the key to your company’s success.
What is employee engagement, really? Why is it so important? And above all, how can managers spark deep engagement in their own teams?
