Few things bring teams together and inspire individual achievement more than striving toward a shared goal—or overcoming a shared challenge. We all learned that lesson in 2020—but in 2021, your organization can apply the idea to something a bit more healthy, fun, and productive.
A company-wide employee wellness challenge that all employees participate in is one of the key best practices for implementing a successful wellness program.
We don’t know what the future will hold. The COVID-19 pandemic might start to recede, or it might worsen. Our children may continue remote education, or they may head back to school. The economy might begin to recover, or it might drop a bit more.
One major source of uncertainty for your employees is the question about where they might find themselves working in the coming weeks and months. Will they stay at home for the foreseeable future, or will they be called back to the office?
The war for talent hasn’t stopped just because of the pandemic. If anything, the competition for top employees has intensified in 2020. With so many companies embracing remote work, many employees are no longer restricted by geography when it comes to their employment options. Another effect of the rise in remote work? It’s become even more difficult for companies to keep high-performing workers from considering employment elsewhere.
It’s understandable if you’re not feeling 100% like yourself in 2020. Neither are your employees. In times of upheaval, the “soft” skills we use at work—focus, patience, creativity, attention to detail—can all suffer.
How can we regain our sense of stability?
A thriving wellness culture doesn’t just happen overnight. It’s something every organization has to build—sometimes from the ground up. A Wellness Champion Network can help you get there faster, with more buy-in throughout your organization.
What is a Wellness Champion Network? It’s a team of people working toward the same goal: making your company a healthier place.
I’ve noticed there's a lot of talk in the business world about engaging employees and improving morale, but a large percent of the workforce continues to be actively disengaged. According to a recent Achievers report, only 19 percent of employees consider themselves “very engaged.” In addition, employee burnout is hitting an all-time high with more than two-thirds, or 69 percent, of employees experiencing burnout symptoms while working from home. What can we do to address disengagement? Start with employee recognition.
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.
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.
