As summer shifts into high gear, more employees are returning to their pre-pandemic place of work: the office. And while each company is unique in their approach to what this looks like, many are dedicating more attention to their employee wellness programs to stay competitive in a strong labor market.
The U.S. job market looks starkly different today than it did at the start of the COVID-19 pandemic — and there are plenty of new challenges. A 2018 Workplace Burnout Survey from Deloitte indicates that 77 percent of full-time American professionals have experienced employee burnout at their current job. The business consulting firm also found that nearly 70 percent of professionals feel their employers are not doing enough to prevent or alleviate burnout within their organization, with 21 percent of respondents reporting their company does not offer any programs or initiatives to prevent or alleviate this exhaustion.
While wellness programming is not the silver bullet to solving employee retention and recruitment issues, it can make a difference in supporting your professional talent’s well-being and avoid the dreaded experience of burnout. Employee training specialist Jennifer Kurth from Bremer Bank shares her five ways for companies to start and sustain successful employee wellness programs.
Work with purpose
A wellness program can only be as strong as your company culture, so make sure you’re starting from a good foundation. Educate and engage your employees on the company’s mission, vision and values while finding ways to instill them into your daily work. When it is time to update these pillars, invite your employees to help rewrite them.
Don’t ignore the importance of benefits
Pay close attention to your benefits package. A lack of paid time off or sick leave is a significant workplace stressor for U.S. employees, according to the American Psychological Association.
Employee Assistance Programs (EAPs) are helpful resources for employees and their dependents. EAPs provide many benefits, from immediate 24-hour assistance hotlines to designated spaces to discuss personal issues impacting work performance, offering the confidentiality to discuss sensitive information. EAPs can also benefit the employer in minimizing associated costs with company health insurance plans.
Evaluate your current work environment
A productive work environment doesn’t start and end with a standing desk. Small, low or no-cost investments like handwritten thank you cards to employees, or recognizing an individual’s work during staff meetings, can go a long way in boosting company morale and stimulating a supportive team culture. Larger investments like the creation of a wellness room or indoor walking zones to encourage collaboration and movement can create a lasting impact.
Keep track of what’s in the cafeteria
Assessing what’s served in company vending machines or cafeterias can make a significant impression on new and existing employees. Healthier snacks boost brainpower — helping people stay focused during the workday — and encourage similar meal habits outside of business hours.
Consider:
- Working with your suppliers to increase the number of healthy options.
- Keeping items clearly labeled and at eye level for easy reach.
- Swapping out heavy lunch options like pizza for lighter fare like salads.
- Encouraging employees to bring healthy food to share with co-workers.
Implement programming changes slowly
When it comes to programming, slow and steady wins the race. Customize wellness initiatives to fit your company’s unique culture and incorporate new additions over time. Employee appreciation doesn’t have to cost a lot of capital, nor does it have to look the same year after year.
Remember: there is no silver bullet to solving employee retention and recruitment issues. But with smart implementation, wellness programs can be effective tools in your human resources toolbox and help combat the harmful impacts of burnout.
Bremer Financial Corporation is a privately held, regional financial services company with $16 billion in assets. Founded in 1943 by Otto Bremer, the company is headquartered in St. Paul, Minnesota, and provides a comprehensive range of banking, mortgage, investment, wealth management, and insurance products and services.