Making Wellness a Priority in the Workplace
News Headlines
Before 2020, the idea of incorporating a wellness program into the workplace was viewed as more of a “nice to have.” Then the pandemic happened. The personal challenges people were facing were real, and the need for employer empathy, understanding, and support exploded. Business owners and managers began looking for new, creative ways to help people take care of themselves and their families, achieve balance, and avoid burnout, while also remaining connected and productive while on the clock. The answer, for many, became clear with the launch of workplace wellness programs. They encouraged staff to step back, acknowledge their needs, and take advantage of new resources to achieve wellness — physically, emotionally, psychologically, spiritually, and financially.
“The pandemic provided an opportunity for all of us all to think and do things differently, and to really consider what matters most in our lives,” said Eleni Pallas, executive coach, leadership development educator, and trainer. “Employers felt that shift as it took place, and many made it a priority to find out what their teams needed in order to work at their best. The programs they built had lasting impact, and over time, became seen as ‘must haves’ rather than ‘nice to haves’ for many business owners and managers.”
As the pandemic came to a close and companies resumed normal operations, many opted to keep — and grow — their newly-established workplace wellness programs — because the benefits were clear. Staff members who felt well worked more efficiently and productively. Team members who were given opportunities to connect with one another on a personal level, and have a little fun in the workplace, worked better together.
“Wellness programs can include anything that aims to create balance, such as mindset change. They give people the means to feel energized, happy to come into work, and inspired to give their best,” said Pallas. “They help staff feel connected and cared for, which translates to higher levels of effectiveness, dedication, and loyalty to the employer.”
Understandably, leaders who have not yet established a workplace wellness program may struggle to know where to begin. It is important to recognize that every corporate wellness program is different, and the strongest and most impactful ones are those that are built around the types of support people need the most.
“Ask them,” suggests Pallas. “Engage your team in the process. Find out what they are interested in, and the types of activities would be a good investment of their time. They will appreciate that they were able to offer their perspective and more inclined to participate if they feel the wellness program was built — or is being grown — with their specific needs in mind.”
Another recommended approach is to create a wellness committee within the organization, comprised of representatives from various departments or areas of the business. Make it the committee’s charter to collect input from others, plan and build programs, promote activities, and encourage staff participation, and track and report results.
“Creating a platform for people to get involved, get excited, and have buy-in, out of the gate, is key,” said Pallas. “Wellness programs have the potential to revolutionize cultural change at very individualized levels as well as at the team level. It’s a worthwhile investment for businesses of all sizes and industries to consider. The impact is proven, and significant.”