Workplace wellness programs are more than a nice-to-have perk for employees and they should actively augment goals and values. Start with your corporate mission, how does it drive behaviors and beliefs in the office?
Employee engagement is defined as the deep connection and sense of purpose at the work that creates extra energy and commitment. It's all about the difference between "I have a great idea I'm trying out" and "that's not my job."
As business is taken care of by the people, it is mandatory to take care of the people in terms of health and wellness. But many things depend on the risk to spend money and further getting ROI on the investment made and that initiate debates.
Normally we interpret wellness as a focus on cutting health costs, increase in physical activity and proper nutrition. Financial Well-being keeps stress free and impacts physically and emotionally, keeping other health problem at bay and increases productivity.
Manager support matters, in fact, our research indicates that managers are an important driver of how supported your people feel. Managers can make a difference in employee health and well-being by asking, listening, coaching, clearing roadblocks.
To make employees engaged, employers must make sure the workforce is healthy and energized with a purpose. Engaged employees go above and beyond, embrace diverse approaches, drive innovation and deliver better business results.
When employees get the support from the organization, they are more likely to have higher well-being. Great organizations know that organizational support drives employee well-being and real employee engagement.
In order to flourish the company culture, it needs to visibly demonstrate support for employee well-being and engagement. Perks, policies, and programs can support or undermine culture but they are not the real deal as the culture can't be written down.
