As the line between personal- and work-life blurs, employees are often left feeling overwhelmed, depleted, and disengaged. Workplace wellness and well-being programs help employees manage both their office and personal lives, contributing to marked increases in employee engagement, workplace morale, productivity, and overall satisfaction, which all have an impact on business performance.
To get a better understanding on how well-being programs can help employers and employees, Dr. Rajiv Kumar answered some questions from BenefitsPRO on how best to engage, implement, and drive success with well-being plans. Dr. Kumar is the president and chief medical officer at Virgin Pulse, a company focused on designing technologies to breed healthy lifestyle choices for employees.
What is the most complicated factor in implementing a well-being program?
The most complex aspect to implementing a successful well-being program is designing a program that reflects and reinforces an organization's unique culture. Well-being shouldn't be a one-size-fits-all bolt-on program, but rather an integrated and personalized component of an organization's culture.
This requires an organization to define who they are, what their mission is, and what values they want to proliferate across the company to support the achievement of that mission. Well-being programs that are embedded into the culture of an organization see stronger enrollment, higher participation rates, and greater long-term sustainability — which leads to higher overall employee engagement.
What are the top 'perks' employees want in a well-being program? If the program doesn't have it, how does that affect morale surrounding the program?
Rather than focusing on perks or rewards, we have found that employees are simply looking for effective, relevant and engaging programs that will help them meet their personal goals, overcome challenges, and be successful at work and in their personal lives.
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