Latest Insights Into Employee Wellness Concerns in a Hybrid Workplace
1. Less camaraderie with coworkers after transitioning to remote work—the top concern raised by leadership was that virtual work hinders culture and connectivity.
2. Employers will need to plan and build in time for engaging virtual activities and have regular check-ins and huddles with smaller groups as needed. They should consider ways in which the organization can use virtual platforms to encourage employees to interact in meaningful, intentional ways.
3. When it comes to stress management and productivity, middle managers are feeling the squeeze more acutely than individual contributors or senior managers. They report the lowest scores for stress reduction when compared with senior managers and individual contributors.
4. Dispersed employees working remotely will require new leadership behaviors to compensate for the reduced socioemotional cues characteristic of digital channels. Leaders will need to rely less on hierarchical and focus on inspirational forms of leadership.
5. Women with children report the lowest scores for work-life balance. This divide carries over into ratings for productivity, stress and overall satisfaction.
6. Employers will need to encourage their employees to take time outside work to engage with friends or family, exercise or take a proper lunch. This will lead to remarkable impact on their work-life balance, productivity and work-related stress.
7. The long term mental health impacts of the COVID-19 pandemic will outlast the physical health effects.
8. The crisis has driven employees to rethink their priorities and given them a renewed focus on quality of life. This means employers need to adapt to these evolving needs and demands to attract and retain future talent.
Three Reasons Why Virtual Wellness Classes Are Needed in a Hybrid Workplace.
1. Increased choice, access and flexibility.
Another major benefit of virtual wellness classes is scalability. In the past, the number of individuals that could attend on-site wellness programs was limited to the size of the location. However, this limitation simply does not exist with virtual wellness classes. This means your wellness programs can expand as your company continues to grow.
Additionally, virtual wellness classes that are recorded give employers the opportunity to offer their employees a wider range of virtual classes that they can attend on their own time.
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2. More cost-efficient and impactful.
Many individuals are looking to join programs they can access independent of their location. Virtual wellness programs provide a way for employees to build healthy lifestyle habits in the comfort of their own home, and on their terms.
Unlike onsite wellness programs, virtual wellness programs are typically more economical for companies while also improving the productivity of their employees. Companies are able to optimize valuable wellness budget because they won’t need to acquire additional facilities to accommodate the resources needed to host in-person classes.
3. Easier and accurate measurement for future decision making.
With a virtual wellness program, you can gather centralized information such as – how many employees are attending each session, how many employees are re-watching the recordings, and which sessions they prefer.
When you invest in employee wellness, what truly matters are the insights that guide your decision making process. Whether you are doing it from a place of love or accounting, it’s necessary to ensure that your decisions are based on accurate insights. This is particularly important when connecting teams across cities or countries.
Top Corporate Wellness Programs For 2022
Mindful Eating & Nutrition
Creativity & Team Building Workshop
Three Questions to Consider Before Booking a Virtual Wellness Class.
1. Will the vendor provide customizable programs to meet your company goals?
From pilates to chair yoga and mindfulness meditation, the options are endless. It’s not just about what is available, it’s checking if it is the right fit for your team. Don’t hesitate to ask your wellness provider for recommendations based on their experiences working with different teams.
Experienced vendors will be able to provide specific class recommendations based on:
- Team size
- Unique challenges within your industry
- Unique challenges within your company ex. layoffs, long hours and strict deadlines, remote teams, low morale
- Your corporate culture and existing wellness initiatives
- Your budget
- Quantifiable goals and targets
2. Are the vendor’s classes accessible, non-religious, office friendly and inclusive?
Some wellness programs have traditional roots and philosophies that have been proven to be transformative. However, this message doesn’t often translate appropriately in the corporate environment.
You definitely don’t want to have your employees feeling confused and uncomfortable so be sure to ask before you book. This will go a long way in ensuring a smooth experience for both you and your coworkers.
3. Can the vendor show evidence of program success in organizations like yours?
An experienced vendor should be able to provide positive testimonials from teams comparable yours so don’t be shy about asking! To get buy-in from your colleagues and leadership team, you need to show proof of concept.
Having access to credible testimonials and case studies is a great way to calm any fears you may have about your vendor’s experience and capabilities! It also gives you access to possible wellness activities or ideas that you can include in your wellness package to ensure that it stays comprehensive and competitive in the job market.
Three Ways to Promote Virtual Wellness Within Your Workplace.
The number one challenge with virtual wellness classes is proper promotion and ensuring engagement. When working with our clients such as Netflix, KPMG and Indigo, we have had an opportunity to learn from some of the top People Leaders in North America.
Here are the top three ways you can promote virtual wellness to maximize engagement within your organization:
1. Encourage your leadership team to attend your wellness classes.
When team leaders and executives participate in virtual wellness classes, it gives permission to their direct reports to do the same. Wellness initiatives that include leadership teams are significantly more impactful. These initiatives reach more people and encourage all employees to reflect on their current wellness and goals for the future.
Getting the whole team involved in nutrition, exercise and wellness classes will help to increase team cohesion and foster a progressive workplace culture. This is the number one recommendation we have when implementing a new wellness initiative.
2. Survey your employees for their wellness needs
Employee wellness surveys help you to discover the areas of improvement for your company before you invest heavily in a virtual wellness program. You can begin by providing general, open-ended and multiple-choice questions based on the 7 pillars of wellness.
Once you have received this information, not only will you know what areas of wellness to prioritize, you will show your team members that their opinion matters and is actively shaping the wellness tools around them. By including your team in the decision-making process, you maximize the benefits of collaboration. Most of all, it’s important to keep things light and fun!
3. Host frequent challenges and giveaways
Including monthly or weekly giveaways in your employee wellness program makes it a fun and engaging experience for everyone.
Studies have shown that when team members work together towards a shared goal, they push one another to be more creative, productive and motivated. One example of a challenge you can host is “30 days of Mindful Eating”. Encourage and reward those who consistently take time off to enjoy their entire lunch break versus multitasking between work tasks.
Including a poll in your survey that lists some suggestions for rewards is also a great way to build some excitement and momentum before you launch your program.
Expert Opinion: Monique Chiotti (Human Resources Manager, iNTERFACEWARE)
What advice do you have for other companies looking to invest in their virtual wellness?
“Happy, satisfied employees who feel engaged and supported will turn up everyday, wanting wholeheartedly to achieve their goals for the greater good of the company.
I think we made it through this unsettling time thanks to our continued focus on building resiliency throughout the company. We knew that if we continued working together and saw perceived setbacks as opportunities for growth, we could not only get through this, but come out even stronger and tighter as a company.
My advice to other companies is to best determine which kinds of wellness initiatives your employees would most value, and proceed from there. Having a budget in place for employee wellness and engagement would be beneficial so you can offer employees a variety of virtual wellness initiatives all year.” – Monique Chiotti, Human Resources Manager, iNTERFACEWARE