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The Value of Wellness in the Workplace

A healthy, happy workforce is a productive workforce. When the workplace experience is well-rounded and mindful of health and wellbeing, workers tend to take less time off, get more done, and remain with the company for longer. Wellness might seem like a popular buzzword, but that's because organizations realize that companies that take care of their employees are, in turn, taken care of.

August is National Wellness Month - and the perfect time to focus on creating a culture of wellness in your workplace. Here's where to start.

Define Your Organizational Wellness Goals

Wellness programs benefit overall employee health as well as organizational health. In a world where company culture is a major factor in employee satisfaction - and as a draw for top talent - a focus on wellness is indicative of a positive, employee-forward culture.

Before embarking upon a wellness program, identify the wellness needs and goals of your organization. There are generally considered to be seven dimensions of wellness:

  • Mental

  • Physical

  • Financial

  • Spiritual

  • Social

  • Environmental

  • Vocational

Survey staff about their experiences and expectations regarding each of these dimensions, pore over exit interviews or reviews, and review data regarding absenteeism and turnover. Combining quantitative and qualitative data will help you gain a sense of key areas to focus on and what kind of goals are most important - while also being achievable. Depending on your organization, the goal might be to reduce stress, embrace flexibility, provide new career pathways, support physical health, or foster collaboration and connection.

Embrace the Process from the Top Down

When creating your program, define not only your goals but also what success looks like. This will help your organization commit to your efforts and course correct if needed. Leverage the power of your leadership team, and have them lead by example. If your changes include new seating plans or layouts, encourage leaders to demonstrate their use. If your wellness initiatives span sports teams or bike-to-work programs, make that your leaders are the first to put their hands up.

Remember also that wellness is a process, so allow time for team buy-in and for those positive changes to occur. Invite feedback and suggestions from team members at all levels, and take those ideas seriously. Be prepared to walk back or adjust initiatives or ideas or refocus on ones that are resonating most.

Continue to gather data from your team about their satisfaction and engagement, making it easy for staff to provide their thoughts - simple one-question surveys are a simple way to measure overall happiness. Incorporate wellness-related questions into performance reviews to give team members additional opportunities to share their thoughts and address any areas for improvement.

Position Your Organization for Wellness

A commitment to organizational wellness is a commitment to your company's health. By prioritizing your employees' wellbeing, you'll drive improved engagement, productivity, and loyalty, leading a more balanced, happier team.

If you're ready to commit to wellness but want to ensure that your initiatives get the uptake and follow-through they deserve, explore the CEO Tools Learning Modules. In 7 simple steps, they'll help even the most time-poor leader make impactful, productive changes that culminate in unrivaled organizational health - and strength.

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