Tis the Season for Holiday Wellness

Tis the Season for Holiday Wellness

The holidays are often the busiest time of the year for a lot of people which can make it hard to stay mentally and physically healthy.  With a little intentionality and understanding, you can fully enjoy the holidays while keeping your health in mind.

6 Tips to Make Your Holidays Brighter:

Get Enough Sleep

Sleep is often the first thing to go during a busy holiday season.  Poor sleep, especially over a period of a few weeks, leads to poor functioning: it impacts your immune system, ability to concentrate and your mood – all things that make you even more stressed out.  It’s a vicious circle.

Prioritize “Me Time”

Taking some much needed “me time” isn’t selfish; taking care of yourself is one of the best mental wellness gifts you can receive.  Do some yoga, take a walk, relax in the bathtub, or simply take some time to catch up on some reading.  Your mental health will thank you for it.

Practice Self-Control When It Comes to Food

Cookies, muffins, cakes and countless other temptations are prevalent during the season! The holidays are a time when a lot of people pull out their stretchy pants from the back of their closets so they can eat sweets and delicious foods to their hearts’ content. It’s okay to enjoy holiday treats but it’s important to be mindful of your choices and then balance your treats with healthy foods.

Plan Ahead to Avoid Last Minute Stress

Staying on top of your errands and to-do list by thinking ahead.  Getting your holiday shopping done early helps you avoid the stress of last-minute shopping when you might not be able to find the things on your list.

Get Some Exercise

Exercise is an excellent way to destress.  But don’t worry if you miss some time at the gym – the holidays are always busy and making your regular 7 a.m. spin class after a holiday party probably isn’t going to happen, and that’s okay.  Focus on simply moving your body.  Take the stairs or park your car further away from your destination to get some more steps in!

Don’t Compare Yourself to Others

Pinterest floods your feed with extravagant party decorations.  Not to mention seeing beautifully decorated homes in TV commercials or social media posts of lavish gifts can make you feel overwhelmed. You might even start to think your holiday celebrations aren’t up to par.  Just remember: your holiday traditions are your own and they don’t have to be like anyone else’s.

While the holidays can feel exhausting, it’s also a time to be enjoyed and savored.  Make time for the activities you enjoy this season, such as Christmas baking, holiday movies, ice skating, and favorite family traditions.  But most importantly, be present.  That’s the best tip of them all.

What Employees Want: Hybrid Work and Flexibility

What Employees Want: Hybrid Work and Flexibility

2021 was quittin’ time in America.  Last year alone over 47.4 million Americans quit their jobs. This year, employees seemingly have the upper hand against employers.  The Turnover Tsunami, a.k.a. The Great Resignation, has forced a reckoning with the workplace and few employers have come away unscathed.  Organizations are now shifting priorities to make employee well-being and retention the priority.  The fact of the matter is, after health insurance, the most desirable perks and benefits are those that offer flexibility while improving work/life balance. So, what is it that employees really want to achieve a better work/life balance?

  • Hybrid Work – Working remotely some days in the week and at a physical office on others
  • Flexibility– Being able to occasionally shift hours that best fit an employee’s life

Why Hybrid Work?

In 2020, people had to change the way they worked overnight and turned their kitchen tables into a fully functioning office.  Many employees discovered they were more productive at home.  On the other hand, some miss the social nature of the office and working collaboratively in person.  Because of these mixed perks of in office vs. working at home, hybrid work can offer the best of both worlds.

According to a survey by the International Workplace Group, 72% of office workers would prefer a hybrid way of working to a full-time return to the office – even if reverting to Monday – Friday routine meant earning more money.

Why Flexible Work?

When the workforce went home because of the COVID-19 pandemic, it caused a change in the expectations of employees and therefore the way companies approach their work environments.  The pandemic prompted job seekers to seek flexibility that allows them some level of control of their time.  Gene Lanzoni at Guardian said “Time is the most important benefit an employer can provide.  For many of us the pandemic afforded us more time, and we’re really not willing to give that back.  We had a taste of a more balanced life.”

Balance has never been more important.  60% of families with children have both parents working and for these families, being able to work from home with flexibility is nonnegotiable. Flexibility can allow caregivers to log off from 3 p.m. – 8 p.m. and then come back and do some work after the kids are in bed.  When employees have more control of their work schedules, they can free up time to take care of things that pop up in their personal lives – whether it’s running an errand, taking a child to the dentist, or being home for a delivery.

In the end, a flexible schedule contributes to a higher quality of life.  Employees don’t have to put their careers on hold to focus on their families or education.  This freedom is more valuable in the long run than a paycheck.

Worker retention is more important than ever in 2022.  Building a good workplace culture based on the current interests of employees plays a significant role for the success of the company.  Businesses now live in an employee-driven job market.  It is essential that as an employer you know what benefits your employees value to keep them happy, healthy and working for you.

What Employees Want: Well-Being Programs

What Employees Want: Well-Being Programs

Workplace wellness programs have increased in the past several years to promote healthy diets and lifestyle, exercise and other behaviors such as quitting smoking.  As of 2020, most employers had wellness programs of some kind, including 53% of small firms (those with 3-200 employees) and 81% of large companies.  Since employees spend most of their waking hours on the job, wellness programs seem to be a natural fit to try to promote healthy changes in behavior.  But, in 2022, employees want more; many workers are looking for employers who show authentic concern for their well-being.

Well-being is about how our lives are going.  It’s not only about health and happiness but also about living life to its fullest potential.  In fact, data shows that employees of all generations rank “the organization cares about the employees’ well-being” in their top three criteria.

Financial stress soared during the pandemic but so did regular stress, too.  Mental health struggles such as anxiety, depression, and substance abuse are also climbing.  These are expensive issues to ignore both in terms of the human suffering but also the company’s bottom line: Depression alone costs an estimated $210.5 billion per year.  These costs are due to absenteeism (missed work days) and presenteeism (reduced productivity at work) as well as direct medical costs (outpatient and inpatient medical services and pharmacy costs).

Employers must recognize the interrelationship between the physical, financial, work and well-being components of employees’ lives.  For example, employees who need help with their financial well-being are significantly less likely to be physically healthy and more likely to report feeling stressed or anxious which can impact productivity and job performance.  Vice President for Communications at Fidelity Investments in Boston, Mike Shamrell,  recognizes the need for all dimensions of wellness.  “It’s tough to be well in one area when you’re unwell in another,” he said.

Well-being is often associated with gym memberships and green smoothies but it is much more than that; it is a result of many different aspects of one’s life.  Here are 5 common dimensions of well-being that can be addressed through a workplace wellness program:

  • Emotional/Mental Health – Understanding your feelings and coping with stress.
  • Physical Health – Discovering how self-care can improve your life and productivity.
  • Financial Health – Successfully managing your money.
  • Social Connectedness – Creating and being a part of a support network.
  • Occupational Well-Being– Feeling appreciated at work and satisfied in your contributions.

Great employees want great employers.  Companies that want creative, high-performing teams must be willing to support workers both in and out of the office.  Well-being has a major influence on an employee’s performance and satisfaction; employees who feel valued and appreciated are more invested in their company in return.

Exploring Mental Health Benefits

Exploring Mental Health Benefits

The overall well-being of an employee has never been more of a priority for employers as it is right now. From health care to vision care to mental health care, the entirety of the employee’s health is important to the health of the organization.

Importance of Mental Health Benefits

Mental health and the cost of not treating its issues has far-reaching effects from the individual to the global world.

  • If left untreated, an employee’s poor mental health could lead to work related accidents, absenteeism, poor workplace productivity, and even workplace violence.
  • Mental health costs make up about 8% of the US’s total healthcare spending.
  • The National Institute on Mental Health estimates that major mental illness costs the US at least $193 billion per year in lost earnings.
  • Globally, depression and anxiety issues cost about $1 trillion a year.

Types of Mental Health Benefits

Mental health benefits can look different for each organization. Universally, businesses offer some sort of Employee Assistance Program (EAP) to its members. EAPs include services that are typically delivered online or by telephone. Services may include alcohol and substance abuse counseling, legal aid, and health and wellness counseling. These services are offered to the employee free of charge and are done anonymously.

As an extension of basic health care benefits, mental health benefits can also include one-on-one counseling with a licensed counselor for a certain number of sessions.  Mental health benefits may also incorporate wellness programs like relaxation and meditation classes, sleep techniques, and stress management lessons. Check your health insurance benefits package details as you may find mental health insurance coverage included under the behavioral health section.

During open enrollment, when employers present the employees with the upcoming year’s health insurance plans, the employee should also ask about mental healthcare options. Just as you assess the different healthcare plans and what fits best for you and your family, you can also assess the costs and coverage of mental health plans. Also, find out if your company offers a Flexible Spending Account as you can use that pre-tax money to pay for out-of-pocket mental health service costs.

Now, more than ever, people are more aware of the benefits to good mental health and how it affects their overall health and work performance.  Utilize the company sponsored EAP offerings and investigate the details of your health insurance plan to find out what mental health services are covered. Your overall health and well-being are important and so are you!

Well-Being Strategies for a Diverse Workforce, Building Value at an Individual Level

Well-Being Strategies for a Diverse Workforce, Building Value at an Individual Level

Your organization has 312 employees, which means you have 312 different needs for well-being support. Well-being strategies should not be a one-size-fits-all approach. Developing a set of flexible and responsive well-being strategies that meet changing individual needs throughout an employee’s tenure is a critical way to both attract and retain talent. A few case studies to illustrate:
Jordan is serving in an entry-level position. This single, gender fluid, 20-something is eager to learn and grow. In conversations with HR, Jordan has also indicated a high level of overall stress due to a burdensome education loan and is barely able to make loan payments on top of rent and other monthly expenses. Jordan’s outlook on saving for retirement is grim. At the same time, he is an active member of the local young professional network and keeps fit while playing in a competitive Ultimate league.
Anvi has been in an executive leadership role with the organization for seven years. She is a gifted and valued trailblazer who keeps the organization nimble in a climate of constant change. Despite spending long hours at work, her colleagues know little about Anvi’s family and personal life, as she is rather private. From time to time though, Anvi demonstrates affection for her team by sharing artfully created meals that illustrate her diverse cooking skills and interests.
Mark has been a dedicated, career-long, mid-level employee in accounting. Although lately he shows declining interest in his once-beloved work. Colleagues have noticed in Mark a new tendency to decline offers to share lunch or coffee breaks. Last year, Mark led the company volunteerism committee, but has recused himself from this duty, citing a conflict of interest with his role as a finance officer for a local non-profit organization.
Each of these individuals show up to the workplace with a unique set of values, talents, beliefs, interests, and resources. At the same time, all employees benefit from a workplace culture that attends to each person’s sense of purpose, plus physical, social, financial and community well-being. It can be a daunting challenge to meet such diverse needs and interests, which is why we must build programs and policies with employees, listening to what they want and seeking out ways to efficiently design a system of supports. The first step to any thoughtful program is to conduct a needs assessment. Turn up the volume on your curiosity and lead with the question: What do employees want? Consider gathering responses by survey, current HR data sources, and focus groups. Be sure to gather demographic information that will help segment the findings. The results may confirm your beliefs about employee wishes or reveal interesting surprises, as noted in this example.
In a 2015 survey of 1,647 folks across 11 diverse organizations, the American Institute of Preventative Medicine found the following:

  • Incentive strategies: Almost unanimously, employees favored reduced health insurance premium (34 percent) and cash (25 percent) as incentives to get healthier. However, 53 percent of those age 70 and older noted they do not need an incentive to be healthier.
  • Well-being topics of interest: Nutrition (78 percent) and physical activity (77 percent) topics were of highest interest by those age 18 to 69. These same age groups also favored stress management topics more than colleagues age 70 and older. Moderate interest in depression was common among all age groups, and all age groups showed the least interest in tobacco cessation. Compared with colleagues of older age groups, the youngest cohort (18 to 24) indicated high interest in sleep enhancement.
  • Program offerings: All age groups favored health risk assessments (26 percent) and health challenges (25 percent) over other well-being program offerings. Furthermore, older groups (50 to 69 and 70 and older) prefer in-person educational seminars, and younger employees (18 to 24) were more likely to engage in weight loss programs.
  • Fitness devices: The oldest individuals were more likely than all younger individuals to report owning a personal fitness tracking device such as a Fitbit or pedometer, 40 percent age 70 and older, 37 percent age 50 to 69, 31 percent age 33 to 49, 29 percent age 25 to 32, and 17 percent age 18 to 24.

A small-scale needs and interest study like this can challenge our biases about certain groups within our employee population and reveal key details about the value employees hold for well-being programs. Results should inform design of a well-being strategy that accurately and cost-effectively meets a range of needs in the workplace. After all, “research is formalized curiosity. It is poking and prying with purpose,” said Zora Neale Hurston. The pursuit of growing a cost-effective culture of well-being and individual value for programmatic supports will be more beneficial to organizational health than a hard measure of return on investment.
By Lindsay Simpson
Originally Posted By www.ubabenefits.com