We’re going to hazard a guess: you’re offering some sort of employee wellbeing program to your workforce. If you’re not, then you’re definitely thinking about it and even shopping around for a solution. Top talent today demands benefits they value —and they certainly value wellbeing programs that meet a variety of their needs.
We launch wellness challenges with high hopes that employees will become engaged and participate. Unfortunately, the way wellness challenges are designed can doom them to failure before they even get started. Here are five pitfalls that can cause wellness challenges to fizzle out – and how you can turn them around so they’re successful.
Employees who participate in their corporate wellness programs are more satisfied with their jobs. Your challenge is how to motivate them to engage with your wellness program.
Here are three critical factors for engaging your employees with wellness:
Nearly one in five adult Americans has some kind of disability according to the U.S. Census Bureau — which means your workplace likely has a percentage of employees with physical, mental, or sensory limitations. And since more workers are retiring later, you should expect an increase in employees on the job with age-related disabilities. These employees may be eager to participate in your wellness program, but don’t know if there’s a place for them.
Many organizations continue to work in remote and hybrid models as the pandemic winds down, but many employees, when given the option to return to work, would actually prefer to continue working remotely. Our new guide, Taking Care of Remote Employees: The Key To Business Success Beyond the Pandemic, gives you actionable steps to ensure that your employees feel supported no matter where they are working.
