LuckyVitamin, an e-commerce company supplying over 38,000 natural and organic products to customers around the globe, is truly “walking the talk” of workforce wellbeing. With a mission to support anyone — including their employees — on their journey toward happy wellness, they promote and enable the pursuit of wellbeing in all that they do.
Did you know that 61% of employees are more likely to accept a job with a new employer — and 59% are likely to remain loyal to their current employer — if health and wellbeing benefits are offered? What’s more, 55% have left jobs in the past because they found better benefits or perks elsewhere. Since your employee recruiting, retention, and engagement efforts depend on a winning workforce wellbeing program, you need to know what top talent expects in a solution — and where your program might fall short. Let’s go!
Grokker’s Founder and CEO, Lorna Borenstein, recently sat down for a webinar with Jae Kullar, Delta Air Line’s Manager of Health & Wellbeing. While exploring the various components of a truly successful, engaging, and employee-first workforce wellbeing program, they focused much of their conversation around “what’s worked” exceptionally well for Delta’s global employee base.
Here’s a startling stat from the CDC: 6 in 10 U.S. adults have a chronic disease and 4 in 10 have two or more. It’s not a stretch to suggest that about half of your workforce is actively managing a serious health condition, such as diabetes or heart disease. But don’t forget about “everybody else” who lives with a combination of engagement-zapping high stress, sleeplessness, poor nutrition, and insufficient physical activity.
You want your employees to be happy and healthy, right? Of course you do! This means your health and wellness program needs to keep them motivated, inspired, and consistently taking small steps towards big lifestyle changes so they feel their best.
When determining the value of your workforce wellbeing program, what metrics matter? The answer depends on what you’re measuring, of course. As the workforce wellbeing landscape has evolved, we’ve seen an expanding definition of success — and the concept of wellness has found a more comfortable place as the more all-encompassing “wellbeing.” You might be targeting a constellation of goals ranging from lower major medical costs to higher employee retention rates. But what about the increasingly essential — yet difficult to measure — components of your employee experience that actually keep employees happy?
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.
