Employee wellness DRIVES organizations' wealth

Image source: https://meetzipongo-dev.com/blog/15-quotes-inspire-employee-wellness-program/

Introduction

Employee wellness is a holistic approach to employee health and well-being that encompasses physical, mental, and emotional health (WHO, 2023). It is increasingly being recognized as a key driver of organizational success. A "well" workforce is more productive, engaged, and loyal. They are also less likely to take sick leave or experience workplace accidents (HealthFirst, 2023).

Organizations that invest in employee wellness programs are reaping the rewards. A study by the Society for Human Resource Management found that companies with wellness programs have lower healthcare costs, higher employee morale, and reduced absenteeism (SHRM, 2023).

WHY employee wellness is so important to HRM?

Employee wellness is critical and important in modern HR management for several reasons.

First, employee wellness is essential for employee productivity and engagement. Healthy employees and well-being are more likely to be focused, productive, and engaged in their work. They are also less likely to take sick leave or experience workplace accidents.

Second, employee wellness can help to reduce healthcare costs. Employers who invest in employee wellness programs can help their employees prevent and manage chronic diseases, which can lead to significant savings on healthcare costs.

Third, employee wellness can help to create a more positive and supportive work environment. Employees who feel valued and supported by their employers are more likely to be happy and satisfied with their jobs. This can lead to several benefits, including increased productivity, reduced turnover, and improved customer service.

Finally, employee wellness can help organizations attract and retain top talent. In today's competitive job market, employees are looking for employers that offer a wide range of benefits, including employee wellness programs. Organizations that invest in employee wellness are more likely to attract and retain top talent.

In modern HR management, employee wellness is increasingly being seen as a strategic priority. HR managers are recognizing that employee wellness is essential for employee productivity, engagement, and retention. They are also recognizing that employee wellness can help to reduce healthcare costs and create a more positive and supportive work environment.

Here are some specific ways that HR managers can promote employee wellness in the workplace:

• Offer health insurance and other benefits that support employee health and well-being.
• Provide employees with access to on-site or nearby fitness facilities.
• Offer wellness programs and initiatives, such as smoking cessation programs, weight loss programs, and stress management programs.
• Encourage employees to take breaks and get regular exercise.
• Create a flexible work environment that allows employees to balance their work and personal lives.
• Promote a culture of wellness and well-being in the workplace.

By investing in employee wellness, HR managers can help to create a healthier and more productive workforce. This can lead to significant benefits for both employees and organizations.

Current trend on employee wellness at the workplace

The trend towards employee wellness is being driven by several factors, including:

• The rising cost of healthcare: Employers are looking for ways to reduce their healthcare costs, and employee wellness programs can help to do this by preventing and managing chronic diseases (Cigna, 2023).
• The changing nature of work: Work is becoming more demanding and stressful, and employees need support to cope with these challenges (Mental Health Foundation, 2023).
• The increasing awareness of the importance of mental health: Employees are more open about their mental health challenges and are seeking support from their employers (Mind, 2023).

World-renowned companies that follow the strategy

Image source: https://www.springworks.in/blog/employee-wellness-program/

Several companies are leading the way in employee wellness. Here are a few examples:

• Google: Google offers a comprehensive wellness program to its employees, including on-site fitness centers, healthy food options, and access to mental health resources (Google, 2023).
• Johnson & Johnson: Johnson & Johnson has a long commitment to employee wellness. The company offers a variety of wellness programs, including on-site health clinics, financial planning assistance, and employee assistance programs (Johnson & Johnson, 2023).
• Unilever: Unilever has a global wellness program that focuses on four key areas: physical health, mental health, nutrition, and work-life balance. The company offers a variety of programs and resources to support employees in each of these areas (Unilever, 2023).

Authors who develop theories on employee well-being

Several authors have developed theories on the subject of employee wellness. Here are a few examples:

• Abraham Maslow: Maslow's hierarchy of needs is a theory of human motivation that suggests people are motivated to meet certain needs in a specific order (Maslow, 1943). Employee wellness programs can help employees meet their physiological, safety, love and belonging, esteem, and self-actualization needs.
• Frederic Herzberg: Herzberg's two-factor theory of motivation suggests that two sets of factors influence employee motivation: hygiene factors and motivators (Herzberg, 1968). Hygiene factors are factors that must be present to prevent employee dissatisfaction, while motivators are factors that lead to employee satisfaction. Employee wellness programs can help to provide employees with both hygiene factors and motivators.
• Victor Vroom: Vroom's expectancy theory of motivation suggests that people are motivated to perform a task if they believe that they can perform the task, that their performance will lead to a desired outcome, and that the outcome is valuable to them (Vroom, 1964). Employee wellness programs can help employees increase their ability to perform their jobs, to achieve desired outcomes, and to value the outcomes.

Critics and praises

Image source: https://www.vantagecircle.com/blog/constructive-criticism/

There are both critics and praises for the employee wellness approach. Critics argue that employee wellness programs are a waste of time and money and that they do not produce any real results (Armstrong, 2006). They also argue that employee wellness programs can be intrusive and can violate employee privacy (Gould, 2003).

However, there is a growing body of research that supports the benefits of employee wellness programs. Proponents of employee wellness argue that these programs can lead to several benefits for both employees and organizations, including:

• Improved employee health and well-being: Employee wellness programs can help employees improve their physical, mental, and emotional health (Aon Hewitt, 2019). This can lead to several benefits, including reduced absenteeism, increased productivity, and improved morale.
• Reduced healthcare costs: Employee wellness programs can help to reduce healthcare costs by preventing and managing chronic diseases (Centers for Disease Control and Prevention, 2023).
• Increased employee satisfaction and engagement: Employees who feel valued and supported by their employers are more likely to be satisfied and engaged in their work (Society for Human Resource Management, 2023). This can lead to several benefits, including increased productivity and reduced turnover.
• Raised profit margins: A study by the National Business Group on Health found that

• Reduced healthcare costs: Employee wellness programs can help to reduce healthcare costs by preventing and managing chronic diseases, such as heart disease, stroke, cancer, and diabetes. These diseases are the leading causes of death and disability in the United States, and they account for a significant portion of healthcare costs. (National Business Group on Health. (2023). Large Employers' 2023 Health Plan Design Survey Report.)

• Increased employee productivity: Employee wellness programs can increase employee productivity by reducing absenteeism, improving morale, and increasing energy levels. A study by the Centers for Disease Control and Prevention found that employees who participate in wellness programs have lower absenteeism rates and are more likely to be engaged in their work. (Centers for Disease Control and Prevention. (2023). Workplace Health and Well-being.)
• Reduced turnover: Employee wellness programs can help to reduce turnover by creating a more positive and supportive work environment. Employees who feel valued and supported by their employers are more likely to stay with the company. (Society for Human Resource Management. (2023). Employee Benefits Survey.)
• Improved customer service: Employee wellness programs can lead to improved customer service by creating happier and more engaged employees. Employees who are happy and engaged are more likely to go the extra mile for customers. (Aon Hewitt. (2019). Global Employee Engagement Trends Report.)
• Enhanced reputation as an employer: Employee wellness programs can help organizations attract and retain top talent. Employees are looking for employers that offer a wide range of benefits, including employee wellness programs.(Aon Hewitt. (2019). Global Employee Engagement Trends Report.)

Video source: YouTube 

Conclusion 

Employee wellness programs can raise profit margins by reducing costs and increasing revenue. As mentioned above, employee wellness programs can help to reduce healthcare costs, increase employee productivity, and reduce turnover. These factors can lead to a significant increase in profits.

In addition, employee wellness programs can help to improve customer service and enhance the organization's reputation as an employer. This can lead to increased sales and market share.

Overall, employee wellness programs are a win-win for both employees and organizations. Employees benefit from improved health and well-being, while organizations benefit from reduced costs, increased revenue, and improved customer service.

Reference list

• Aon Hewitt. (2019). Global Employee Engagement Trends Report.
• Armstrong, M. (2006). Armstrong's Handbook of Human Resource Management Practice (10th ed.). Kogan Page.
• Centers for Disease Control and Prevention. (2023). Workplace Health and Well-being.
• Cigna. (2023). The Business Case for Employee Well-being.
• Gould, J. (2003). The Employee Wellness Movement: A Critical Review. Routledge.
• HealthFirst. (2023). The Impact of Employee Wellness on Workplace Productivity.
• Herzberg, F. (1968). One More Time: How Do You Motivate Employees? Harvard Business Review, 46(1), 53-62.
• Maslow, A. H. (1943). A Theory of Human Motivation. Psychological Review, 50(4), 370-396.
• Mental Health Foundation. (2023). Stress at Work.
• Mind. (2023). Mental Health Statistics.
• Society for Human Resource Management. (2023). Employee Benefits Survey.
• Unilever. (2023). Unilever Compass: A Sustainable Living Plan.
• Vroom, V. H. (1964). Work and Motivation. Wiley.
• World Health Organization. (2023). Workplace Health Promotion: A Global Approach.
• Improved with Grammarly.