Employee Wellness: How Important Is It and How Many Benefits Should You Offer?

There are sceptics, and there are believers. But it’s clear how employee wellness is the latest buzz in workplace trends globally. At the heart of wellness programs is the premise that healthy workforces are happier, more productive workforces.

But first, let’s delve into a few alarming statistics. The U.S. Department of Health Services reports that at least 59% of employees do not exercise adequately. Additionally, over 50% have high cholesterol, 26% are overweight, 24% have high blood pressure, and at least 27% have cardiovascular disease.

About 90% of healthcare spending goes to treating preventable health risks – like the ones mentioned. Promoting healthier behaviours means employee well-being and mental health are the core of how businesses function. Unhealthy lifestyles cause companies over a trillion dollars in productivity. So, it seems logical that investing in workplace wellness pays off in more ways than one and should therefore receive more importance.

Wellness programs encourage employees to adopt healthier lifestyles overall. Small, preventive measures can go a long way in averting or worsening disease. Why is it so hard to do? Primarily since it involves factors beyond an organisation’s control – namely, changing behaviours.

Behavioural change is entirely dependent on an individual. Still, employers can provide supportive environments for change to take place. Workplace cultures that reinforce healthy lifestyles can motivate employees to stay committed. It’s infinitely easier to do when an entire community is doing it together. We spend most of our days in the office. Why not build a culture that drives better choices?

Businesses considering wellness programs have a gamut on offer – from gym memberships and flu shots to health-centric newsletters. Some companies also offer extensive wellness programs. The idea is to select programs that best suit the needs of the company.

Above all, committing to wellness cannot be a one-off. Wellness programmes should be sustained and well-thought-out. For maximum benefits, strategies must involve regular employee buy-in and participation.

Moreover, evaluating the ROI of wellness programs is tricky. As with most qualitative programs, measurement can never be completely comprehensive or accurate. The parameters and participation are unique at every level – meaning the outcomes will vary widely as well.

Regardless, there is solid research that indicates high returns on employee wellness programs. The average figure stands at about $5 to $6 for every $1 invested, and savings are realised about 3 years after programme implementation.

Since employees are a company’s most important asset, wellness programs are critical investments. We know that employees perform well when they are in the best of health.

An impetus on wellness can attract and keep talented workers. It improves workplace morale and happiness, which in turn impacts productivity. All things considered, investing in wellness promises to be a win-win for individuals, businesses, and the community as a whole.