How to improve mental wellbeing in a hybrid workplace
Source: thodonal/stock.adobe.comNo matter how we cut it, getting back to personal work can be stressful. Some companies are easing the transition with hybrid workspaces. While this approach has some major benefits, challenges remain. With burnout and employee turnover rates high, employee mental health must be a priority as the modern workplace evolves.
Employees have undergone tremendous changes in both their personal and professional lives and need support as they continue to engage with hybrid work environments – many for the first time. A survey of nearly 13,000 employees from 28 different countries found that 55% of employees experienced stress related to changes in their work routines during the pandemic. In some cases, working from home during a pandemic and a faltering economy may have exacerbated existing struggles with depression, insomnia, alcoholism, obesity, smoking and other health challenges. Others may have significant anxiety about an eventual return to the office.
As a result, there is an increased demand for wellness resources. To accommodate this shift, company benefits must adapt to the needs of all their employees, whether on-site or remote. Here’s how:
Meet employees where they are
Workplace wellness programs and benefits must adapt to the hybrid environment and meet employees where they are. The workplace has changed dramatically in the last two years and it’s time for a new approach to supporting wellbeing in the hybrid workplace. In short, companies need to transform their workplace wellness offerings.
Offer snack-sized content. In recent years there has been a noticeable change in content preferences. Consumers prefer, and often even expect, content to be presented in bite-sized formats. Wellness content needs to transform as employees embrace fast-paced content across Tik Tok and YouTube.
Customize the experience. In addition to requiring an easy-to-understand format, wellness content and programs must also be engaging and personalized. Employees are more likely to complete programs and achieve their goals with tailored and engaging care pathways and content.
Serve a mix of coaching. By giving employees access to on-demand, digital and live coaching options with healthy lifestyle content, they can get the support they need in the most convenient way.
Involve your employees. Communication is a two-way street, so employers need to get employee feedback – really listen and then act. Only when companies truly understand the needs and desires of employees in relation to their wellness goals can they build an effective wellness program.
Recognizing what meaningful change means for employees and the workplace will enable organizations to allocate resources that really make an impact.
use technology
Businesses can use technology in a variety of ways to give employees access to the support they need. Through technology, companies can create easily accessible and scalable ways for their employees to ask for help.
remove stigma. Unfortunately, mental health support often comes with a stigma, so self-directed tools can be powerful resources to enable employees to get help or make positive changes in a convenient and discreet way. HIPAA-compliant platforms also ensure employee data remains private.
Personalize wellness programs. Technology also gives companies the ability to create personalized programs. White label solutions can help providers tailor programs to their specific audiences.
Automate, automate, automate. Registration, reminders, and surveys can be automated so companies can effortlessly drive employee engagement at scale and take full advantage of their wellness programs.
Create accessible content. Accessing content on the go is very important for many consumers. To accommodate this, audio formats can be used for content such as podcasts or mobile apps to provide easy access to support that can be used anywhere, anytime.
Corporate wellness is a big part of corporate culture. The resources and wellness services provided by a company should clearly reflect the corporate culture. However, a wellness platform cannot fix a company’s culture – the company must first genuinely care about the health and well-being of its employees. A worthwhile undertaking, because both the employees and the company benefit from it. According to the World Health Organization, for every dollar invested in increased treatment for common mental disorders like anxiety and depression, there is a return of four dollars in improved health and productivity. Addressing health issues directly can also increase a company’s Employee Net Promoter Score, or eNPS
The health and well-being of employees impacts every aspect of their personal and professional lives. Workplace attendance, productivity and overall company morale are all improved when well-being concerns are properly addressed. Not to mention that the overall quality of life of employees is also greatly improved.
Read more: How to get hybrid work balance right
There’s almost always room for improvement in this area, but organizations don’t need to feel overwhelmed by the changes required. Engaging in an effective and working wellness program is often easier than it seems. To get an organization’s wellness program up and running quickly, organizations can use a mix of purpose-built technology and behavioral courses to provide effective support.
As more companies embrace the hybrid approach, it’s important to remember to focus on wellbeing in the workplace. This allows organizations to provide their employees with the support they need, in a way that makes a meaningful difference.
Clark Lagemann is an experienced entrepreneur and innovator on a mission to transform lives by solving the biggest problems in healthcare. Currently, as CEO of Avidon Health, he leads a team of behavior change professionals who are passionate about delivering health strategies that empower people to make positive life changes.