Employee Benefits and Wellness Excellence - December 2023

DECEMBER 2023 • Vol.10 • No.12 (ISSN 2564-1980)

BEST PRACTICES FOR PROMOTING WORKPLACE WELLNESS IN 2024 - Sarah Hamilton, VP of Global Human Experience, Workhuman

The Future of Employee Well-being Ensure holistic well-being of employees today and tomorrow Page 25 - 40 Sponsored by

INDEX

Employee Benefits & Wellness Excellence DECEMBER 2023

Vol.10

No.12

(ISSN 2564-1980)

07 Best Practices For Promoting Workplace Wellness In 2024 AI integration, burnout prevention, and employee recognition as cornerstones of well-being

On the Cover

– Sarah Hamilton,

VP of Global Human Experience, Workhuman

Articles Sponsored Article

10 Digital Wellness – What to Expect In 2024?

– The HR Research Institute, powered by HR.com

48 Menopause Care Is Hot—Here’s How To Roll It Out To Your Employees Five steps that will help ensure your program is a success – Joanna Strober, Founder and CEO, Midi Health

41 Navigating The Future: Employee Well-Being Benefit Trends For 2024 Embracing holistic well-being with greater flexibility and inclusivity – Lynn Perkins, CEO and Co-Founder, UrbanSitter

54 Fuelling Success: Combating Burnout And Enhancing Resilience In The Modern Workplace Addressing physical and biochemical stress with preventative strategies – Rachel Philpotts, Founder, re:Nutrition

The Future of Employee Well-being Page 25 - 40

Top Picks

16

10 Employee Wellness Trends To Watch In 2024

Transforming workplace health and well-being - Brett Farmiloe, CHRO and Founder, Featured

22

Financial Wellness Is The Next Big Employee Benefit

Tackling financial stress impact on productivity with financial literacy programs - Judith Lamb, Chief Human

43

Resources Officer, CloudPay

The Future Of Employee WellBeing: Sticking Plasters On Broken Windows Or Looking For The Smoking Gun?

Unveiling the true sources of workplace pressure in 2024 - Lesley Cooper, Founder, WorkingWell

51

Delivering A Better Employee Well-Being Experience With AI

A blueprint for a healthier workforce - Michael Rogers, Chief Human Resources Officer, Alight Solutions

INDEX

How are our Employee Benefits & Wellness Products and Services helping to make you smarter?

Benefits & Wellness Excellence - Monthly Interactive Learning Journal This monthly interactive learning experience captures key metrics and actionable items and keeps you focused on your Benefits and Wellness planning goals and solutions.

Benefits and Wellness Virtual Events Employee Benefits and Wellness Virtual Events ensure attendees stay compliant and up-to-date with the latest changes to employee benefits and wellness regulations.

Each event varies on topics such as healthcare legislation and compliance related to employee benefits and workplace wellness programs including COBRA, FMLA, Medical Benefits, the Affordable Care Act (ACA), Outsourcing Benefits, Retirement Benefits, Voluntary Benefits and Work-Life Programs. Wellness topics encompass injury prevention, battling obesity, disease prevention, how technology is affecting wellness. Each Virtual Event consists of up to 10 credit webcasts.

Benefits and Wellness Webcasts for Credit HR.com webcasts deliver the latest Benefits and Wellness industry news, research trends, best practices and case studies directly to your desktop. Webcasts are available live online with a downloadable podcast and a copy of the slides (PDF) available before and after each webcast. Earn all of the required recertification credits for aPHR, PHR, SPHR, GPHR, and SHRM Certifications. HR.com’s onehour webcasts, in every HR specialty including Benefits and Wellness, are pre-approved for HRCI and SHRM credit (excluding Demo webcasts).

Benefits and Wellness Community Join more than 100,000 HR.com members with a similar interest and focus on Benefits or Wellness. Share content and download research reports, blogs, and articles, network, and “follow” peers and have them “follow” you in a social network platform to communicate regularly and stay on top of the latest updates. This well established Benefits and Wellness Communities are an invaluable resource for any HR professional or manager.

Use these invaluable Employee Benefits & Wellness resources today!

For more information phone: 1.877.472.6648 | email: sales@hr.com | www.hr.com

EDITOR’S NOTE Editorial Purpose Debbie Mcgrath

Our mission is to promote personal and

Publisher, HR.com

professional development based on constructive values, sound ethics, and timeless principles.

HR Excellence Magazines Debbie McGrath

CEO, HR.com - Publisher

Sue Kelley

Director (Product, Marketing, and Research)

Babitha Balakrishnan and Deepa Damodaran

HR Excellence Magazines Managers and Editors

Employee Benefits & Wellness Excellence Team Babitha Balakrishnan Editor

Koushik Bharadhwaj Jr. Editor

Arun Kumar R

Design and Layout (Digital Magazine)

Chandra Shekar A K

Magazine (Online Version)

Submissions & Correspondence Please send any correspondence, articles, letters to the editor, and requests to reprint, republish, or excerpt articles to ePubEditors@hr.com.

For customer service, or information on products and services, call 1-877-472-6648

For Advertising Opportunities, email: sales@hr.com

Employee Benefits & Wellness Excellence (ISSN 2564-1980) is published monthly by HR.com Limited, 56 Malone Road, Jacksons Point, Ontario L0E 1L0

Internet Address: www.hr.com Copyright © 2023 HR.com. No part of this publication may be reproduced or transmitted in any form without written permission from the publisher. Quotations must be credited.

Koushik Bharadhwaj Jr. Editor, Employee Benefits & Wellness Excellence

Future of Work: Employee Well-Being Trends and Insights for 2024

I

n 2023, prioritizing employee well-being was more crucial than ever, and it will remain a central topic in 2024. Creating workplaces that promote growth and satisfaction is a key focus.

The year ahead recognizes challenges faced by today's workers and offers solutions to reshape how we address well-being. Leveraging artificial intelligence (AI) wisely, addressing burnout, and redefining financial wellness as top employee benefits are part of the narrative. The goal is to establish workplaces that not only support but empower individuals toward overall well-being.

Read the latest edition of Employee Benefits & Wellness Excellence for expert insights on promoting workplace wellness. Learn valuable best practices from experienced contributors.

Additionally, delve into the latest research study by the HR Research Institute titled, The Future of Employee Well-being, offering an in-depth investigation into the current state and future trends of employee well-being in organizations.

In her article, Best Practices For Promoting Workplace Wellness In 2024, Sarah Hamilton, VP of Global Human Experience at Workhuman, highlights the changing landscape of workplace wellness. She emphasizes the crucial role of AI integration, burnout prevention, and employee recognition as fundamental pillars of well-being. Hamilton underscores the significance of leveraging AI to provide a more personalized and efficient well-being experience for employees. Her insights focus on harnessing technology for positive impact as workplaces continue to evolve.

Brett Farmiloe, CHRO & Founder of Featured, gathers valuable insights from experts in his article, 10 Employee Wellness Trends To Watch In 2024. The article delves into the dynamic shifts in workplace health and well-being, urging organizations to adapt and embrace innovative approaches.

Judith Lamb, Chief Human Resources Officer at CloudPay, underscores the significance of financial wellness as the next big employee benefit. In her article, Financial Wellness Is The Next Big Employee Benefit, she addresses the impact of financial stress on productivity as she advocates for the implementation of financial

literacy programs. She urges that organizations recognize the interplay between financial well-being and overall job performance to create a truly supportive workplace environment.

Lesley Cooper, Founder of WorkingWell, challenges the traditional approach to employee well-being by questioning whether we are merely applying "sticking plasters on broken windows" or actively seeking the "smoking gun." Cooper, in her article, The Future Of Employee Well-Being: Sticking Plasters On Broken Windows Or Looking For The Smoking Gun? explores the deeper sources of workplace pressure in 2024, encouraging organizations to address root causes rather than superficial solutions for sustainable well-being initiatives.

Michael Rogers, Chief Human Resources Officer at Alight Solutions, presents a blueprint for a healthier workforce by leveraging AI. Rogers advocates for the strategic integration of AI to enhance the overall well-being experience for employees in his article Delivering A Better Employee Well-Being Experience With AI. As we wrap up our exploration of the Benefits & Wellness Trends for 2024, a distinct theme emerges—potential for transformative growth.

Our contributors emphasize the importance for organizations not only to adapt but to take the lead in cultivating workplace cultures that prioritize the well-being of their greatest asset—their people. The future calls on leaders to be visionaries in creating environments that foster resilience, innovation, and satisfaction.

Here's to a 2024 filled with thriving individuals, flourishing organizations, and a collective commitment to a holistic and sustainable future for employee well-being.

We hope you find the articles in this edition informative and we look forward to your valuable feedback.

Happy Reading & a Happy New Year!

Write to the Editor at ePubEditors@hr.com

Disclaimer: The views, information, or opinions expressed in the Excellence ePublications are solely those of the authors and do not necessarily represent those of HR.com and its employees. Under no circumstances shall HR.com or its partners or affiliates be responsible or liable for any indirect or incidental damages arising out of these opinions and content.

WHY EXCELLENCE PUBLICATIONS?

In a world of unparalleled challenges (global pandemic, racial injustice, political rivalry, digital 4.0, emotional malaise), uncertainty reigns. Finding opportunity in this context requires harnessing uncertainty and harnessing starts with reliable, valid, timely, and useful information. The Excellence publications are a superb source of such information. The authors provide insights with impact that will guide thought and action.

Dave Ulrich Rensis Likert Professor, Ross School of Business, University of Michigan Partner, The RBL Group

Excellence publications are my ‘go-to’ resource for contemporary and actionable information to improve leadership, engagement, results, and retention.

Each edition offers rich and diverse perspectives for improving the employee experience and the workplace in general.

Julie Winkle Giulioni Author, Virtual /Live Keynote Presenter, Inc.’s Top 100 Leadership Speakers

I regularly read and contribute to Leadership Excellence and Talent Management Excellence. I use many of the articles I read to augment my own presentations and I often share the articles with my clients. They are always quick, right on target for the latest issues in my field, and appreciated by my clients.

If you want to stay up to date on the latest HR trends, choose a few of the different issues from the Excellence series of publications.

Dr. Beverly Kaye CEO, BevKaye&Co.

We’re eager to hear your feedback on our magazines. Let us know your thoughts at ePubEditors@hr.com

COVER ARTICLE

Best Practices For Promoting Workplace Wellness In 2024 AI integration, burnout prevention, and employee recognition as cornerstones of well-being

By Sarah Hamilton, Workhuman

T

here’s a long-standing notion that if you love your job, you’ll never have to work a day in your life. While that may hold true for some, the reality is that many workers today struggle to find a healthy relationship between work and their personal lives. While poor well-being may seem like an issue that affects individual employees, it can lead to larger problems that impact company culture, workforce productivity, employee retention, burnout, and beyond.

The issues that stem from poor well-being in the workplace can significantly hinder business performance, as well. A McKinsey Health study recently noted that poor employee well-being’s economic impact could lead to annual productivity losses between $228 million and $355 million. With that in mind, it’s time

we start thinking about 2024 as the year of workplace wellness.

Human resources (HR) leaders can employ a variety of strategies, technologies, and resources to build a workplace where employee well-being thrives. From incorporating artificial intelligence (AI) to addressing burnout at the source and implementing stronger feedback and recognition programs for employees, HR leaders can create cultures where employees feel safe, valued, and happy with their working situations day in and day out.

Evangelize AI to Promote Well-Being, Not Stress

While AI’s impact on businesses has not yet fully taken shape, employees are already divided on whether AI will help or hinder their daily work. A recent Human Workplace Index survey revealed that one in five workers fear that

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

7

AI will put their jobs at risk. The reasons for their apprehension are varied: the majority believe that generative AI will replace their job altogether, while others worry that AI is making their industry more competitive or devaluing the work they do.

At the same time, many are optimistic about the use of AI in the workplace. The same research found that 34.1% of all workers believed AI isn’t a threat to their jobs because only a human can do them, while 38.5% of workers expressed confidence that AI will help make digital communications easier.

This leaves HR professionals at a crossroads: while the promise of AI is clear, they must roll out the technology in a way that not only makes jobs easier but also diminishes any stress about AI’s role in the workplace.

Submit Your Articles

Best Practices For Promoting Workplace Wellness In 2024

Though burnout can have serious impacts throughout an organization, addressing the issue is something that any HR team can do by identifying its root causes. Like most workplace wellness issues, burnout is not a one-size-fits-all issue: female employees, for example, were more likely to say they were always or very often burned out than their male counterparts (30% vs. 23%). Additionally, employees of color experience burnout at higher levels than white employees do.

There are many ways AI can create positive change in the workplace, but let’s focus on two distinct areas: Diversity, equity, and inclusion (DE&I) and workload reduction. For example, DE&I leaders and practitioners can leverage AI to help workers at all levels identify instances of unconscious bias. AI tools can identify instances where workers can potentially soften or change their language in written communications like recognition messages, in turn encouraging positive behavioral changes that make everyone feel safe.

While AI alone can’t facilitate these positive changes, it can be an invaluable tool to help the workplace become a more inclusive place for all.

AI can also reduce stress in the workplace by reducing the amount of time and output required for more menial tasks, such as emails, instant messaging, and scheduling. This, again, speaks to the need for

HR leaders to communicate the positive changes AI brings to the workplace. If they can stress how AI makes work easier, employees will feel more empowered to use these technologies in ways that reduce their workload and consequently improve their well-being.

Address Burnout at the Source

Burnout can manifest itself in several ways, but all types lead to the same results that can be harmful for individuals and businesses alike. When burnout is left unchecked, workers can experience difficulty engaging with their work and creating connections with their peers– as a result, burnout takes a hit. Meanwhile, businesses realize tremendous financial losses: burnout, and its effect on employee productivity and retention, costs $322 billion every year, entrenching it as one of the most consequential issues for businesses of any size.

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

8

Even though the symptoms and causes of burnout may differ, these discrepancies can be accounted for by meeting your employees where they are. In this case, people managers are the best asset for HR executives.

Encouraging managers to frequently check in on a personal level with their employees can help them gain a better understanding of their mental health, their stressors in and outside of the office, and any pain points that should be addressed.

This also opens avenues for employees to share feedback, in turn giving managers, HR leaders, and business executives actionable advice to address potential gaps in workplace wellness strategies.

Focus on Recognition

While technology can certainly aid HR teams looking to improve workplace well-being, the changes shouldn’t stop there. Businesses should also consider ways to open up opportunities for greater feedback and recognition.

Submit Your Articles

Best Practices For Promoting Workplace Wellness In 2024

Specifically, providing employees with more channels to share their gratitude or speak about changes they want to see in the workplace will be table stakes for executives and HR leaders moving forward.

When employees don’t feel seen, it threatens the very foundation of any workplace culture, creating divides and negative emotions that can be hard to repair if not addressed early on. Unfortunately, this issue is more common than one might think. For example, in February of this year, 30% of workers indicated that they felt invisible at work, while 27% felt flat-out ignored. Each employee’s reaction to this may vary, but common reactions include working harder (which inevitably leads to burnout and lower well-being) as well as a desire to leave the organization altogether.

There is a steep cost that comes with neglecting to acknowledge employees, as well. The time

and energy it takes to replace an employee can cost anywhere between 50 and 200 percent of that worker’s annual salary; not only do companies need to pay a replacement’s new salary, but they also lose money on lost productivity while a job remains open, advertising fees, interviewing for a position, and onboarding a new employee.

Fortunately, businesses that properly recognize their employees for the hard work they do can reap the benefits of savings in both the short and long term. The average 10,000-person company that makes recognition a key cog in its operations can save over $16 million annually.

When employees feel properly seen, they feel more engaged, more satisfied with their work, and bring their best selves to their jobs every day.

cannot be understated heading into 2024. When people feel safe and happy at work, they are not only able to contribute to the success of their organization but feel more apt to stay in the long run. By utilizing AI to create a safe and welcoming workplace and doubling down on recognition as a must-have solution, HR teams can feel more confident about instilling a culture of well-being and connection in the new year.

Sarah Hamilton is the VP of Global Human Experience at Workhuman.

Would you like to comment?

Ultimately, the importance of emphasizing workplace wellness

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

9

Submit Your Articles

Digital Wellness – What to Expect In 2024?

McAfee Digital Resources, McAfee

About the Research In this article, we allude to data from the HR Research Institute’s Digital Wellness survey, which was fielded in 2023 in partnership with McAfee, the global computer security software company. The survey had 204 respondents from a wide range of industry verticals, all of them being HR professionals from large organizations (at least 1,000 employees) in the United States.

B

ased on our research, we believe that 2024

spending 13 hours a day on digital screens.

will be a year in which the use of digital

And, this doesn’t necessarily count the amount of

protection and wellness initiatives becomes

time people are spending accessing mobile devices

increasingly prominent as a workplace trend. We

through other means, such as listening to audio via

explore the various factors that will drive this trend

wireless headphones or earbuds. This digital device

and provide some ideas on how to successfully

time may well increase as emerging technologies

respond to it.

such as smart glasses combined with artificial intelligence (AI) come into greater use.

Why Will Digital Wellness Be Critical in 2024?

As technology continues to advance, people are spending more time on digital devices. Whether it’s for work, education, or leisure, overall screen time has been on the rise, with some Americans

10

ARTICLE

These developments can have an impact on worker privacy, security, and mental well-being. For example, with the prevalence of remote and hybrid work, the boundary between professional and personal life can blur, leading to potential burnout and stress.

71%

Among companies that offer digital wellness solutions:

60%

part of their organization’s core benefits offerings

40%

part of their organization’s voluntary benefits offerings

One step toward alleviating such issues is adopting

say digital wellness offerings security and improve employee safety butare also aid

digital well-being initiatives. Our research shows that

in attracting and retainingforemployees. employees

such initiatives may not only help reinforce cyber

among the most important benefits

Digital wellness initiatives can have a variety of positive influences.

A large majority of organizations see offering a digital wellness solution/initiative as being effective to a high or very high degree for:

reinforcing cyber security

retaining existing employees

improving employee safety and wellbeing

recruiting new employees

misconfigurations and inadequate access controls Expected Trends and Challenges in 2024these strategies Consider

Stress Challenges

Employees who spend a considerable portion of 1. Create anon initiative to devices ensure the use of personalstressed devices for work their days digital may become purposes does not compromise cybersecurity

about issues such as the potential for data breaches, 2. Help protect from identity identity theft, employees and cyberattacks liketheft malware,

phishing, and ransomware.

may lead to data exposure. Phishing attacks,

especially those utilizing sophisticated social engineering techniques, may continue to be prevalent.

The rise of AI capabilities and deep-fake

3. Determine which of the many possible digital wellness initiatives are technologies is also causing increased concerns priorities for your employees about the manipulation of audio and video content

On top of these, information overload and digital

for malicious purposes, such as spreading

4. Consider making digital wellness part of your core or voluntary benefits

addiction are becoming real concerns for people.

Remote work, while offering flexibility, can also lead to stress if individuals struggle to establish

misinformation or impersonating individuals for the purpose of identity theft.

boundaries between work and personal life. The

Role of AI About the Survey expectation of being available around the clock, contribute to digital-related stress.

The “Digital Wellness Survey” ran in the first quarter of 2023. To ensure high-quality data, all respondents are HR professionals in the United States who are knowledgeable about benefits, data privacy, and cybersecurity.

Cybersecurity Concerns

Of course, cybersecurity concerns are about

more than just stress. Today’s cybercriminals

The HR Research Institute gathered 221 responses from a wide range of industry verticals.

All respondents are are continually evolving their tactics, techniques, from large companies with at least 1,000 employees.

and procedures to find digital vulnerabilities. As organizations continue to migrate to the cloud, 11

ARTICLE

But AI represents more than just an added threat. In 2024, AI has the potential to be a key player in digital protection. AI algorithms can analyze user behavior Custom Research patterns to identify anomalies that may indicate

unauthorized access or suspicious activities.

Antivirus and anti-malware tools can use machine Thanks to our great sponsor:

Read the full research

report. learning algorithms to recognize patterns associated

The Need for Digital with known and emerging threats, providing real-time Wellness

protection.

Read Full Report

© HR.com 2023

coupled with the pressure to stay productive, can

AI, particularly natural language processing, or NLP,

protection. As they become more widespread, they

can be used to analyze emails and messages for

also become targets for cyberattacks. Malicious

phishing attempts. AI can also personalize and

actors might exploit vulnerabilities in the software

enhance user education programs by analyzing

or hardware of these devices to gain unauthorized

individual behaviors and providing targeted training

access or compromise user privacy.

on security best practices.

These technologies often involve the use of

Role of Emerging Technologies Many new and fast-evolving technologies are on the immediate horizon. Smart glasses, AI pins, and various iterations of augmented (AR) and virtual reality (VR) devices are entering the consumer and corporate marketplace. What’s more, the so-called metaverse may still be in our collective future.

These kinds of technologies can have both positive and potentially challenging implications for digital

12

ARTICLE

biometric data for user authentication and interaction. Protecting sensitive biometric information—such as facial scans, fingerprints, or even whole-body scans—could become crucial to preventing identity theft and unauthorized access. These technologies can enhance remote collaboration, therefore boosting productivity, but securing virtual workspaces and ensuring the confidentiality of sensitive business information becomes critical in these circumstances.

gital Wellness

ging in a digital age

Greater reliance on cloud services for remote work

rch was conducted

by HR.com in partnership Role of Remote/Hybrid Work with McAfee

increases the importance of securing data stored With employees using various devices from red by: Sponsored by: and processed in the cloud. Collaboration tools different locations, ensuring consistent endpoint play a central role in remote work, but their use can security becomes challenging. This concern Custom Research introduce security risks. Organizations will need to was also reflected in our research, where a large implement robust endpoint security solutions that majority of organizations with remote workers can adapt to diverse device environments. with thedigital fact thatwellness greater importance issues agreed are making an evenishigher business priority than it was before: being placed on digital wellness due to remote/ the popularity of remote/hybrid work hybrid work arrangements.

the widespread use of personal devices for work purposes

Remote work concerns of those with remote workers agree or strongly agree that digital wellness has become more important because of remote or hybrid work arrangements

of organizations have a significant number of employees (25% or more) who work remotely at least some of the time

Personal device concerns

How Digital Wellness Solutions Can of organizations, at least half of employees In Help

● They may educate users about cybersecurity risks and best practices, thereby reducing stress associated with the fear of cyber threats.

use personal devices for work purposes

Digital protection and wellness solutions offer

an array of benefits to users and organizations, including but not limited to the list below:

● They may offer physical and mental wellness

benefits through apps that guide digital ● issue They help securethe communication platforms mindful relaxation, screen time Third driving need for better digital wellnessdetoxes, is identity theft. and help individuals feel more confident in regulation, and personalized goal setting. the privacy and confidentiality of their online Identity theft is a concern for both employees and employers. interactions, reducing dangers and anxieties related to data breaches or unauthorized of HR professionals surveyed are aware of respondents say that employees in access.

83%

their organization are concerned or very concerned about identity theft

● They help prevent phishing attacks and

59%

of employees who have experienced identity theft

identity theft, contributing to a sense of security.

Potential outcomes of identity theft include:

● They can have multiple protection strategies

58%

54%

such as device management, regular security assessments, encryption, and secure access protocols. reduced work performance fear about financial safety 13

ARTICLE

48%

Digital wellness depends on digital security.

financial loss

Consider implementing zero trust security: Zero trust is a security strategy that requires all users, whether in or outside the organization’s network, to be authenticated, authorized, and continuously validated for security configuration before being granted access to applications and data. This practice can be especially beneficial for remote/ hybrid organizations.

Invest in and carry out regular awareness and training programs: Providing ongoing digital protection and wellness training for employees to keep them informed about the latest threats and best practices is key to having a safe and secure

Possible Best Practices in 2024

workspace.

With 2024 rolling in, what could be the best practices employers could follow to gain a

Share intelligence with communities: When it

competitive advantage?

comes to creating safe workspaces, knowledge is power that only keeps multiplying when shared.

Offer digital wellness as an employee benefit:

Working in communities and sharing resources

“The Need for Digital Wellness” research study

could be particularly helpful for organizations as

conducted by HR.com in partnership with McAfee™

they create, implement, and evolve their own digital

found that nine out of ten organizations offer a

wellness visions.

digital wellness solution as part of their current benefits package. This addresses individual digital

When organizations succeed in creating digitally

concerns and also adds a wall of protection to

safe workplaces by adopting good initiatives, those

organizations.

initiatives tend to become best practices for the industry to benchmark on. Remember, however, that

Leverage AI to your advantage: Where it makes

both the digital environment and digital wellness

sense, integrate AI into cybersecurity measures. It

practices will likely evolve in 2024. Stay agile and

might also be used to personalize wellness benefits

open to new approaches. Regularly assess the

such as customized physical and mental health

digital environment, and stay prepared to amend or

enhancement measures.

adjust digital wellness initiatives as needed.

Would you like to comment?

14

ARTICLE

Give Your Employees the Gift of Digital and Device Protection Learn more

Top Pick

10 Employee Wellness Trends To Watch In 2024 Transforming workplace health and well-being

By Brett Farmiloe, Featured

F

rom addressing burnout to valuing practical benefits, ten leading professionals share their insights on the next big thing in employee wellness.

These thought leaders offer a diverse range of perspectives on trends that could redefine health in the workplace in 2024. Discover the full spectrum of innovative strategies below. ● Addressing Burnout with Cultural Change

● Supporting Family Planning in the Workplace ● Mindfulness Breaks Boosting Workplace Health ● Personalized Wellness Strategies Gaining Traction ● Mental Health Taking Center Stage ● Embracing Neurodiversity in Work Environments

● Cultivating a Genuine Culture of Care

● Shared Leadership Trending as a Wellness Innovation

● Belonging as the Key to Employee Engagement

● Practical Benefits Trumping Flashy Perks

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

16

Submit Your Articles

10 Employee Wellness Trends To Watch In 2024

Addressing Burnout with Cultural Change

The biggest well-being epidemic I see when I look at the workplace today is the overall feeling of burnout. When people feel burned out, they don’t contribute as much or as well and are out sick more often. How do we solve this in our do-more-with-less environment? The solution may be simpler than often thought—humans want to feel genuinely cared about, that we are doing work we feel proud of, and we are all more than employees.

So, by implementing small changes in your culture and workday, you can show how much you care and start to solve burnout. Small changes include asking someone, “How are you?” and genuinely meaning it; saying thank you and genuinely appreciating their contributions; encouraging (and then keeping sacred) vacation time; and providing flexibility for the time that life takes. And none of this needs to cost anything, yet the rewards received back are limitless.

Angela Heyroth, Principal, Talent Centric Designs

Cultivating a Genuine Culture of Care

In 2024, “box ticking” and “nice-to-have” well-being programs will be out, as organizations are now expected to demonstrate they are providing a “culture of care” as an essential requirement. It is a legal requirement under WHS (work health and safety) laws to provide a mentally healthy workplace, so businesses can no longer just “tick a box” when it comes to the mental fitness of their employees.

Post-pandemic, employees want to feel valued and connected to their employer. They also want to play an active role in shaping well-being programs to suit their individual needs. Organizations that genuinely engage employees, nurture a sense of belonging, involve them in program design, and prioritize continuous incremental improvements in work-life balance will meet the moment.

Introducing Mental Health First Aid training in the workplace will continue to play a pivotal role in promoting and facilitating early “help-seeking” as part of the framework to promote a mentally healthy workplace.

Suzi Evans, Mental Health First Aid Facilitator, Founder, Author, KAIZEN Business Support

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

17

Submit Your Articles

10 Employee Wellness Trends To Watch In 2024

Belonging as the Key to Employee Engagement

Given that working from home and hybrid work models are here to stay, employees need opportunities to connect with co-workers more than ever.

The need for social belonging—for seeing oneself as socially connected—is a basic human motivation, according to psychology professors Gregory Walton and Geoffrey Cohen. In fact, in 2018, Culture Amp found that having a strong sense of belonging is the biggest driver of employee engagement.

Consequently, organizations need to focus on belonging, not as a trend, but as a culture. This is especially true for employees from underrepresented backgrounds. One way to foster belonging is to plan inclusive team events that do not always involve alcohol (due to health, religion, and/ or recovery), are sometimes scheduled during work hours (so it doesn’t burden caretakers), and do not discuss work (because you don’t want these activities to give insider knowledge, mentorship, or opportunities only to those who can make time outside of work).

Nancy Wang Yuen, Managing DEI Consultant, Peoplism

Supporting Family Planning in the Workplace

One emerging employee wellness trend that organizations can take note of in 2024 is advocating for family planning and extending post-pregnancy support for both men and women.

Many working women choose to start families later due to prioritizing career development in their 20s. This delay can create concerns about job security and commitment, as well as their physical well-being, posing a challenge for women aiming to progress in their careers while also planning for families.

Organizations need to encourage family planning by implementing flexible policies that support women in planning pregnancies during their healthiest years, in their 20s or early 30s. Additionally, they should provide flexibility for men to participate in caring for newborns and supporting their partners, fostering a fairer environment.

By accommodating these needs, organizations can contribute to the creation of more balanced families, promoting not only physical but also mental well-being.

Arundhati Chafekar, Principal Consultant, Vertical Lead – Learning and Strengths, NamanHR

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

18

Submit Your Articles

10 Employee Wellness Trends To Watch In 2024

Mindfulness Breaks Boosting Workplace Health

As a wellness leader, one of the emerging employee wellness trends that organizations should pay attention to in 2024 is the focus on small breaks for mindfulness. Leaders of an organization should always try to encourage their team members to take regular brief breaks for their mental wellness.

This fosters a healthy workplace by helping employees overcome their stress, boosting focus, and enhancing the overall mental health of the employees. Thus, this contributes to an increase in job satisfaction, increases productivity, and minimizes burnout.

Dr. Thanu Jey, Medical Director and Founder, MediBrace

Personalized Wellness Strategies Gaining Traction

There doesn’t seem to be a standard around wellness, as it means different things to different leaders. I see more and more organizations creating wellness strategies based on assessments, research, and KPIs (key performance indicators), and this will impact the workplace positively because it won’t be just a “tick-the-box” exercise but rather something that is needed.

Lubna Forzley, Founder and CEO, Stories

Mental Health Taking Center Stage

In 2024, organizations should prioritize their attention to an emerging employee wellness trend—the growing emphasis on mental health support and resources. This shift reflects a recognition of the importance of nurturing and safeguarding employees’ mental well-being.

According to the World Health Organization, mental health disorders are one of the leading causes of disability worldwide, with depression alone affecting over 264 million people globally. As awareness of mental health increases, it is recognized that a healthy workplace encompasses physical, mental, and emotional wellness. Employee wellness programs now go beyond physical health, acknowledging the significance of mental health support, especially in the context of remote work and blurred work-life boundaries.

Organizations are now prioritizing mental health by investing in programs and resources for their employees.

Ryan Hetrick, CEO, Epiphany Wellness

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

19

Submit Your Articles

10 Employee Wellness Trends To Watch In 2024

Embracing Neurodiversity in Work Environments

An essential wellness trend for 2024 is the genuine integration of neurodiversity-friendly practices in workplaces.

Beyond just workshops, this involves company-wide screening assessments, offering workplace adjustments, and even reviewing products for inclusivity.

Microsoft’s neurodiversity hiring program is a prime example, but this trend extends beyond tech. Industries like finance and law are starting to catch up, and I worked with an international law firm earlier this year that saw a significant positive impact from adopting neurodiversity-friendly hiring practices and policies.

It’s about recognizing and valuing individual strengths and supporting difficulties to create a more dynamic and effective workforce. Such practices lead to higher productivity, improved employee well-being, and retention.

Dr. Anna Patricia McLaughlin, Neuroscientist and Founder, Sci-translate

Shared Leadership Trending as a Wellness Innovation As a recruiter working in the executive sphere, I’m noticing a recent wellness trend with the potential to upend the sector. It’s identified by various nomenclatures—co-leadership, shared leadership, joint leadership—but the idea remains the same: diffused responsibility.

With benefits like unlimited PTO on the rise, companies are looking for ways to balance workforce consistency with the mental and physical health of their employees, and some are settling on what you might call an understudy team.

These people may sit in the wings or move through the company as a jack-of-all-trades. They’re well-known, well-liked, and able to step up at a moment’s notice.

Suddenly, executives who’ve not taken a sick day in years feel emboldened to book a vacation or sabbatical.

Since benefits are only good insofar as they’re used, this is a big step forward for anyone concerned that their policy is more technical than practical.

Travis Hann, Partner, Pender & Howe

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

20

Submit Your Articles

10 Employee Wellness Trends To Watch In 2024

Practical Benefits Trumping Flashy Perks

As a recruiter, I’m privy to emerging wellness trends, and I have to say that they’re not all created equally. When I’m counseling a candidate on benefits, it’s often the flashier perks that fall flat. What looks good on paper isn’t always usable in the real world, so things like group nature retreats and in-office hot yoga wind up meaning little.

What candidates do prefer are basic benefits ramped up: paid time off (PTO), in particular. I’m seeing more and more companies offer unlimited PTO, and that’s a big draw for employees who don’t like to feel under scrutiny when a personal emergency or sickness comes up.

I think that as 2024 gets going, we’ll see a renewed focus on PTO and an eschewing of gimmicky and under-used benefits that only appeal in concept.

Linn Atiyeh, CEO, Bemana

Brett Farmiloe is the Founder/CEO and currently the CHRO at Featured.

Would you like to comment?

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

21

Submit Your Articles

Top Pick

Financial Wellness Is The Next Big Employee Benefit Tackling financial stress impact on productivity with financial literacy programs

By Judith Lamb, CloudPay

T

he world of employee benefits has undergone rapid change over the last few years. While increased workplace flexibility was already gaining traction before the pandemic, adoption accelerated after and continues to be a priority. A tight talent market means employers must do everything they can to attract talent.

Forbes Advisor found that 62% of employers changed their benefits in the last year. Employers now offer everything from mental health assistance, volunteer days, and daycare assistance to free food and drinks.

This is in addition to offering higher salaries and pay rates.

However, the market is starting to shift. What has been a strong employee market is now slowly leveling out. It doesn’t mean employee perks and benefits aren’t important, but it does mean employers can think more critically about the perks employees value most.

The Need for Financial Education

Despite the strong labor market and steady increase in wages, employees are still feeling the pinch of high interest rates and the cost of everyday goods and services. More than half of employees said finances were a top cause of stress.

All of that stress has a significant impact on a company’s bottom line. Canada’s National Payroll

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

Institute reported in 2022 that employee financial stress cost companies over $40 billion in lost productivity. And that was up considerably from $26.9 billion in 2021. A financially stressed worker spends nearly 30 minutes every day dealing with their financial situation instead of focusing on their job.

On top of that, studies show a glaring gap in U.S. adults’ financial knowledge. The share of people who said not being financially literate cost them more than $10,000 was up to 15% in 2022, from 11% in 2021.

The financially literate are more likely to make ends meet, spend less than their income, and have three months’ worth of emergency funds.

This is where employers can help. By providing financial education as an employee benefit, companies can help employees manage their income and personal finances more effectively. This saves companies money and meets a critical need.

CloudPay’s study with Everest Group found that 57% of employees indicated that wellness programs, including those focused on financial well-being, have a positive direct impact on employee experience. Given not only the need for widespread financial education but also the desire of employees to learn more, employers should consider what they’re risking by not offering it.

22

Submit Your Articles

Financial Wellness Is The Next Big Employee Benefit

Benefits of Financial Wellness

A more financially literate workforce benefits both employers and employees.

Employers that offer financial education typically have a more motivated, productive, and less stressed workforce. It can contribute to improved retention and productivity rates and lead to a reduction in the number of days employees take off for stress-related issues. Better financial knowledge can also lead to improved decision-making.

If you think about it though, the impact of financial wellness for employees has the potential to be life-changing. Bankrate found that 52% of Americans say money hurts their mental health. Among those who say money negatively impacts their health, 82% say it leads to stress, anxiety, worrisome thoughts, loss of sleep, and depression. Financial education has the power to reduce that stress and empower employees to make informed decisions about their finances.

Education also gives employees a better understanding of how much money they have, how

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

they can spend it, how they can save it, and the hidden costs involved with things like home purchases, loans, or leases. It helps them take the mess of income, expenses, debt, and obligations and turn it into something manageable.

Financial Wellness and the Modern Pay Experience

Financial education and wellness align with another trend centered on the employee experience—the modernization of payroll and pay processes. How and when people are paid, how they access their financial information, and what control they have over their pay have changed significantly over the last couple of years and will continue to.

Just as many employees demand flexible work schedules and hours, they also want flexible pay options. Instead of waiting for a monthly or bi-monthly paycheck, people want immediate access to their earned wages when they need them. Companies can offer this through earned wage access. Earned wage access or on-demand pay allows employees to access a portion of their accrued income ahead of payday.

This puts greater control and flexibility into the hands of people to manage their finances.

23

Submit Your Articles

Financial Wellness Is The Next Big Employee Benefit

Employees also want autonomy, and companies can do that by streamlining payroll processes and updating technology. For example, employees shouldn’t have to wait for payroll or HR (human resources) teams to give them data related to their salaries, taxes, or other documentation. It should be available anytime at their fingertips—preferably through a mobile app.

Everyone is becoming more aware of how their information and data are stored and used. No one wants to wait around to access their personal documents when applying for a mortgage, for example. They want instant access and full control.

innovative, impactful solutions to support their people will emerge as the ones who not only retain their top employees but also become a destination for new hires.

Instead of continuing to over-inflate pay, help make finances work better for your people. Sure, perks and benefits are nice and might draw people in, but think more strategically. Give employees benefits that not only improve their work life but also their entire life.

Judith Lamb serves as the Chief Human Resources Officer at CloudPay.

Make Your Benefits Mean More

Building a more holistic payment solution focused on enhancing the employee experience and improving financial literacy will help improve loyalty, engagement, and performance. In a highly competitive hiring market, employers that provide

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

Would you like to comment?

24

Submit Your Articles

Special Research Supplement December 2023

The Future of Employee Well-being

Ensure holistic well-being of employees today and tomorrow

INTERACTIVE

DECEMBER 2023

Sponsored by:

INDEX RESEARCH REPORT SUMMARY

27

The Future of Employee Well-being Survey conducted by:

Sponsored by:

ARTICLES

32

A Practical Framework for Creating Sustainable Well-being in the Workplace

By Larry Kuhn, PsyD, Jim Persing, PCC, and Denise Kuhn, BA, AspireVue

37

Menopause Support At Work: Tailored Benefits for Employee Wellbeing

By Kathleen Davin, Director, People Operations, Maven

The HR Research Institute, powered by HR.com, the world’s largest social network for Human Resources professionals, is a key part of our mandate to inform and educate today’s HR professionals. Over the past three years, the HR Research Institute has produced more than 85 exclusive primary research and state of the industry reports, along with corresponding infographics in many cases, based on the surveys of thousands of HR professionals. Each research report highlights current HR trends, benchmarks, and industry best practices. HR Research Institute Reports and Infographics are available online, and always free, at www.hr.com/featuredresearch

The Future of Employee Well-being Ensure holistic well-being of employees today and tomorrow

Exclusive Study By The HR Research Institute

O

rganizations increasingly expect employees to do more with less. In fact, Meta has declared the year 2023 to be the “Year of

Key Findings 1. Organizations strive to improve employee

Efficiency.”1 But what does this mean for employee

well-being through various special initiatives.

well-being?

2. Few organizations deem their well-being programs as highly effective, but most

Studies show that a comprehensive well-being

organizations rate them as being at least

strategy and culture positively impact business

moderately effective.

performance. Employees today face a myriad of

3. Although there are many potential benefits

2

well-being challenges. With increasing longevity, older employees have to stay in the workforce longer while other employees belong to the “sandwich generation” and have to juggle taking care of their children and elders.

This report by the HR Research Institute investigates the current state and future of employee well-being in organizations. Further, results of this year’s survey have been compared to results from the previous two years to make observations regarding changes in well-being trends over the recent past.(3,4)

27

RESEARCH REPORT SUMMARY

to well-being programs, none were chosen by a majority of organizations, perhaps because many initiatives are still just not effective enough.

4. Remote and hybrid work flexibility is among the most commonly provided well-being initiatives at present and this is expected to continue into the future, but its effects on employee well-being are not seen as robust.

5. Negative stress is prevalent in many organizations, but just 31% say they are excellent at helping employees address stress issues.

STATE OF THE INDUSTRY RESEARCH

dealt with by using Employee Assistance

Which Types of Well-being Do Organizations Enhance via Specific Initiatives?

Programs (EAPs).

Well-being is multifaceted, and organizations that

7. Organizations primarily offer healthcare

seek to improve employee well-being must focus

6. Mental health is a priority for HR in the majority of organizations and is most commonly

benefits to support employees’ physical wellbeing.

on various aspects of it. Respondents were asked to rate the initiatives their organizations look to to improve via specific initiatives. Results indicate that

8. Employees are plagued by a number of

more than 7 in 10 organizations use initiatives to

competing financial stressors, and half of

increase mental/emotional well-being, and about

organizations offer financial education to

two-thirds aim to improve work environment well-

improve employee financial well-being.

being (64%) and physical well-being (63%). Over

9. Well-being leader organizations provide more

half of the organizations improve financial

initiatives to support all types of well-being and

well-being (54%) through their initiatives.

are better able to maintain employee well-being levels.

Which types of employee well-being does your organization

Mental/emotional well-being

72%

Work environment well-being (e.g., physical, virtual)

64%

Physical well-being

63%

Financial well-being

54%

Career well-being

48%

Social well-being

40%

None of the above

10%

their organization strives to enhance social well-being via

0

28

RESEARCH REPORT SUMMARY

10

20

30

40

50

60

70

80

STATE OF THE INDUSTRY RESEARCH

How Well Are Organizations Doing with Regard to Employee Well-being?

The last three years have been challenging for employee well-being. In that short span of time, employees have dealt with Covid-19 pandemic restrictions and challenges, social justice movements, economic upheavals, a sudden shift to remote work, and political instabilities. A good measure of the success of well-being initiatives is their ability to maintain employee wellness levels through these tumultuous times. About three-quarters (73%) of respondents say they have maintained employee well-being to only a moderate degree or lower while just over a quarter claim to have done so to a high (20%) or very high degree

We asked respondents who rated the effectiveness of their organization’s well-being initiatives as low or very low to elaborate on reasons for this ineffectiveness. Half (49%) say their organization does not have enough well-being efforts. About two-fifths say the initiatives they do have are lackluster (41%), and many employees continue to have concerns about well-being (39%).

What Well-being Initiatives Have Employers Used in the Past and What Will They Use in the Future?

We asked respondents to choose initiatives their organizations have deployed to ensure employee well-being over the last two years. More than half

(7,7)

have allowed more employees to work remotely at

How do employee well-being initiatives benefit

to help employees cope with stressors (59%), and

times (60%), provided more informational sources

organizations? About two-fifths of organizations that implement well-being initiatives report greater employee engagement (43%), increased employee experience (40%), and improved employee retention (37%). However, none of the outcomes are chosen

ensured employees had the resources and support to do their jobs (56%). While these are good initiatives, just over a third have created regular well-being check-ins/conversations for employees (36%).

by a majority.

29

RESEARCH REPORT SUMMARY

STATE OF THE INDUSTRY RESEARCH

Over the last two years what types of initiatives has your organization used to better secure employee well-being? (select all that apply) Allowed more employees to work remotely at times

60%

Provided more informational sources to help employees cope with stressors

59%

Ensured employees had the resources and support to do their jobs

56%

Provided resources and/or training to managers to better support employees

44%

Provided additional employee benefits

43%

Created regular well-being check-ins/conversations for employees

36%

Offered more paid-leave opportunities

23%

Other - Write In

5%

0

10

20

30

40

50

60

training to managers to better support employees

30

What initiatives have organizations offered to

is considerably less commo, with just over half

support the physical well-being of their employees?

(54%) offering these initiatives. Since the pandemic,

More than 8 in 10 organizations offer healthcare

we believe there’s been a rise in the popularity of

benefits (85%) to promote employees’ physical

telemedicine/virtual healthcare (58%) and well-

well-being. However, the focus on preventive care

being apps (41%).

RESEARCH REPORT SUMMARY

STATE OF THE INDUSTRY RESEARCH

in saving to enjoy life's simple pleasures (e.g., vacation, new car, etc.), childcare expenses, and unexpected emergency expenses are tied for first place (33%). Closely following are running out of money before payday (30%) and difficulty saving for retirement (29%). About a quarter also deal with credit card debt (25%) and medical expenses and/ or debt (26%). The financial issues employees face depend on unique situations and may require a personalized effort to handle some of these issues.

Notes 1

Vanian, J. (2023, February 2). Meta's 'year of efficiency' was

everything wall street needed to hear from Zuckerberg. CNBC. Retrieved from https://www.cnbc.com/2023/02/01/metas-year-of-efficiency-

How Are Organizations Securing Employees’ Mental and Physical Well-being?

2

Employee mental well-being is a priority for HR in

& Poor's 500 index. Journal of occupational and environmental

most organizations. In almost 9 in 10 organizations, employee mental health is among the top ten priorities for HR, with half saying it is among the top three (36%) or the top priority (13%).

everything-wall-street-needed-to-hear.html Goetzel, R. Z., Fabius, R., Fabius, D., Roemer, E. C., Thornton,

N., Kelly, R. K., & Pelletier, K. R. (2016). The stock performance of C. Everett Koop Award winners compared with the Standard medicine. Retrieved from https://pubmed.ncbi.nlm.nih. gov/26716843/ 3

HR.com’s HR Research Institute. (2021, February). The state of

employee health and well-being 2021. Retrieved from https://ww.hr.com/en/resources/free_research_white_papers/ the-state-of-employee-health-and-well-being-2021-r_kkz1ij2w.

What Organizations Do to Ensure Financial Wellness?

4

We asked respondents to choose the top three

www.hr.com/en/resources/free_research_white_papers/the-

sources of employee financial stress. Difficulty

state-of-employee-well-being-2022-report_l3wm44c2.html

html HR.com’s HR Research Institute. (2022, June). The state of

employee well-being 2022. Retrieved from

For more insights on this topic and key takeaways, check out the complete report.

Read the Research Report

31

RESEARCH REPORT SUMMARY

STATE OF THE INDUSTRY RESEARCH

A Practical Framework for Creating Sustainable Well-being in the Workplace Larry Kuhn, PsyD, Jim Persing, PCC, and Denise Kuhn, BA, AspireVue

B

usinesses encounter challenges in promoting

Well-being is good, but for whom? When it comes

and maintaining well-being. There is a need

to well-being in the workplace, it’s not just good for

for new approaches that align with the values

employees; it’s beneficial for employers as well.

of individuals at all levels of the organization - from

When employers endeavor to promote it, some may

individual employees to senior leaders. This article

question the intentions. But ultimately, employee

aims to present alternative strategies and practical

well-being benefits everyone.

methods for promoting sustainability and relevance in workplace well-being. Sustainable well-being requires a holistic shift in mindset and strategies that incorporates personal insights, intentional actions, and social support for enduring progress.

Below, we will present various frameworks designed to help organizations establish improved systems for fostering well-being and flourishing.

Promoting Well-being I recently sat down with a bowl of shrimp linguini.

It was accompanied by a killer garlic butter sauce, and let me tell you, it was awesome. But was it satisfying? Absolutely. Did it do wonders for my well-being? Well, that’s up for debate, but probably not. What seems good in theory may not be good in the end and translating a good idea into a practical success is often the toughest part. This is particularly true in the case of well-being. Well-being is an idea that most people support, but something

Well-being Trends Let’s delve into some current well-being trends. The shift to remote work has had a substantial impact on various aspects of subjective well-being. Data indicates a recent decline in employee engagement in the US, while reports of stress-related emotions have increased. Recent studies have shown that Gen Z and Millennials are experiencing heightened levels of anxiety and stress.

A recurring theme in our approach this: well-being is closely tied to productivity, employee retention, and a positive outlook on the future. If people don’t know what well-being really is, they can’t really do what it takes to prioritize and pursue it. There must be some specificity around the discussion of well-being. Addressing well-being should be a high priority for people entrusted with maintaining a highly productive and engaged workforce.

often gets lost in the pursuit.

32

ARTICLE

STATE OF THE INDUSTRY RESEARCH

What Is Well-being? Some Practical Frameworks

ask yourself, “How much am I experiencing daily

The Oxford Dictionary defines well-being as, “the state of being comfortable, healthy, or happy.” In various ways, individuals, teams, and organizations, as living systems, are in constant pursuit of well-being. Historically, well-being as a destination has been described in three primary ways.

hedonic well-being.

First, Evaluative well-being describes the pursuit of one’s overall satisfaction with life, finances, relationship, interactions, job, and physical health.

Next, Eudaimonic well-being describes the pursuit of self-realization. Here, we may ask, “To what degree am I internally aligned with my values, reaching my potential, and living my best life.” This is about our growth and purpose. Finally, one can assess their Hedonic well-being. This is about our Pleasure:Pain quotient. For example, you might

33

ARTICLE

feeling states of pleasure compared to pain? That’s

A Journey Toward Well-being A dopting a journey mindset, it’s helpful to have a measure of clarity about your destination. Along every journey, it’s essential to pay attention to the landscape. We offer the following framework for understanding the landscape of well-being. Dating back to the time of Plato and Aristotle, philosophers and people of introspection noticed a unique relationship between human doing and human being. Heidegger’s concept of ‘Dasein’, framed human ‘being-ness’ as a balance maintainable within us, between us (our relational self), and around us, expressed through the way we impact and are shaped by our spheres of influence.

STATE OF THE INDUSTRY RESEARCH

For people, teams, and organizations, we must

relationships and at the team level. Do we

effectively navigate the three domains of within,

have people on whom we can depend for help,

between, and around. For that, we need a map,

appreciation, and encouragement? Are we pitching

a plan and vehicle that can translate the dream

in to help others when they need something done?

or aspirational concept of well-being as a destination into practical and sustainable reality.

Looking Around - relates to our patterns of

We recommend a three-phase journey toward well-

functioning within our context. We maintain that

being and well-doing. We’ve called those phases:

well-being within the workplace as something

Insight, Action, and Momentum.

deeply connected to human flourishing across

Elevating The Journey with INSIGHT Understanding well-being involves insight. Looking Within means diving deeper, intentionally focusing and reflecting well on an individual’s observable and predictable patterns of experience.

Looking Between relates to how we communicate and connect to others within the roles we play.

Here, we can consider social support within

34

ARTICLE

each of these arenas. Looking within, between, and around is about gaining insight.

One of my favorite sayings is, “That which is good is that which works well.” What does it mean when we say that a person is good as an analyst, recruiter, a supervisor, leader, friend, or parent?

Does it not mean that they are working well?

‘Working well’ suggests two aspects that point to a fuller understanding of Well-being and human flourishing, particularly in the workplace.

STATE OF THE INDUSTRY RESEARCH

One side is obvious – as a ‘good’ employee, are you producing results and having an impact on a desired outcome? It relates to your Functioning – that’s Well-doing. The other side, beyond the results, relating to being a ‘good’ analyst, recruiter, supervisor, leader, parent, brother, human, or whatever – there is something qualitative. It’s a bit harder to define, but because we all know it when we see it, it shouldn’t be impossible to assess and understand. That’s Well-being.

We simply need better systems to understand, assess, and promote workplace well-doing and well-being. Our goal is to provide frameworks and a vocabulary for thinking about well-being, with the eventual goal of helping leaders make an impact in the workplace – making well-being sustainable.

Well-doing and well-being converge in where we are, what we do, and how we do it - within the roles that we play.

W e recognize that there is a spectrum of functioning and flourishing, of producing results AND having growth, paying attention to one’s satisfaction, purpose, and experienced feelings.

Elevating The Well-being Journey With ACTION So, what can a company do to promote well-being?

We make these recommendations – you decide.

1. We suggest that leaders and HR professionals view well-being as a facilitated journey where we resource humans for growth.

2. Facilitative action will likely include intentional dialogue that models conversational leadership through casual discourse.

35

ARTICLE

3. Lip service is one thing, but organizations must prioritize individualized development.

Erik Erikson identified progressive stages of focused development across the human lifespan 4. Start small and incrementally, using wellbeing identifiers with curiosity.

5. Be Intentional. Productive people aren’t productive by accident. Set specific goals, ensuring that they are meaningful to individuals; act and measure progress with subsequent inventories; then socialize the progress.

6. Encourage Individual Development Plans use. Ensure goals are positively stated and strength-based, not deficit based.

7. Leverage Social Influence Carefully. Keep in mind, people are highly motivated to look good in front of others and even more highly motivated not to look bad. Shame or avoidance is not a good motivator to promote sustainable well-being.

8. Beware of White-Knuckling It. We’ve seen the results of the traditional approaches where people start with goals, take actions, rely on determination, grit, and will, and then lose momentum and experience frustration.

Elevating The Well-being Journey With MOMENTUM So, what can a company do to maintain well-being momentum? Several steps can prevent system failures.

1. Don’t blame failure on people; focus on improving the system.

2. Anchor initiatives with ongoing support with sufficient coaching and mentoring.

STATE OF THE INDUSTRY RESEARCH

3. Encourage people to share their well-being and well-doing goals.

purpose and impact. For leaders, adopting a well-

4. Encourage people to recognize and give feedback when they catch people doing good and being good.

their own personal journeys while wholeheartedly

5. During feedback 1:1’s, incorporate reflection on each person’s identified purpose; ask about their positive and negative feelings, and engage in ‘how’ and ‘why’ questions rather than remaining informational.

being mindset entails actively participating in engaging and supporting others on their individual paths.

This article reviewed recent trends on workplace well-being, framing it as a destination.

Characterizing the pursuit of well-being as an ongoing journey, we’ve offered several frameworks.

Human Resource professionals, leadership, and

Summary

individual contributors can begin with the end

Life is a fundamentally a quest for well-being,

their aspirations as well as their current levels

advancing with an urgency created by life’s brevity.

We can choose to lean into our individual journeys each day, navigating challenges, keeping the end in mind, and retaining an ongoing awareness of our current location and progress while pursuing

in mind, gaining insight by reflecting well on of functioning and flourishing. We need Insight, Actions, and Momentum to elevate our well-being journeys and create those conditions where people can grow, thrive, and get things done through people.

Dr. Larry Kuhn is a licensed clinical psychologist and the CEO of Prepare to Change, Inc. He is also the architect of AspireVue, an all-in-one online platform that streamlines the selection, onboarding, performance, and development of leaders and their teams. You may contact Dr. Kuhn at drlarrykuhn@preparetochange.com.

James Persing, Professional Certified Coach (PCC), is a senior coach with AspireVue. He was first certified in 2006 by both the Coaches Training Institute (CPCC) and the International Coaching Federation, who regularly uses his legal and professional background to assist law firms and other organizations in their ongoing development.

Denise Kuhn, Director of Customer Experience, works with consulting, assessment, and coaching clients to advance well-being initiatives in both California and South Carolina offices. Her career covers more than 25 years of administrative, marketing, management, and training in various business segments including healthcare, legal, construction, accounting, and human resources. She also established her own career development support firm, specializing in resume writing and career planning.

Would you like to comment?

36

ARTICLE

STATE OF THE INDUSTRY RESEARCH

Menopause Support At Work: Tailored Benefits for Employee Wellbeing Kathleen Davin, Maven

M

enopause, the natural cessation of

or treating menopause, indicating that most

menstrual cycles in individuals with

employees will likely need to seek out specialty

ovaries, affects millions of women in the

care for their menopausal needs.

United States each year, typically between the ages and its impact on women in the workplace remains

The Impact of Menopause on Employees

largely unaddressed, with consequences for

Understanding and normalizing the effects of

of 45 and 55. However, the topic of menopause

employees and employers alike.

Research indicates that worldwide productivity losses due to menopause amount to over $150 billion annually, with over $2,100 in direct and indirect healthcare costs per woman per year.

By fostering an age-inclusive work culture with corresponding benefits, companies can better support employees as they navigate their menopause journey.

Understanding Menopause and Its Treatment A person enters menopause when they’ve gone 12 months without a period. The time leading up to that point, called perimenopause, usually lasts between three and seven years. Despite how common this is, it is still an emerging field of study in the healthcare system. 80% of OB-GYN residents report feeling “barely comfortable” discussing

37

ARTICLE

menopause on employees can help improve their well-being and productivity during this change in their lives.

Physical Symptoms Hot flashes and brain fog, two common menopausal symptoms, can significantly impact employees’ well-being. Hot flashes can occur randomly throughout the day, causing discomfort and distress, while brain fog, often linked to poor sleep quality, can diminish employee energy levels.

Effects on Mental Health Menopausal employees are at a higher risk of mental health issues due to vasomotor symptoms and fluctuating hormone levels. Research shows that over a third of women experiencing menopausal symptoms also report depression, reduced quality of life, and decreased workplace productivity.

STATE OF THE INDUSTRY RESEARCH

Stigma in the Office Menopause can be an isolating experience in the workplace, with employees fearing discrimination or being labeled as “old.” A recent survey found that one in three women in the U.K. took time off due to menopausal symptoms, but only a small percentage informed their coworkers or requested adjustments to be more comfortable. Another study found that nearly 1 million women in the U.K. quit their jobs because of menopausal symptoms, indicating the significant role this experience plays in the lives of employees.

What Are Examples of Menopause Benefits?

time schedules, or adjust their hours can help manage symptoms and minimize stress. ● Menopause education and support: Providing online, clinically-approved resources can help employees better understand and manage their symptoms. ● Access to virtual healthcare services: On-demand virtual access to healthcare providers can support employees during menopause. ● Mental health support: Providing access to mental health providers can help employees navigate the emotional challenges of menopause.

benefits to support employees during menopause,

Exploring Menopause-Friendly Workplace Policies

such as:

As research into menopause continues, it’s clear

Companies have started offering workplace

● Flexible working arrangements: Allowing employees to work from home, have part-

that it’s an unmet need of great importance in every organization. Employers can support menopause in the workplace in four ways:

38

ARTICLE

STATE OF THE INDUSTRY RESEARCH

1. Create an age-inclusive workplace

3. Reduce stigma

Consider office adjustments like improved climate

One of the key things employers can do is reduce

control or offering fans and portable A/C units.

the stigma around menopause. Train managers on

These efforts can help employees manage their

discussing menopause, create employee resource

symptoms while demonstrating your commitment

groups (ERGs) for women’s health, and provide

to supporting them. Also, offering paid leave or

accessible educational resources to build an age-

expanding sick day usage to include menopausal

inclusive culture.

symptoms can help employees take time off

4. Foster open dialogue

comfortably.

2. Improve access to specialty care

Create a safe space for employees to share their experiences and seek assistance. Offer

Because symptoms can be so diverse, and

access to online or in-person support groups and

providers often feel untrained or unprepared to treat

train managers to handle conversations around

menopause, many of your employees will need

menopause, providing a lifeline for employees as

access to specialty care providers like reproductive

they balance work and menopausal symptoms.

endocrinologists or mental health specialists.

Rather than going through the complicated loop of referrals and waitlists, adding a virtual-care benefit for women’s and family health like Maven can help your employees get the support they need.

Partner with Maven for Your Age-Inclusive Health Benefits Maven is the complete digital family health platform for payers and employers seeking to provide more inclusive, cost-effective care to women and families. By offering members high-touch care navigation, specialized care teams, and evidence-based care management programs, Maven delivers the right care at the right time, all within a seamless virtual experience. To learn more, contact us today.

Kathleen Davin is the Director of People Operations at Maven.

Would you like to comment?

39

ARTICLE

STATE OF THE INDUSTRY RESEARCH

The Future of Employee Well-being Employee Benefits & Wellness Excellence • December 2023

For more information: 1.877.472.6648 sales@hr.com www.HR.com/epubs

The HR Research Institute tracks human resources trends and best practices.

Learn more at hr.com/featuredresearch

Navigating The Future: Employee Well-Being Benefit Trends For 2024 Embracing holistic well-being with greater flexibility and inclusivity

By Lynn Perkins, UrbanSitter

A

s 2024 nears, the landscape of employee well-being and benefits is experiencing a transformative shift. Amid economic uncertainty and the vocal demands of younger generations for better work-life balance, employers are recognizing that business success is closely tied to their employees’ well-being. As CEO of UrbanSitter, a company deeply invested in supporting working caregivers, I’ve observed firsthand how businesses are adapting their benefits strategies. The focus for 2024 is shifting to a more holistic view of well-being underpinned by greater flexibility and inclusivity.

1. Embracing Holistic Well-Being: A Comprehensive Approach

The future of employee benefits extends beyond traditional health care to embrace all aspects of an individual’s well-being. This holistic approach includes mental health, work-life balance, and preventive care.

According to recent trends, mental health support is no longer a luxury but a necessity, with companies integrating services such as virtual therapy, stress management workshops, and mindfulness practices into their benefit offerings. In a world still grappling with the aftereffects of the pandemic, these initiatives are not just compassionate; they’re a strategic imperative for fostering a resilient workforce.

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

2. Varied Workplace Flexibility Trends in 2024

In 2024, workplace flexibility will vary widely. While remote work remains a popular option among workers, its prevalence differs by industry, with sectors like technology seeing a decrease in fully remote roles. Employers’ approaches are diverse: some are bringing employees back to the office to boost productivity, while others are adopting progressive practices like four-day work weeks and work-fromanywhere policies to enhance employee satisfaction and loyalty. Hybrid work models are also on the rise, offering a middle ground in workplace flexibility. In 2024, we’ll continue to see a spectrum of workplace arrangements in response to the changing dynamics of the job market.

3. The Role of Technology in Enhancing Well-Being

In 2024, technology, particularly AI, will play a pivotal role in advancing employee well-being. From personalized health recommendations to virtual wellness assistants, technology offers innovative solutions to traditional wellness challenges. However, as we integrate these advancements, it’s vital to balance technological efficiency with the irreplaceable value of human connection and empathy.

41

Submit Your Articles

Navigating The Future: Employee Well-Being Benefit Trends For 2024

4. Expanding Inclusivity in Benefits

Inclusivity in benefits will evolve from a newer concept to a well-established practice in 2024, with employers thinking more broadly about what inclusivity truly means. Recognizing that a one-size-fits-all approach does not meet the diverse needs of their workforce, companies are adapting their benefits to encompass support for various life stages, such as menopause and elder care, and cultural celebrations. This shift reflects a deeper commitment to valuing every employee’s unique journey. By encompassing a wider range of needs and life experiences, inclusive benefits are becoming a crucial aspect of corporate culture, underlining the importance of acknowledging and accommodating the uniqueness of every employee.

5. Consolidation and Value in Employee Benefits

In 2024, we’ll see a continued trend of employers looking to consolidate benefit vendors or adopt lifestyle spending accounts. While many are moving towards a lifestyle spending account model, there is growing scrutiny over the longevity and actual value of these accounts as the benefits are broader but with shallower offerings. If benefits satisfaction dips, we will see employers changing course and

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

heading toward more “one-stop-shop” consolidated benefits offerings for a blend of full-service and improved value.

Towards a Future of Empowered Well-Being

As we look ahead, it’s clear that the workplaces thriving in 2024 and beyond will be those that prioritize the well-being of their employees. By adopting flexible, inclusive, and technology-driven approaches, companies can create environments where employees feel supported, valued, and motivated. The future belongs to organizations that understand the fundamental link between employee well-being and business success. As we navigate these trends, the goal remains clear: to create workplaces where employees not only thrive professionally but also find personal fulfillment and a sense of belonging.

Lynn Perkins serves as the CEO and Co-Founder of UrbanSitter.

Would you like to comment?

42

Submit Your Articles

Top Pick

The Future Of Employee Well-Being: Sticking Plasters On Broken Windows Or Looking For The Smoking Gun? Unveiling the true sources of workplace pressure in 2024

By Lesley Cooper, WorkingWell

T

here is no shortage of money being invested in employee well-being, with the majority of large to medium-sized enterprises offering an ever-expanding ‘buffet’ of employee well-being services alongside other traditional employee benefits. Back in the mid to late 1990s, when the concept of wellness was new and intervening in employee health was a novel idea, early adopters rushed to provide 24/7 help and support services via telephone-based employee assistance programs.

Twenty-plus years later, there is now a dizzying range of services on offer, which often include peripatetic or permanent occupational health support, health and lifestyle education and promotion, life coaching and personal health and well-being consultancy, nutrition advice, sleep clinics, subsidized gym memberships, free fruit in the office, onsite counseling, mental health first aid, mindfulness and free apps, lunchtime yoga, group exercise, and running clubs, personal and team resilience training, support with women’s health

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

issues, men’s health support and so on. The list is long. Just like a lot of buffets, though, much of what is on offer is not consumed and goes to waste.

43

Submit Your Articles

The Future Of Employee Well-Being: Sticking Plasters On Broken Windows Or Looking For The Smoking Gun?

There is nothing like a demand to fuel supply, of course, with the result that the value of the well-being industry has been forecast to reach $20.6 billion by 2024, a compound annual growth rate of 3.7 percent for the forecast period (Javed 2020) Taking well-being interventions as a totality, the market is worth $1.5 trillion, (Callaghan et al 2021) with no sign of contraction yet. The burning question, however, is whether all that expenditure is moving the dial in the right direction.

There is no doubt that emotional support for people feeling stressed or help and advice about how to stay strong and resilient in the face of the challenges of work and life is undoubtedly useful. There is no question that interventions like these have a valuable place in a joined-up employee well-being strategy.

Modern life is full of uncertainties, and it makes good sense to invest in employees’ ability to bend with the wind when life and work storms blow up, as well as providing support to set them back on their feet if required.

But on their own, these interventions do not combine to form a wellness strategy – the proliferation of support does nothing to address the underlying causes of poor workplace well-being, they merely alleviate the symptoms or moderate the impacts.

It is quicker and easier to buy well-being support services or develop employee tolerance for demands and pressures than try to address or moderate those pressures directly – despite the clear HSE (Health and Safety Executive) guidance that companies should take a primary prevention approach supplemented by secondary and tertiary interventions like those just described.

There is plenty of evidence to suggest that the number of people experiencing stress and burnout – the negative impact of perceived pressure at a sustained intensity that feels as though it is exceeding their perceived ability to cope – is still increasing (Deloitte 2022, DWP/DHSC 2017). What impact, therefore, is current well-being investment having, other than to ‘clean up the fish’ or moderate negative impacts before throwing them back into a ‘dirty pond’?

Employee well-being programs of the future are going

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

to need to look at the pond and, therefore, include an examination of the systems, processes, and, most importantly, narratives that circulate inside modern businesses about the viability of alternative models for meeting the company and shareholder objectives.

Increasing global competition, coupled with economic volatility, uncertainty, complexity, and ambiguity – the so-called VUCA world, means that for several years now, companies have had to find ways of achieving more with the same or fewer resources. The complex emotional relationship that humans have with work, coupled with the erosion of boundaries between life and work, accelerated (but not initiated) by the Pandemic, has fuelled the extension of the average working day. Robbing the ‘wider life Peter, to pay the work demands Paul’ has been an effective and increasingly normalized method to do more with the same resources.

However, this goodwill response by employees is not sustainable indefinitely and cannot be relied upon going forward. Poor mental health statistics show us that, unlike computers, the human organic algorithm is not engineered to be always ‘on’.

Sustainable creativity, performance, and well-being necessitate rhythmic periods of recovery - meaningful disengagement from work. As the saying goes, ‘All work and no play makes Jack a dull boy’. It also undermines his effectiveness both inside and outside of work and ultimately makes him unwell.

The future of employee well-being starts with a recognition that doing more of what has worked in the past does not guarantee success in the future. It is not going to be possible to sustain the current level of performance, let alone improve it, by trading on discretionary effort. As the ‘Great Resignation’ after Covid lockdowns demonstrated, the psychological contract between employers and employees of all ages is changing.

The law of diminishing returns looks as though it has been reached using support and resilience training alone as the sticking plasters. A more primary prevention, sources-based approach is going to be required – one that is led from the top but informed

44

Submit Your Articles

The Future Of Employee Well-Being: Sticking Plasters On Broken Windows Or Looking For The Smoking Gun?

from the bottom. A preference for leadership asking over telling is going to be needed so that employees can be directly involved in both uncovering and moderating the sources of workplace pressure, in preference to being merely insulated from it.

Securing employee involvement in this type of well-being management activity is not inherently difficult – in fact, with the right tools, easily acquired, it can be an energizing exercise in organizational learning and increased satisfaction. The biggest barrier most face at the start is a lack of appropriate psychological safety to initiate conversations and develop team trust that challenges to the status quo will not backfire.

Regardless of the level of seniority, it takes bravery to push back on old narratives, experiment with new ideas, or take interpersonal risks. Impression management reigns supreme at all levels, and if the anticipated outcome of speaking up, trying something new and failing, or challenging an accepted belief about what can and can’t be done has personal negative consequences, people stay quiet.

When this happens, personal and organizational learning is stunted inside an echo chamber, innovations are not discovered, and things stay the same. It is staggering how much insight employees have about the small-step changes that will make the biggest impact on well-being in their workplace, but they are either never asked or just too fearful to speak up and share what they know.

Continuing to do more with less, without damaging employee well-being in the process, will require a deeper understanding of the symbiotic relationship between employee well-being, engagement, and sustainable performance. As a recent McKinsey survey [1] has so neatly described, good work continues to be good for you, but improving aspects of the work or improving employee health alone does not mitigate burnout.

A more nuanced, employee-centric, and humble inquiry approach to people leadership is necessary to create environments that are psychologically safe enough for employees to implement and ritualize good well-being behaviors, which includes recovery.

They also need agency in their well-being through the ability to contribute to decisions about how work is carried out and, critically, share insights with leadership that will help both parties achieve what they need - healthy and sustainable high performance.

A mindset shift is required - away from employee well-being as a condition that can be influenced by the application of commodity solutions to one where the levers and dials that drive employee well-being can be moved by the people themselves. Nurturing psychological safety inside teams is going to be a fast and mutually beneficial route to better well-being, faster innovation, sustainable performance, and greater job and organizational satisfaction.

Recommended Resource: [1]

Reframing employee health: Moving beyond burnout to holistic

health

Lesley Cooper is a Management Consultant with over 25 years of experience in the design and delivery of all elements of employee well-being management programs. Lesley founded WorkingWell, an award-winning specialist consultancy that helps companies manage workplace pressure in a way that facilitates growth and development.

Would you like to comment?

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

45

Submit Your Articles

HRCI & SHRM ®

®

CERTIFICATION PREP COURSES GROUP RATES AVAILABLE

For HR Professionals

For Your Organization

Show that management values the importance of the HR function, and has a commitment to development and improvement of HR staff.

Certified HR professionals help companies avoid risk by understanding compliance, laws, and regulations to properly manage your workforce.

Ensure that each person in your HR department has a standard and consistent understanding of policies, procedures, and regulations.

HR Professionals lead employee engagement and development programs saving the company money through lower turnover and greater productivity and engagement.

Place your HR team in a certification program as a rewarding team building achievement.

HR.com/prepcourse

A skilled HR professional can track important KPIs for the organization to make a major impact on strategic decisions and objectives, including: succession planning, staffing, and forecasting.

CALL TODAY TO FIND OUT MORE 1.877.472.6648 ext. 3 | sales@hr.com

11. Less expensive than a masters or PhD program, and very manageable to prepare with 2.

2

legislation and best practices

3.

3 Recognized, Industry benchmark, held by 500,000+ HR Professionals

Group Rate Options We offer group rates for teams of 5+ or more for our regularly scheduled PHR/SPHR/ SHRM or aPHR courses.

For groups of 12+, we can design a more customized experience that meets your overall length of the course.

Groups rates for HRCI exams are also available as an add-on.

All group purchases come with 1 year of HR Prime membership for each attendee to gain the tools and updates needed to stay informed and compliant.

CALL TODAY TO FIND OUT MORE 1.877.472.6648 ext. 3 | sales@hr.com | HR.com/prepcourse

Menopause Care Is Hot— Here’s How To Roll It Out To Your Employees Five steps that will help ensure your program is a success

By Joanna Strober, Midi Health

W

e can’t talk about women’s success at work without talking about menopause. When symptoms go untreated, people’s careers take a hit: 99% say their symptoms negatively impact their work, and 23% have considered leaving their jobs. Yes, menopause symptoms can be that debilitating.

So, if you’re considering rolling out perimenopause and menopause benefits to your workplace, I applaud you. Not only are you joining the ranks of companies and organizations like Bank of America and Stanford University, who are leading the way by offering corporate menopause benefits, but you’re also giving your employees what they want and need. A 2023 report found that 64% of women would like menopause-specific benefits.

That’s no surprise, considering that roughly 85% of women experience menopause symptoms of varying severity. These symptoms are a result of shifting hormone levels during midlife. When estrogen drops, women can feel the effects from head to toe: hot flashes, insomnia, mood changes, vaginal dryness and pain, difficulty concentrating, brain fog, weight gain, and many more. But there’s a solution: menopause care.

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

When we treat the physical and mental symptoms of menopause like the medical issue it is, we give people the chance to thrive.

By adding menopause care to your employee benefits package, you can help change lives while retaining and attracting valuable talent. However, not all programs are the same, and there is some work to do to ensure your employees take advantage of and thrive in these programs.

5 Steps to Take Before Rolling out Menopause Benefits 1. Choose a menopause benefits partner that provides medical care, not just counseling or coaching.

Menopause symptoms are a medical issue, and they require treatment from a trained medical provider.

That treatment may be FDA-approved hormonal medications, non-hormonal medications, supplements and botanicals, or lifestyle coaching—usually a combination personalized to meet that person’s unique constellation of needs. Your menopause provider should provide the full range of care that employees require.

48

Submit Your Articles

Menopause Care Is Hot—Here’s How To Roll It Out To Your Employees

Coaching alone is not a replacement for expert medical care. While lifestyle coaching certainly has its place in menopause care, it’s just one part of a holistic, multidisciplinary approach.

the root of their midlife symptoms. Others may not know that effective treatment is safe, available (and affordable)—or may choose to “tough out” their symptoms.

2. Make sure your menopause benefits partner employs specialists

To ensure that your menopause program gets engagement, choose a provider that truly educates your employee population. Successful benefits providers will provide education on topics such as how to recognize the symptoms of perimenopause and menopause, when to seek care, the pros and cons of different treatment options, and more. You should also consider providing education for male employees so that they can better understand what the loved ones in their lives are experiencing and how to best support them.

There is a shortage of menopause providers in the United States. Shockingly, fewer than 20% of OB/GYNs have menopause training. That’s why it’s important to choose a provider that employs clinicians who have in-depth expertise and training in perimenopause and menopause. In addition, care recommendations are changing fast–new research and fresh takes on existing research are being published all the time. Make sure the provider you choose is staying up to date with this fast-moving research and the latest guidelines.

3. Provide ongoing education to your employees

Menopause misconceptions and stigmas often prevent people from seeking care. Some may not realize that perimenopause or menopause is at

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

4. Lean into virtual care

Your employees lead busy lives, so offering convenient virtual menopause care may make them more likely to utilize the benefit. Luckily, menopause care lends itself perfectly to a virtual visit. Treating midlife symptoms requires a deep understanding of what the patient is going through, which starts with listening and asking questions.

49

Submit Your Articles

Menopause Care Is Hot—Here’s How To Roll It Out To Your Employees

Virtual visits with menopause specialists can also help make treatment more accessible, especially if someone doesn’t feel comfortable talking to a doctor in person about their symptoms. Only 44% of women have talked with their doctor about potential solutions for their menopause symptoms, and 73% aren’t treating their symptoms at all.

health and keep patients up-to-date on important mid-life screenings, such as routine blood work, mammograms, bone density scans (DEXA), and colon cancer screenings.

Joanna Strober is the Founder and CEO of Midi Health, the leading virtual care clinic focused exclusively on women navigating midlife hormonal transition. A successful serial entrepreneur in the digital health space, Joanna previously served as CEO and founder of Kurbo, the first digital therapeutic for childhood obesity, which she sold to Weight Watchers.

5. Ask potential benefits partners about their approach to whole-body health

Menopause care shouldn’t be offered in a vacuum.

The timing of menopause often coincides with an increased risk of other health concerns, such as cardiovascular events and bone loss, which is why it’s important to take whole-body health into account when diagnosing and treating symptoms.

I encourage you to choose a benefits provider that looks at the patient’s complete health picture.

Additionally, they should ensure that patients receive preventive care to strengthen long-term

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

Would you like to comment?

50

Submit Your Articles

Top Pick

Delivering A Better Employee Well-Being Experience With AI A blueprint for a healthier workforce

By Michael Rogers, Alight Solutions well-being, while more than one in four (27%) have lost trust in their employers’ well-being efforts.

Employers have invested in a wealth of solutions, apps, and programs across all four dimensions of well-being.

Yet, utilization remains low, and they are left struggling to engage employees in improving their well-being. For many organizations – doing things as they have always done is not going to cut it in these unprecedented times.

A

crucial component of the employee experience, well-being has emerged as one of the most pressing issues facing companies today. Multiple global military conflicts, the impact of the cost-of-living crisis, and a contentious political environment have people on edge and struggling to achieve a healthy

mind, healthy body, healthy wallet, and healthy life.

Only half (50%) of U.S.-based employees view their overall well-being positively, according to the 2023 Alight International Workforce and Well-being Mindset Study. A mere 41% feel their employer cares about their

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

51

So – what can be done? How can organizations make the most of their well-being investments and reap the kind of return they are seeking – in the form of happier, healthier, more productive employees? For an increasing number of employers, they are turning to artificial intelligence (AI). How can AI change the game for employers around the world?

Submit Your Articles

Delivering A Better Employee Well-Being Experience With AI

Harnessing the Data

Most employers have a wealth of employee data at their fingertips but don’t know how best to leverage it. AI harnesses that data and empowers employees to take better control of their well-being by delivering personalized guidance, relevant content, and resources that meet their specific needs, driving more meaningful outcomes and elevating the well-being of the workforce.

The key to delivering an exemplary employee well-being experience lies in getting the right programs to the right people at the right time. If you have an individual who has indicative biometrics for diabetes, for example, how do you ensure they’re aware of the diabetes management program? How do you engage those participants who are

doing well in their 401(k) but are saving zero in their HSA (Health Savings Account)? How do you help the working parent who’s sandwiched between eldercare and childcare? Do you know how many employees can stitch together $500 in a time of crisis?

How do you reach out and engage them so they feel like they are an audience of one and everything they receive is in their own best interest, relevant, and specific to them?

Meeting Employees at the Moment Maximizing the effectiveness of well-being programs requires organizations to consider critical moments in employees’ lives.

These include moments of acute need, such as when someone receives a difficult diagnosis or experiences an unexpected

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

52

financial hardship; moments of opportunity like retirement or starting a family; and everyday opportunities for maintaining mental and physical health.

In each of these moments, AI algorithms can be employed to tailor recommendations to an individual’s unique circumstances.

For example, a simple address change originating in the HR system triggers the broad HR and benefits ecosystem to provide an employee with additional support often needed when moving. This may include prompting them to confirm tax/paycheck information, benefits, childcare/school, or transition the family’s health care (medical, dental, Rx, etc.) to a new area or state, all while managing the many other aspects associated with such a major change.

Submit Your Articles

Delivering A Better Employee Well-Being Experience With AI

AI is perfectly positioned to activate a guided experience to simplify the complexities of this very stressful time. However, it will never replace humans, especially when it comes to matters when compassion and personal touch are invaluable. Rather, it’s a complement to high-touch navigation and decision support.

As employers seek to strike a balance between high-tech and high-touch, it’s important to focus on delivering that support to each individual how and when they want to engage with it.

Likewise, a new diagnosis results in a great amount of stress, beginning with the need to understand the condition and its treatment, along with ongoing disease management. Then there is navigating potential time off from work, figuring out how to pay these new and unexpected expenses, and the all-important self-care for the patient and their caretakers.

While some people prefer to pick up the phone and dial into a call center, there may be times when an employee doesn’t want any human interaction at all – at least

initially. Perhaps there is a stigma attached? This is frequently the case when someone is dealing with mental health issues. A machine learning chatbot allows for confidentiality and anonymity, which alleviates anxieties about judgment or bias an employee might experience when discussing their mental well-being. This creates a safe space for employees to share their struggles and seek support without fear of discrimination or repercussions. It may even help break down those barriers so the employee feels more comfortable discussing their challenges with another person in the future.

Everyone has unique personal situations, pressures, and burdens. These factors directly impact their physical, emotional, and financial well-being. In responding to the needs of the workforce, employers are increasingly finding a solution that combines AI with high-touch navigation to support employees through complex situations and everyday decisions. As they seek to create a healthier, more productive workforce, businesses must be prepared to embrace these innovative technologies to drive positive change and promote a culture of well-being.

As Chief Human Resources Officer, Michael Rogers is responsible for leading Alight Solution’s global HR function and defining and executing its people and talent strategies. With nearly 20 years of HR leadership experience, Michael is focused on growing and retaining exceptional people to help drive the success of Alight while ensuring its more than 18,000 colleagues across the globe have fulfilling careers. Michael is focused on improving employee experience while driving a high-growth and performance culture.

Would you like to comment?

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

53

Submit Your Articles

Fuelling Success: Combating Burnout And Enhancing Resilience In The Modern Workplace Addressing physical and biochemical stress with preventative strategies

By Rachel Philpotts, re:Nutrition citing poor mental health as their reason for leaving.

When it comes to burnout, prevention is certainly the key, however, few employee well-being strategies focus on this. Instead, many react to illness as it occurs and focus on supporting mental well-being after the fact, an approach that mirrors our health service: Exceptional in a crisis, inaccessible for preventable issues.

B

urnout is a hot topic in corporate wellness. However, contemporary employee well-being strategies appear to be falling short. A survey published by Deloitte in 2022 estimated the total cost of

burnout to UK employers at £56 billion, compared to £45 billion in the previous 2019 survey.

As well as absenteeism and reduced performance, burnout is contributing to increased levels of staff turnover, with 61% of leavers

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

54

Nutrition, an immensely modifiable risk factor, is rarely mentioned in the context of stress management and mental resilience. Something is not quite right. In our quest for new and novel ways to support employee well-being, are we overlooking the basics?

Submit Your Articles

Fuelling Success: Combating Burnout And Enhancing Resilience In The Modern Workplace

from an employer’s perspective.

Recognition of this has led to an emphasis on self-awareness and individual responsibility, with employers drawing the line to providing guidance and education on coping strategies and creating the right culture for individuals to thrive.

for our mental health in whatever form. By and large, commuting from the bedroom to the home office or kitchen table exerts significantly less effort than walking to the train or from the car park.

The Problem with HomeWorking

The stats on burnout are somewhat surprising given that contemporary hybrid working was hailed as the cure for better work-life balance. Instead, this approach emerges as more of a pandemic hangover than an actual solution for increased employee well-being.

Why? Well, the move towards more home-working may be confounding mental health issues at work. Home-working is inherently more isolating, sedentary, and potentially less engaging than true co-working: ● Isolation: The brain recognizes isolation as a stressor and initiates the primal physiological response. To the brain, isolation is no different than a traffic jam or a deadline.

Consequently, the stress response is no less active by being at home than in an office. ● Physical activity is a known countermeasure to stress and is beneficial

Some researchers highlight that, as human beings, we perform better under stress when we are surrounded by a community. The “tend and befriend” theory is an alternative behavioral coping mechanism (to “fight or flight”) observed by Shelly Taylor. The theory is that individuals tend to their children as a way to distract themselves from stress and/or surround themselves with others to cope – primitive safety in numbers. Home-working may indeed be beneficial for the former (assuming employees have children, of course) but less so for the latter. Hybrid working is, therefore, not the panacea we had hoped it would be.

What Current Strategies Ignore

The way we cope with stress is a very individual experience, which makes it tricky to deal with

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

55

These are steps in the right direction. Guidance, encouragement, and education on stress management undoubtedly strike the right tone - employees’ lifestyle choices are, after all, their choices. However, most current employee well-being strategies focus on the psychological elements of stress, i.e., tools and techniques to support emotional well-being and mental resilience, whilst ignoring the fact that stress is also a physical and biochemical event.

Burnout can indeed be prevented through the right mindset, lifestyle changes, and by seeking emotional support through an employer-offered talking therapy.

However, understanding the physical elements of stress and resilience can take it one step further. Nutrition fuels optimal mental health and stress resilience.

The Building Blocks for Stress Resilience

Diet and lifestyle choices are often emphasized for physical health however, few employers are joining the dots for their employees that these elements are the key to building individual resilience and preventing staff turnover due to burnout.

Submit Your Articles

Fuelling Success: Combating Burnout And Enhancing Resilience In The Modern Workplace

Consider that our stress response and overall mental health rely on neurotransmitters and hormones to function effectively. These chemical signaling models require protein and unsaturated fats for their synthesis and function.

Consider also that stress depletes us of vitamins B and C and magnesium – nutrients that are essential for brain function, energy production, and resilience.

Not only is this knowledge often overlooked, but there is also a lack of awareness that alterations in hormones, neurotransmitter function, and nutrient levels required for optimal performance can actually be tested for and supported functionally. What could organizational performance look like if individual employees had a greater understanding of their biochemistry and their own unique nutritional needs for optimizing performance and burnout prevention?

The Future of Employee Well-Being So, what can employers do about it?

Firstly, employers need to continue to foster a community experience of working – an environment where employees can tap into their primal “befriend” coping mechanism. This needs to go beyond a hybrid work policy that provides a space to co-work on certain days. Employers need to become more innovative for home-working days so colleagues can still connect socially every day if they choose. Virtual lunch halls,

break rooms, and even a virtual water cooler to chat at to break up the daily isolation!

When teams are meeting in person, employers could consider what they are fuelling their teams. There is little value in providing educational webinars or workshops about nutrition for burnout and mental health if they then offer soggy sandwiches, biscuits, and cakes at team meetings. Lunches that favor the Mediterranean Eating Pattern, scientifically proven to reduce symptoms of depression and improve mental health, are more conducive to productivity both during the session and longer term. It also sends a clear signal that they are leading by example and not just paying lip service to the latest trends.

The promotion of self-awareness and the provision of education and guidance should continue but with an expanded focus on the physical elements of stress.

Providing access to nutritionist-led content alongside the traditional mindset and emotional intelligence workshops can help complete the circle in stress-resilience education.

Beyond that, truly forward-thinking employers consider providing functional health screens and individualized support for employees. This goes beyond the traditional medical health screens and health insurance, which are looking for markers of disease.

Functional health screens look for markers of optimal health. This

Employee Benefits & Wellness Excellence presented by HR.com

December 2023

56

is the truest form of prevention rather than cure and may provide the key to absenteeism reduction.

This would typically cost employers £3-5K per employee and may be worth considering as part of an employee benefit scheme, offset against the current cost of staff turnover and absenteeism.

Like with anything in life, there is no one-size-fits-all. Stress resilience is individual, and the support provided by employers will also need to be individualized to their business. An emphasis on self-awareness and responsibility will form part of the strategy but offering services that are truly preventative and leading by example is the key for the future of employee well-being.

Rachel Philpotts is a Nutritionist and Mental Health Expert. She is the author of The Burnout Bible: How to tackle fatigue and emotional overwhelm naturally, and the Founder of the re: Nutrition Functional Medicine Clinic, helping exhausted career women to overcome burnout and beyond, utilizing root cause clinical testing and ultra-personalized health programs.

Would you like to comment?

Submit Your Articles

V IRT UA L E VE N TS

UPCOMING

VIRTUAL EVENTS & HR.COM WEBCASTS

HR Marketing Institute

January 17, 2024

REGISTER

HR.com's State of Employer Branding and Recruitment Advertising

January 18, 2024

REGISTER

Hottest Trends in Benefits

January 24, 2024

REGISTER

WEBCASTS

View our Upcoming Virtual Conference Schedule and Register Today!

Delivering ROI with UKG: Hear from Nucleus Research Experts

Mastering AI in HRTech Marketing: Compliance, Innovation, and Team Empowerment From Candidate to Employee: Brand Your Business to Attract and Retain Top Talent

How to Empower Employee Self-Care Amid Challenging Current Events How to reduce health benefits costs with simple tax-advantaged Health Reimbursement Arrangements

www.hr.com/virtualconferences

January 16, 2024 1:00 PM - 1:35 PM ET January 17, 2024 1:00 PM - 1:30 PM ET January 18, 2024 1:00 PM - 1:55 PM ET January 23, 2024 3:00 PM - 4:00 PM ET January 24, 2024 10:00 AM - 10:55 AM ET

View our Upcoming Webcasts Schedule and Register Today!

REGISTER

REGISTER

REGISTER

REGISTER

REGISTER

www.hr.com/upcoming_webcasts

s

e n i az

g a M

HR

4 2 0 r2

e c a n e d l ed l n m e e e c th ness l g x a n i E C om Well

l pc ts & u a i d r efi an n o e w B e t

i e n loyee d h t E eck out in Emp Ch opics t .

HR llence e Exc 1

Financial Wellness

Jan 2024

2

Hottest Employee Benefits Trends 2024

Feb 2024

3

The Role of Technology in Employee Wellness: Trends and Pitfalls

Mar 2024

4

Work-Life Balance

Apr 2024

5

Mental Health & Stress in the Workplace

May 2024

Check the Editorial Calendar Here.

Would you like to submit an article? | Write to us at ePubEditors@hr.com Submission Guidelines

Thank you for partnering with us!

THANK YOU

Paycom (NYSE:PAYC) offers cloud-based human capital management software to help businesses streamline employment processes, from recruitment to retirement. With a robust suite of products including payroll, time and labor management.

From employee recognition to corporate wellness, to metrics and analytics, Terryberry has everything you need to transform employee engagement - all conveniently housed in one place.

Transform employee engagement with one powerful platform.

LEARN MORE

LEARN MORE

Paychex, Inc. (Nasdaq: PAYX) is a leading provider of integrated human capital management software solutions for human resources, payroll, benefits, and insurance services.

Aimed Alliance is a non-profit organization that seeks to protect and enhance the rights of health care consumers and providers.

LEARN MORE LEARN MORE

Designing better ways to work by providing cutting-edge products and exceptional experiences within HR, Talent, Time Management, Benefits and Payroll.

LEARN MORE

PARTNER WITH US

Publications

13 Targeted Publications to Reach Your Audience Informing, Educating, Enlightening and Assisting HR professionals in their personal and professional development, the Excellence series offers high-quality content through the publications!

Like to submit an article? Use our online submission form or for more information go to www.hr.com/ExcellencePublications