Creating Cultures for Working Well
Thank you for making time to visit with us about the topic of our time. Harvard Business Review predicts that wellness will become the newest metric employers will use to analyze and to assess their employees’ mental, physical, and financial health. How does your organization define wellness, and how does your organization measure wellness?
Based on your experience or research, how do you correlate and quantify the impact of a well workforce on your organization’s productivity and profitability?
Even though most leaders have good intentions when it comes to employee wellness, programs that require funding are beholden to business cases like any other initiative. The World Health Organization estimates for every $1 invested into treatment for common mental health disorders, there is a return of $4 in improved health and productivity. That sounds like a great ROI. And, yet many employers struggle to fund wellness programs that seem to come “at the cost of the business.” What advice do you have to offer to other organizations and leaders who feel stuck between intention and impact?
Speaking of money matters, a recent Gallup study reveals employees of all generations rank wellbeing as one of their top three employer search criteria. How are you incorporating wellness programs into your talent recruitment and hiring processes?
We’ve all heard of the four-day work week, unlimited PTO, mental health days, and on-demand mental health services. What innovative new programs and pilots are you launching to address employee wellness? And, what are you discovering? We would benefit from an example in each of these areas.
Can you please tell us more about a couple of specific ways workplaces would benefit from investing in your ideas above to improve employee wellness?
How are you reskilling leaders in your organization to support a “Work Well” culture?
Ideas take time to implement. What is one small step every individual, team or organization can take to get started on these ideas — to get well?
What are your “Top 5 Trends To Track In the Future of Workplace Wellness?”
Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?
Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and wellness.
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Join Lisa M. Ong, CPA PCC on March 4 for Five DEI + Belonging Strategies for All Government Auditors. In this 2-hour live CPE webinar, Lisa shares five personal strategies individual leaders use with their audit teams to be the change they wish to see. Altogether, we will find practical ideas and free resources to implement immediately on our DEIB journeys.