Greetings, wellness pros! Nothing much going on or to worry about these days, eh?
We hope this week’s links find you well as you help shepherd employees through this turbulent season. As always, please get in touch with any ideas, suggestions or feedback on how we can serve you better.
Without further ado, here’s the week’s top wellness links:
1. It’s election (anxiety) season. SHRM provides a slew of resources and regulations to help you shepherd your team through what will surely be a chaotic week.
2. Be especially mindful of election-fueled mental health distress. Even if your role does not entail supporting students’ well-being on a sun-soaked campus in L.A., you can learn from USC’s provision of mental health resources amid election tension.
3. Workplace wellness market value set to soar. Allied Market Research finds that “The global workplace wellness market size was valued at $49.81 billion in 2019 and is projected to reach $66.20 billion by 2027.”
4. Well-being progress—or lack thereof—is all about personalization. A Penn Medicine study finds that “personal and psychological characteristics are strongly tied” to wellness programs’ impact on individuals. The key is to find the right ways to “nudge,” motivate, and incentivize each specific employee.
5. What workers expect from a post-pandemic workplace. Forbes lists five essential offerings employers should consider, the first of which is “wellness technology” amenities such as “an advanced MERV 3 air filtration system and durable antimicrobial surfaces that can be easily cleaned and sterilized.” (Sorry, nap pods, you had a good run.)
6. DE&I initiatives should include a financial wellness component. EBN writes that combating workplace bias and under-representation are important, but companies must do more to redress financial inequality.
7. To thwart burnout, prioritize meaningful engagement and employee well-being. Gallup writes that companies should pour robust resources into retaining employees amid COVID-19. To do so, invest in workers’ careers, and provide resources that boost social, financial, community and physical wellness.
9. Win or lose, we can still curb booze. Alcohol consumption is spiking during COVID-19. To help workers who may be struggling with addiction or dependence, send gentle reminders of the many benefits of avoiding the bottle, and offer resources to help mitigate binge drinking.
10. Financial instability among employees hampers job performance, lowers productivity and increases turnover. Workers want financial wellness more than health care, one survey finds. Branch offers concrete ways to support workers’ financial wellness, education and management.
11. Wealth and health management are intertwined. Here’s a list of top financial wellness apps and programs to share with employees.
12. “Employees with ‘thriving well-being’ perform better and are more engaged.” Gallup advises employers to focus on workers’ physical health right now, and to use “individualized coaching” to encourage healthier working-from-home habits.
13. Is your workplace truly inclusive and welcoming to LGBT workers? Blind’s study reveals that many workplaces have work to do when it comes to enacting “actionable policies that are more than just progressive on the surface.” Make sure your wellness initiatives are working toward creating a healthier, more inclusive culture for LBGT colleagues.
14. Looking to offer employees more mental health support? Posting apps and resources on your intranet or employee newsletter is an easy, useful way to show your organization’s support. Here are 25 mental health apps to help employees endure these uncertain times.
15. Which perks still work? HR Dive writes that in our disjointed, uncertain era, flexibility, empathy and adaptability rule the day.