When employees are healthy and happy, corporations benefit from increased productivity, fewer sick days and the chance for greater engagement.
However, that doesn’t mean that corporate efforts to promote employee wellness are working as planned.
Studies conducted by the RAND Corporation show companies spend about $6 billion a year promoting employee health and well-being. Even so, only an estimated 24% of employees at companies that provide wellness programs actually participate, according to information released by Gallup.
Gallup found that only 12% of employees actually agree they enjoy a higher overall level of well-being courtesy of their employers. The majority of respondents believe that their jobs hurt their well-being instead of help it.
Uncovering the Disconnect
Considering how much employers spend on wellness programs, Gallup researchers set out to uncover the source of disconnect.
The data uncovered three key factors that can either support wellness efforts or run them off the tracks:
- How companies define well-being– Gallup researchers found that many companies focus only on the physical elements of health and don’t address the person as a whole in their wellness plans.
While physical health is one of five key elements, many companies miss the boat on the other four, Gallup pointed out.
Other crucial elements for employee well-being include liking what they do each day, having supportive relationships, enjoying financial health and feeling safe in their communities.
- How company culture supports well-being– Employee perception of organizational support for wellness is also important. Corporate cultures may throw up barriers to participation in wellness plans, often unknowingly.
A holistic approach that promotes well-being includes incorporating well-being into corporate systems, beliefs and behaviors; employing managers who engage their teams and create a local environment of support; and working with employees who take responsibility for their well-being.
- How managers promote well-being– Gallup researchers found that engaged employees are 28% more likely to participate in wellness programs than others. Managers that engage their employees and model wellness are more likely to promote wellness among employees, as well.
- Gallup’s data shows that supervisors with a strong sense of well-being end up with direct reports who are 15% more likely to be thriving themselves within six months.
Managers simply set the tone and have the ability to remove barriers that stand in the way of participation.
Promoting Well-Being Successfully
Gallup researchers suggest that corporations interested in truly promoting employee well-being for the benefit of their bottom line focus on all five elements of well-being.
Doing so, Gallup points out, can give organizations “a competitive advantage from employees’ maximized performance, reduced turnover and enhanced engagement.”
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