4 Well-Being Strategies Working Today

The doctor is in. Literally, the doctor is in the workplace.

That’s just one of several well-being strategies you probably never thought of. And just one that can help improve employee well-being and company performance.

Improving well-being takes center stage these days because employees aren’t doing so – ahem – well.

Managers suffer the most, according to research from Perceptyx. On a scale of one to five – where five is “My well-being is top-notch” – managers are coming in at 3.69. Your employees are a smidge higher at 3.77. And those executives are eeking out the best score – an average 3.84 on the five-point scale.

Hush About Well-Being Strategies

What’s worse, employees aren’t comfortable sharing their concerns about their well-being and the company’s strategies meant to help. So they often stay silent and allow the stress to eat away at them more.

“Employers need to recognize that well-being is multi-faceted and encompasses physical, mental, financial and social aspects, and should be addressed holistically,” says Greg Hill, Chief People Officer at Exos. “Understand that genuine and intentional recovery and workplace flexibility fuel optimal employee performance, rather than the constant grind.”

Of course, that’s not the only way to help employees improve well-being.

Let’s dig deeper into four ideas that can help employee well-being these days.

1. Bring In the Therapist

For a growing number of companies, helping employees where and when they need it is the key to better overall well-being. In fact, at Synchrony Financial, the doctor is in the house.

A psychologist sees Synchrony employees for free therapy appointments on two days most weeks in her permanent office on-site.

The idea was borne from some of the youngest employees – members of a two-year business leadership program. They told the HR chief they’d like access to a therapist during business hours. The company responded with the in-house professional, whose office is in a discreet area. Appointments are spaced so employees don’t run into each other.

In addition to other well-being benefits – such as wellness coaches, employee-resource groups and mental-health programs – employees get access to 12 free sessions a year.

While you might not be ready or able to bring a therapist on-site, make access to mental health professionals easy and inexpensive for employees.

2. Focus on Recovery

Back to the point Hill brought up earlier: recovery.

“Instead of focusing on reducing stress by taking tasks off employees’ plates, the narrative should shift to focus on building employees’ capacity to handle what’s on their plate to begin with,” says Hill.

And Exos has some experience and expertise in this.

They built “a Readiness Culture Code playbook. Our research has shown that implementing tactics that add flexibility and recovery into the workday, like micro-breaks and intentional scheduling, reduces burnout and improves overall productivity,” says Hill. “During the pilot study, we empowered employees to shift their ways of working, creating a more flexible and autonomous environment that allowed them to find balance between work and rest, ultimately enabling them to reach their full potential.”

You can get Exos’ blueprint to support your workforce.

Even better, “These changes don’t need to be major – small but impactful shifts to workplace norms can address top employer concerns, increase employee retention and reduce burnout,” says Hill.

3. Build Friendships

According to the Perceptyx survey, there’s a loneliness problem and it affects well-being. About 40% of employees are somewhat or very lonely at work. And lonely workers are 1.5 times more likely to be disengaged, 4.5 times more likely to struggle with productivity, and about 5 times more likely to struggle with sleeping, engaging with colleagues, family and friends, and maintaining healthy habits.

People need people to connect with at work to stay well.

Perceptyx experts suggest that “rather than focusing on time in the office or number of meetings … focus on the quality of interaction.”

Employees who feel appreciated and motivated by their company’s values are half as likely to experience loneliness.

4. Take a Holistic Approach to Well-Being  

Remember that well-being encompasses a lot these days – mental, physical, financial and social.

Hill suggests: “To promote physical well-being, companies should offer comprehensive health insurance options, promote physical fitness, and explore fitness offerings like gym memberships and on-site fitness centers. For mental well-being, companies can offer mental health resources and cultivate a pro-recovery culture that values work-life balance.

“On the financial and social side, companies should offer financial training, potentially through their financial or 401k provider, and establish Employee Resource Groups to build a stronger sense of community within the company,” says Hill.