What’s in, what’s out for employee well-being in 2024 — and how HR can make the best of it

Another year, another opportunity to get employee well-being right.

Truth is, companies — and their employees — have been on a well-being roller coaster the last several years. Many companies went all-in on employee well-being five or so years ago. Then the pandemic hit and what was in for employee well-being took on new meaning, problems and solutions.

Employee well-being is hot

And now, as we’re on what some consider a period of relative stability in the workplace in years, well-being is hot. That’s both in terms of what employees want and what companies are prepared to do.

“When it comes to wellness and well-being, companies must recognize that well-being has three aspects: physical, mental, and emotional,” says Greg Hill, Chief People Officer at Exos. “Acknowledging all three  is a part of making sure employees are ready to take on the work challenges of each day successfully, and will allow employees to take on their role and responsibilities holistically and authentically.”

A Deloitte study gives us a benchmark for where well-being is now:

• 63% of employees rated their physical well-being as “excellent” or “good”;
• 58% rated their mental well-being that way;
• 45% rated their social well-being that way; and
• 35% rated their financial well-being as excellent or good.

Here’s the better news: Employees believe the well-being help you offer is worth it. Almost 80% of employees in a Statista study say their company’s well-being programs helped them be productive and avoid getting sick.

Now, what’s important is that you offer employees what they need.

What’s out for employee well-being

To that, here are six things that are “out” in the employee well-being world in 2024:

• Burnout: You can’t stop the stresses that come with day-to-day work and life. But HR teams can help put in to place initiatives to ensure their minds and bodies are ready to take it on.
• PTO left on the table: Many people still don’t use all their paid time off. “Out is the perception that not taking PTO or time for yourself to recharge is cool and a sign of commitment,” says Hill.
• Working without a break: Remind employees that taking just quick five-minute breaks can help reset their minds and fuel optimal performance while minimizing burnout.
• Increase the mental load: People’s never-ending list of “invisible work” to perform at work and maintain their household creates an unhealthy mental load. “Whether it’s encouraging delegation or providing benefits that minimize their to-do list, there are options for companies to acknowledge that the mental load is affecting a large percentage of their employees’ well-being,” says Sean Paterson, Head of Commercial at Yohana.
• Neglect in self-care: When people return to office and juggle ongoing work and life demands, they start to neglect self-care. “Self-care and wellness should be top of mind for employers who want to foster a healthy workplace,” says Paterson.
• Loneliness and isolation in a remote/hybrid work environment: “Company leaders must adapt workplaces to better serve their employees, no matter where they’re working, to prioritize and foster employee connection,” says Hill.

What’s in for employee well-being

To overcome some of the “outs” for 2024 — and stay ahead in the employee well-being world — here are seven things that are “in” for employee well-being this year:

• Support overall well-being: Where possible, provide resources for employees to better manage their well-being in and out of the office to reduce stress. “By offering solutions that could help reduce obstacles to sustained wellness — say a personal assistant membership or caregiving support — employees will have an easier time focusing on their professional goals,” says Paterson.
• Customized employee benefits: Diversify the type of employee benefits offered, specifically for different employee groups – such as parents/caregivers, newly graduated or near retirement – that need additional support beyond basic insurance benefits and PTO. “Provide the information needed to make good decisions to attract more diverse talent and help employees feel supported,” says Paterson.
• Take micro-breaks throughout the day: “Setting up 25-minute and 50-minute meetings instead of 30-minute and hour-long meetings allows for micro-breaks throughout the day to get up from your workstation, which helps to refuel and refocus while also setting boundaries for a healthier culture,” explains Hill.
• Fully unplug for PTO: Encourage employees to completely get out of “work mode” during PTO.
• Set workplace boundaries for a healthier culture: Encourage employees to include their working hours and time zone in their signature so colleagues and clients can see when they’re online. It should diminish the pressure to stay connected outside work hours.
• Provide tailored employee resources for establishing connectedness and psychological safety: “Amidst the RTO revolution, arm your employees with proper well-being practices, inclusion training, and opportunities for connectivity in order to enhance your overall workplace culture,” says Hill.
• Spend some days in the office to reconnect with others: Ask employees to go into the office a few times a week as their schedule allows to help them reconnect and ideate with others.