Supporting Employee Health & Wellbeing In 2022

As we welcome 2022 with anticipation of a better year than 2021, what better time than now to look at how organisations should look to improve their employees’ health and wellbeing over the next 12 months. 

The good news for employers is that there are a number of options in addition to employee benefits that can help boost their workforce wellbeing programs - physically, mentally and socially.

Here are our top four New Year’s resolutions for employers to better support their employees’ health and wellbeing in 2022.

[Related reading: Organisations Risk Losing Employees Unless They Get Benefits Right]

1. Continue To Embrace Hybrid Working

The COVID-19 pandemic has highlighted to employers and employees alike that a hybrid working model – combining working from home and time in the workplace – can be successful. Indeed, many organisations have reported that hybrid working not only helped them overcome hurdles caused by the pandemic, but actually helped them to thrive.

As 2022 unfolds and the pandemic (hopefully) becomes much more manageable, organisations that continue to embrace hybrid working will benefit from higher staff motivation, increased productivity and less presenteeism. 

2. Encourage Self-Care & Regular Exercise

The benefits of self-care and regular exercise are well documented. Improved mood, reduced anxiety, better sleep and increased self-confidence are just some. But the best part is that self-care and regular exercise do not need to be cost prohibitive.

By encouraging employees to a) exercise regularly – even just a 30-minute walk three times a week – and b) perform some self-care – eat and sleep well, drink plenty of water and try yoga, stretching and relaxing – organisations will benefit from healthier, more motivated staff who are absent less.

3. Signpost Support

When it comes to health and wellbeing, most employees will take advantage of any relevant initiatives their organisation provides. However, it is often the case that said employees simply don’t know what’s available.

Organisations need to ensure they clearly and accurately signpost any employee support services that are available through regular communication. Support services, such as employee assistance programmes, are simply no good if they are not being utilised.

4. Provide Beneficial Employee Benefits

While many organisations provide employee benefits, there is a big difference between those that offer what they think their employees want and those that offer what their employees actually want. The key differentiator here being employee engagement in the benefits selection process.

By involving staff in employee benefits discussions, organisations not only stand to implement perks that people actually want but they’ll also witness greater adoption once implemented.

[Related reading: Financial Wellbeing At Work: Time To Review Your Benefits Package?]

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When was the last time your organisation reviewed the employee benefits it offers? Some companies implement employee benefit programmes and then neglect to review them regularly. The bottom line, however, is that employees’ needs change and that means benefits initiatives also need to be fluid.

As we emerge from the pandemic, it will be the organisations that best look after their employees’ needs that benefit the most.

For more information on what’s available, or just to get some professional advice, contact Premier Choice today.