Is your workplace well-being program built to last? Will it sustain changes in leadership or program management, budget cuts, and changing employee interests?
We’ve often heard the ‘quote’ if you build it they will come. But when it comes to well-being programs, you have to do more than just build a program.
Senior leaders want to know that the money being spent on employee wellbeing programs is having impact. A key metric in evaluating and measuring program impact is employee participation. All too often I hear from human resource and wellbeing professionals about the low levels of participation in their programs. This is a concern, especially when having to justify the reach of their initiative to senior leaders.
I recently asked the question “Do You Love Your Job”? In the nearly 1,000 likes and 72 comments on my article, the overwhelming response was YES people love their jobs. For employers it is a constant challenge to create an environment where employees are happy, love their jobs, and want to stay.
As we celebrate Mother’s Day in the US, it’s also a good time to think about women’s health. Today women make up 47% of the US workforce. That amounts to 74.6 million women in the civilian workforce. There is good news and bad news with regard to women’s health. Women are more likely to seek medical care than men, yet women’s health care is more costly.
I would maintain that thanks are the highest form of thought; and that gratitude is happiness doubled by wonder.
Are you happy at work? Happiness in the workplace has been a topic of interest for several years, and with good reason. With reports of low levels of engaged employees and employee turnover at the highest rate in years, employers need to keep employee happiness on the radar. Happiness in the workplace links not only to engagement and retention, but also to attracting the right talent to the organization.