HR & People Operations

The Silent Crisis: Mental Health in the Workplace

In today’s fast-paced and demanding work environments, mental health has emerged as a critical issue. Employees are grappling with increased stress, anxiety, and burnout, impacting their overall well-being and productivity.

As we navigate the complexities of modern work, employee wellness has emerged as a critical factor in attracting and retaining top talent. This comprehensive guide explores the 10 key features of successful wellness programs, including holistic approaches, accessibility, leadership support, personalization, and more.

Discover how behavior modification can transform lives, even without professional help. Learn why small steps, positive reinforcement, and consistent support are key to lasting change.

Wellness Program Incentives  Rewarding employees for completing wellness program activities has become standard practice within the corporate wellness industry. According to data from the Society of Human Resource Management (SHRM), nearly 60% of employers were already using incentives to drive wellness program engagement in 2022, doling out an average of over $700 per employee for completing incentivized wellness activities. . That’s a lot of money, so it begs the following question … Do incentives really make enough of a difference to produce a positive ROI? When it comes to participation, the answer is a resounding Yes. When The RAND Corporation conducted in-depth research regarding wellness programs a few years ago, they found that incentivized wellness programs achieve double the participation rate of non-incentivized programs. Not surprising really – after all, most of us were trained to react to incentives by our parents. “If you finish your homework I’ll give you a treat,” etc. But the real question is, do these incentives really work to create healthier, happier, more productive employees? This question has caused much debate and controversy over the years. On one side of the argument about the efficacy of incentives are those who point to the increased detection of undiagnosed health problems due to higher participation rates in health screenings. There are also those who believe that if you can get someone to do something for three weeks, it becomes a habit. [Sidenote: This is an urban legend; research shows that it typically takes anywhere from 18 to

According to JAMA, a study involving 1,275 healthcare workers found that merely offering wellness resources is not enough to drive meaningful participation.

Want to create a truly engaging employee wellness program? Look beyond the basics and focus on understanding your employees’ unique needs. Involve leadership, ensure inclusivity, communicate effectively, and make wellness fun and rewarding. Discover 10 actionable tips to optimize your wellness program and foster a healthier, happier workforce.

Discover how to choose the right workplace wellness program for your organization. With over a decade of experience, we’ll guide you through the process and help you pick the right program for your team.

Prepare for 2025 with effective Employee Wellness Strategies. Discover key trends, innovations, and proactive HR tactics to future-proof your wellness programs.

Struggling to attract and retain top talent in a remote work environment? Discover innovative strategies for offering competitive benefits, fostering employee well-being, and creating a thriving company culture.”

As an HR leader, you’re at the forefront of selecting the right wellness vendor for your organization. With years of experience pitching wellness programs and competing directly against many of the national, albeit less flexibles, solution, I know how overwhelming this process can be. Choosing the right partner is crucial—not only for enhancing employee wellbeing but also for delivering measurable ROI that you can confidently present to your CEO. To help you navigate this critical decision, here are the three most important questions you should be asking any wellness vendor you’re considering. 1. How Do You Measure Success? Why This Question Matters: When evaluating wellness vendors, it’s easy to get caught up in promises of improved health and increased employee engagement. However, not all vendors can clearly define what success looks like or, more importantly, how they measure it. This question forces vendors to articulate the specific metrics they use to track the effectiveness of their programs, which is crucial for demonstrating ROI to your CEO. What to Look For in Their Answer: A reliable vendor should provide concrete examples of how they’ve measured success in the past, backed by data. Look for vendors who discuss real-world outcomes, such tangible health improvements or increasing employee satisfaction. Be cautious of vendors who only focus on participation rates without linking them to meaningful business outcomes. 2. What Evidence Do You Have to Back Up Your Claims? Why This Question Matters: The wellness industry is full of bold claims and attractive marketing, but