Do you know how your employees are doing really? Sure you might ask them how they’re doing day-to-day and you make sure they take care of their responsibilities. But their wellness isn’t just about these things, it combines so much more of your employee’s life and actions.
What is wellbeing? Let’s take a look below. It’s important to understand the forms of wellness before you can help your employees be happier or healthier.
Physical wellness. We often first think of wellness as the physical state of an employee’s health. How healthy are your employees? Are they feeling ill? Dealing with illness or other pain? While you can’t ask them directly, you can offer them programs and incentives to improve their health. Even if you already have a wellness program in place, it is important to remind your employees of it continually through internal communication efforts. After all, employees that are physically feeling well will be more productive and more loyal to their company.
Mental wellness. Along with physical wellness comes mental wellness. Of course, this indicates how positive an individual’s mental well-being is. Many employees deal with anxiety, depression or other disorders. Again, while you can’t ask specifics about your employee’s mental health, it’s important to promote mental well-being. It’s important to not just have mental health wellness programs available through benefit packages but to also remind your employees of these. It also means increasing these or even making them available on-site if trauma or specific situations occur at the workplace or in the community.
Financial wellness. An employee’s life is more than just working and receiving a paycheck. Because of this, it is important to also consider the financial wellness of your employees and ways you can strengthen that. You may want to consider offering classes or seminars on finances. You can also help employees find financial resources or include credit union membership exclusive to your employees.
Intellectual wellness. Intellectual wellbeing has to do with how mentally challenged and stimulated your employees are. After all, no one wants to be bored day in and day out. Ask yourself: Are you encouraging your employees to continue to better themselves through lifelong learning? This can be through external programs you reimburse or even providing internal courses to better train, prepare and advance your employees. These don’t have to belong. In fact, short sessions may be preferred by employees during the day.
