You’re probably familiar with the us-against-them sentiment that sometimes develops between management and workers over issues of healthcare, benefits, confidentiality, and job security. Equally important in terms of participation is your approach to well-being — whether your intent is to fix health problems or support individual desire to improve quality of life. It’s an important distinction.
How would you like to see feedback like this after your next employee well-being campaign?
In our always-tethered-to-work culture, a lot of people are deciding they’ve had enough… and are questioning workplace conditions that cause health and quality of life to suffer. They want more satisfaction from their careers, more joy in their lives, and to feel their best more often.
Wellness leaders have been talking about health culture for a long time. It’s the Holy Grail of workplace well-being. If you don’t have it, your individual wellness interventions are hit-or-miss efforts at best. And if you have a decidedly unhealthy culture — where people feel undervalued or worse — that HRA, screening, lunch ’n learn, or challenge you’re sponsoring this month can actually be a net-negative activity. You’d be better off doing nothing at all.