Picture this: Carla, a dedicated employee at a large health system, struggles to balance her work responsibilities with taking care of her health. (Sound familiar?)
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Is your wellness programming fulfilling your vision and meeting your goals as an organization? How do you know? In our checklist, we'll guide your through:
Just as with physical health, mental health is an essential aspect of overall employee wellbeing. Because your employees spend the majority of their day at work, addressing it in the workplace is crucial.
Employee wellness is a crucial factor in determining the overall health of an organization. Encouraging and supporting healthy habits not only leads to a happier and healthier workforce, but can also have a significant impact on productivity, employee retention, and your organization's bottom line.
A well-designed wellness program can improve employee health and wellbeing, reduce absenteeism, and increase productivity. However, not all wellness programs are created equal. A successful wellness program champions a cultural shift that aligns with the organization's mission, values, and goals. Al...
From attracting top talent to improving employee morale and reducing turnover, there are many reasons to promote wellness in the workplace. Not only can better mental and physical wellness improve employees’ quality of life, but wellness can also have a significant positive impact on their work perf...
Employers often use the terms “participation” and “engagement” interchangeably when describing the outcomes of their wellbeing program or resources.
Productivity, health care costs, and workplace resilience are big ROIs of workplace wellbeing. But they are also end-stage outcomes of highly effective wellbeing programs. To get here, companies need to reach a tipping point of employee engagement where lifestyle risks are being reduced and health i...
Employee wellness participation first requires employees to commit to lifestyle changes. Accordingly, humans must first generate the energy and motivation to change up routines and then commit to change. Since we are biologically wired toward routine, and not change, igniting wellbeing participation...
Personalization is certainly the buzz in employer-wellbeing. Employers look for it. Vendors claim to do it. But what does it mean for capabilities, offerings, and experiences? Does setting your own goals or picking activities equal personalization.
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