Employee well-being strategies and programs have traditionally focused heavily on the physical aspects of health. Think gym memberships, help with stopping smoking, dietary guidance, exercise plans, and the like. But, while the importance of well-being at work had been established, a more holistic approach to it was needed.
Growing awareness of the link between physical and mental health led to a workplace culture that increasingly nurtured both. If your organisation is taking this more proactive approach to well-being, you’re likely benefitting from a happier, healthier workforce.
But it can’t end there. Along with new patterns of hybrid work and flexible hours, employee expectations have also changed. Supporting this evolving culture means revisiting employee well-being again. So how can you make sure your healthcare efforts continue to be effective?
Moving beyond physical and mental healthcare
First, you’ll need to include all the dimensions of well-being that affect your people. Outside of physical and mental well-being, your staff will also have environmental, social, spiritual, occupational, financial, and intellectual needs. As you plan your healthcare strategy and structure your awareness programs, make sure all these human needs are met. For example, you could:
- Introduce easy-to-use finance apps and counselling services to help your people stay on top of their financial well-being.
- Create more inspiring workspaces to help them feel more comfortable and motivated within their work environment.
- Encourage hobbies and community and cultural involvement to hit those intellectual and social points.
Taking care of every aspect of the well-being of your people makes it easier for them to connect with others, contribute to society, and increase productivity in the workplace. Our study of 7,272 office workers found that 56% of them believe a robust health plan builds positive workplaces, while 40% say it improves loyalty.[1] Make sure you address every dimension of well-being to help your people achieve and maintain vibrant health and vitality.
Adapting healthcare to support flexible working
How and where we work has also changed. A joint research report published by the University of Birmingham, University of York, and University of Kent in the UK found that there’s been a rise in flexible working post Covid-19.[2] This includes working from home, flexitime, compressed hours, part-time work, and job sharing.
While their report found that managers are positive about flexible working practices – and employees are embracing this flexibility – there were worrying trends too. It found that a culture of working longer hours might be returning to workplaces. With our Vitality Study finding that 95% of employees already show signs of burnout[3], and that 86% of those who move overseas experience stress[4], it’s important to recognise that it could be much harder to spot these signs in remote workers.
We can’t rely on a one-size-fits-all approach
With flexible working comes working from anywhere – adding spatial and temporal elements that could complicate your healthcare plan further. When communicating your healthcare plans across different geographical locations, think about timing, cultural context, and personalisation. What matters – and makes sense – to one employee might not resonate with another.
As you think about the future of preventative healthcare for your business, taking the unique circumstances of each member of staff into account is the only way to make sure you’re catering for your entire workforce. A robust, tailored healthcare plan that flexes with your people could be crucial to making this happen. Speak to a Cigna Healthcare representative today to discuss this further.
