Employee Well-Being: Definition, Tips & How To Improve It in 2023
Employee well-being isn’t just a buzzword of the moment. It’s a progressive, need-based change amongst employees who are prioritizing their mental health over work. Meanwhile, organizations are supporting their people through well-being initiatives like sound baths, energy consultations, meditation, and a lot more.
Results from The Future Workplace 2021 HR Sentiment revealed that 68% of HR leaders rated employee well-being and mental health a top priority. As the younger, more open-minded workforce begin to rank the workplace, wellness initiatives are dominating in organizations worldwide.
The results from a recent Future Workplace Virtual Summit revealed the following:
❓ What Is Employee Well-being?
Employee well-being relates to all aspects of work-life: An employee’s job, relationships with their colleagues, expectations, and work culture. It is also an organization's way of extending support to an employee’s mental and physical health for their long-term success and happiness.
Activities like creating a vision-board, therapy consultations, yoga and meditation, partnership with ClassPass, are gaining momentum within organizations. They are meant to be restorative, and guided by instructors without being too intrusive. And these aren’t perks that only start-ups gloat about, even giant corporations and government agencies are stressing the importance of integrating wellbeing programs.
“Now more than ever, employers are highly focused on employee mental health and well-being as they adjust to the pandemic, economic disruption, and heightened focus on the impact of racial and societal issues.”
Ellen Kelsay, President and CEO, Business Group on Health
💠 4 (+1) Types Of Employee Well-being
1. Social wellness
Humans are social beings who work best in cohorts. The benefits are: enhanced productivity, stronger work culture, and increased retention. As an employer, you should initiate programs that build relationships amongst your people, make them feel valued, and closely involve them in your quarterly/annual goals.
2. Emotional wellness
WFH has made it difficult for employees to draw the line between their work and personal life. Being unable to disconnect from work, to working at odd hours, problems like these are creating a dent in their overall well-being. As an HR manager, you should recognize burnout symptoms, and break the stigma around mental health.
3. Environmental wellness
This largely centres around your organization’s work culture. Things like long working hours, tight deadlines, unrealistic expectations, all contribute to a toxic workplace. Thus depreciating your employees’ motivation and productivity. Spot any signs of declining work culture by listening to your employees’ problems, and understanding their relationship with their managers, and colleagues.
4. Financial wellness
35% of Americans are too worried about their finances to plan their future. The PwC 2021 Employee Financial Well-being Survey found finance to be the leading cause of an employee’s stress. You can look after your employees’ financial well-being by having financial planning programs/advisors that help create a financially and emotionally secured workforce.
5. Physical wellness
This can vary from your employee’s sudden health crisis, extreme fatigue due to lack of sleep, or overspending their time working on desks. You can address these issues by offering yoga breaks, physiotherapy sessions, dental and health insurance.
🆚 Employee Well-being vs Engagement
Employee wellbeing looks at employee experience from a holistic view across different categories: their social, physical, mental, financial, and environmental wellness.
An HR manager’s approach to employee wellbeing is: ‘What steps can I take to ensure an employee feels valued and secured at the workplace?’
This usually involves looking beyond numbers and goals – and to offer perks or incentives that pacifies work-related stress.
Employee engagement on the other hand, is the emotional and motivational commitment an employee has towards their company.
Employee engagement activities usually involve a smooth onboarding process, training programs, feedback sessions, and more. Here, an HR’s approach would be: ‘How can I help an employee do their best at work?’
Engagement programs are proven to:
- Reduce staff turnover
- Improve productivity and efficiency
- Boost business connectivity and performance
- Reduction in absenteeism
❗️ Why Does Employee Well-Being Matter?
According to a 2018 Gallup study of 7,500 employees, roughly two-thirds of full-time workers experience burnout.
Another study by Deloitte, revealed that nearly 70 percent of respondents thought their employers weren’t doing enough to prevent or reduce burnout – 21 percent stating that their organization didn’t offer any programs to minimize it either.
Although leaders are in the driving seat, responsible for achieving annual targets, it is equally important for them to take charge of their employees’ well-being. It’s about time they encourage people to free their mind from work at regular intervals.
But, suggesting your employees to take breaks is a superficial solution. A lot of these issues are deeply rooted into an organization’s traditional practices and culture.
Let’s understand why it’s more important than ever to introduce well-being programs:
1. Job Control
A new research from Journal of Applied Psychology revealed that when an individual is given little control over their work – it greatly impacts their mental health. A highly demanding job combined with micromanagement imposes a burden on an employee’s physical health too.
“Stressors at work are more likely to cause declines in mental health and, ultimately, death for jobs in which workers have little autonomy, or for people with lower cognitive ability," as told by Erik Gonzalez-Mulé (Assistant Professor at Kelley School of Business) to PsyPost.
Lack of job control can make an employee feel incompetent and gradually contributes to stress, anxiety, and depression. Initiating well-being programs helps ease job stressors like these. Alongside, organizations need to create roles with more fluidity and autonomy.
2. Drop in performance and motivation to learn
A toxic, chaotic work environment directly impacts your employees’ motivation, their cognition and learning, and emotional well-being. When they have no control over external factors like poor management, lack of work-life balance, or team conflicts, their efforts will be rendered fruitless.
Employee well-being programs help to break toxic work patterns, and give your people an opportunity to learn new skills, or explore new ideas.
3. Exacerbated physical and mental stress
Groupon performed a study in July 2016 on the effects of overwork. The results found that 38% work too much, 46% never had time to relax, and 60% have an unhealthy work-life balance.
According to a survey by Tork:
But, working for a job shouldn’t come at the cost of one’s health. Whether your people are youths in their 20’s or executives pushing 60, increased work stress can induce health issues like hypertension, diabetes, and even panic attacks.
“Balancing the demands of a career and family can be tough, which is why it’s so important to make sure that you regularly give yourself a break." Silvija Martincevic, Groupon's vice president and general manager of health, beauty and wellness.
To reverse the effects of working overtime, organizations are implementing well-being strategies like 4-day work week, wellness weeks, on-the-house physiotherapy activities, and more.
4. Disengagement at work
A new hire’s excitement is evidently palpable on Day One. A couple months in, you notice the enthusiasm turns into lackluster, the energy drops, and their work ethics wilts. Before you know it, your employee doesn’t even show up for work.
This plague of disengagement has adverse effects on your employee’s productivity, performance, and retention. These problems stem from issues like a lack of camaraderie, lack of recognition, and ignorant management.
Well-being initiatives like 1:1’s with employees, recognition programs, and weekly check-ins go beyond helping a struggling employee – they uplift the spirit of your entire team too.
5. Lack of social support
Receiving validation, moral and social support from family and friends is as important as getting it from managers. Unfortunately, certain workplace environments make it harder to build relationships that provide support.
According to McKinsey, practices that foster internal competition reduce collaboration and teamwork. Any work culture trait that creates conflicts amongst your employees weakens social ties, and ceases the process of building healthier workplaces.
Well-being initiatives weed out such toxic practices and strengthen the ties between your people.
6 Reasons to make wellbeing a top priority in your organization
1. Higher Performance Levels
When employees follow a routine of eating healthy and exercising regularly, they tend to be more productive, energized, and feel encouraged to be proactive with their work. Wellness routines also create space to think over tasks and decisions that need to be analyzed.
2. Improved Employee Morale
An effective well-being program makes an employee feel valued, since his efforts are recognized. This motivates them to deeply involve themselves into tasks, and contribute their full potential.
3. Low Employee Turnover
A well-planned wellness program not only attracts top talents, but they also retain them for long. It is one of the differentiating points that will motivate a talent to join your organization over another – even if they are offering a cushy paycheck.
4. Reduced Health Risk
Blending wellness activities into your employee’s routine does not only offer a much needed breather, but also restores the negative effect of unhealthy desk postures. It’s a given that healthier employees are less likely to take sick leaves, thus reducing absenteeism.
5. Attracts Top Talent
Think of your wellness program as a free PR for your organization. It reflects your company’s culture, tight bonds between employees, and brands your company as a rewarding place to work at.
6. Builds Employee Camaraderie
Wellness initiatives like attending yoga sessions together, joining an organization’s social club, or meeting for company sponsored luncheons resolves workplace conflicts, brings your people together outside office spaces, and encourages them to have conversations at a personal level.
⏩ 5 Easy-to-Implement Employee Well-Being Activities
People are more likely to help others with whom they share similar interests, to whom they can trust, and with whom they feel connected. Employee well-being activities create a sense of community in your organization’s ecosystem where people gather not just to work, but to build relationships, help one another, and share a mutual sense of belongingness.
Here are some quick win well-being activities that contribute to a great work culture and a positive mindset:
1. Healthy meals and snacks
There is nothing more gratifying than starting the day with a wholesome breakfast. Creating common spaces where employees can come together, share a meal and have fun conversations are small rituals that people look forward to. You can also place a vending machine full of curated, healthy snacks, or partner with Snacknation that delivers healthy snacks directly to your office.
2. Power naps
Be it a stressful or a slow day, having nap rooms are a great way to re-energize your employees. Power naps have been clinically proven to boost productivity – a reason why companies like Asana, Zappos, and Facebook have specialized spaces where employees can take a brief nap and get back to work with renewed energy.
3. Mindful activities
When leaders at Halcyon, a nonprofit, realized its people were stressed, and under severe pressure to perform, they started weekly yoga and meditation sessions. Following its success, they expanded to sound baths, as well as “smash therapy,” where participants make a piñata and then destroy it.
Team Zavvy enjoys weekly nudges of mindfulness delivered on Slack by the Zavvy-bot.
➡️ You can try it out for yourself and your team! Check out our ready-to-use template.
4. Cultural activities
Cultural clashes amongst your people can create conflicts, isolate them, and disable them to thrive in your organization. Making it more important than ever to create a safe working environment where each culture is respected, recognized and appreciated.
“If you don't create an environment where different point of views can be heard, you don't create a culture of diversity and inclusion, or help people learn how they need to have more intellectual humility. If both pieces aren't embraced, you can have all the diversity in the world but it doesn't actually lead to anything changing.” Tiffany Rolfe, Global CCO at R/GA.
R/GA, a renowned digital agency organizes initiatives like: Black History Awareness Month, Chinese New Year Celebration, World Sushi Day, and more. Adopting such practices creates equitable workspaces, fosters a collaborative work environment, raises awareness, and encourages people to freely express themselves.
5. Social service events
Uplifting others is a fulfilling and a rewarding experience that positively impacts one’s mental health. As an employer, you can organize fundraisers, volunteering programs, or any social cause activities your people care about.
📈 7 Programs To Improve Your Employees’ Well-Being Sustainably
Becoming a great place to work with a healthy and rich culture doesn't happen overnight. Same for well-being
It simply can't be solved in a powerpoint presentation or a handbook. Many courses just add one more task to your employees’ busy workflow. And if it isn’t obvious enough, using such formats only scrape the issue at a surface level.
“No one wants to sit down for an hour and be lectured about stress management. They want to sit for an hour and feel de-stressed.”
- as told to NYT by Cassandra Bianco, the founder of Wellbeings, a network of corporate wellness consultants
What you need is a holistic approach that infiltrates the cracks in your corporate culture. We’re talking about initiating well-being programs that unify your organization, and cements a behavior of positivity and openness. To do that, you need a centralized platform that helps your people build meaningful connections – no matter where they are.
Here are top practices you can initiate with our platform. You can also use them as an inspiration for your own, manual setup.
1. The Well-Being Booster
Our Well-Being Booster program does exactly what it says: the program consists of scientifically-designed hybrid work nudges to help employees stay calm, get energized, and be resilient during stressful times.
You can schedule this booster program once every week for your team and have it for as long as one year. We make it easier for you by integrating tools like Slack or Microsoft Teams so you can send automated reminders to those involved.
The booster is part of all our packages, so if you already have a Zavvy account, you can directly push it to your whole company within a minute.
You will help your employees with:
- Reducing stress
- Preventing burnout
- Boosting productivity and performance
- Staying relaxed
2. Launch Connection Programs
Our connection programs offer more than just formal conversation starters. They bring your people closer together by helping them discover mutual interests, understanding each other’s perspectives, and openly talk about their mental health.
Templates like walk and talk, conversations that matter, and meetup rituals can benefit your organization and employees by:
- Creating a friendly and trustful work environment
- Keeping your employees connected
- Enhancing cross-team collaboration
- Increasing a sense of belonging
- Boost employee motivation
➡️ Launch your Walk & Talk program in a few minutes with our template.
It doesn’t matter whether your team is working in a remote, hybrid, or a traditional setup. These templates are versatile, and can easily be assigned to employees working from home or at the office. Here’s how the template can benefit your people:
- Recharge by going outdoors and getting some fresh air.
- Reduce their stress and boost their mental and physical well-being.
- Create a valuable and social company ritual.
3. Launch Employee Development Programs
Lack of career foresight and opportunities contribute to your employees' disengagement with their work. They find it difficult to grow further into their role and at your company – thus ensuing boredom and dissatisfaction. This is when you need to step in and create opportunities that foster continuous development among your people.
If you want to learn more about employee development plans, we'd highly advise you to read our blog (e.g. this piece on development plans) and maybe even download a template or two to get started right away.
If you're looking for something elaborate and scaleable, our employee development software help you create competency models and recurring cycles. It’s like creating a vision board for your employees – where they see themselves in the coming years, and what you can do to help them achieve their goals.
Talk to our experts on how you can use Development Programs to:
- Establish a clear framework.
- Build plans that combine goals and actual measures.
- Engage, track, repeat your employees’ progress.
4. Offer a nicer onboarding experience
Why wait for your employees to show signs of burnout before taking an action? Taking charge of their well-being starts from Day One – during the onboarding process. An effective onboarding ensures that your new hire’s vulnerability doesn’t escalate into anxiety and stress – resulting in poor performance and retention.
To improve your onboarding process yourself, we recommend our complete remote onboarding experience checklist. It will help you take the process to another level without forgetting anything.
And if you're looking for the next-level experience that creates lasting impressions automatically, have a look at our own onboarding software.
Extensive and informative, it ensures your new hire is well informed about your organization’s culture, mission and values. It helps you to streamline your entire onboarding process by creating new hire checklists, automated reminders to managers, onboarding buddies, and recruits, and have all your training resources in one place.
This will greatly save your HRs’ from redundant processes, and they will spend less time answering emails that could’ve been an FAQ. Meanwhile, your new hires will gain confidence in their role and begin to take up responsibilities from the get go.
Here’s what an exemplary week looks like with Zavvy’s Onboarding Program:
Day 1: A warm welcome to the company
Day 2: An intro to your company values
Day 3: A video message from the CEO
Day 4: How-to's for 1:1s with the manager
Day 5: Onboarding Survey
To scale the accessibility of this journey, we have integrated tools like Slack and Teams so you can assign tasks, and track progress at ease.
5. Improve Leadership and Schedule 1:1s
Behind every employee’s success is a mentor who offers 1:1 guidance and helps identify knowledge gaps. Without this, an employee lacks the direction and role-specific clarity required to achieve their goal. Eventually culminating in confusion, disengagement, and increased stress.
Our Monthly 1:1 Companion template encourages mentors to have introspective conversations with their team members. Here, an employee can discuss their personal and professional aspirations. In return, the mentor can help them to create pathways that will enable an employee to achieve their targets.
This program can be used to:
- Offer feedback
- Give performance review to an employee
- Create a checklist/framework for the upcoming 1:1
- Prepare employees for 1:
6. Have Meaningful Conversations
“Stop taking care of your career. Start taking care of your people. And if you do that, they won’t let you fail.” .
A manager’s work life can be so pressure-filled and fast-paced that they forget to ask simple questions like:
- How was your week?
- You don’t seem like yourself today, do you want to have a quick chat?
- You sound upset? Is it because of me?
- How’s the new project working going? Let me know if I can help in any way.
A little act of empathy can go a long way in making your employee feel valued. Conversations That Matter helps managers to have personal conversations with their stressed, angry, or withdrawn employees in an introspective way.
Initiating such conversations positively impacts an employee’s health and well-being. It’s a step forward to building a workplace where people can be vulnerable and show care for one another.
7. Routine Feedback Sessions
As a manager – the ability to give concrete feedback can be the difference between your employee’s success and failure. Based on this principle, The Manager Companion template serves to boost your employee’s motivation, recognize their effort, and drive them to do better – contributing to your employee’s well-being.
It not only benefits an employee at an individual level, but also aligns your team to work towards a common goal. Other benefits include:
- Stay on top of people management tasks
- Automate manual and repetitive tasks
- Effectively communicate and collaborate with teams
- Improve team productivity and effectiveness
📝 Employee Well-Being Survey Questions
Fragmented communication is one of the leading reasons for unmotivated staff. Using pulse surveys for your employees can help you gauge their feelings and attitude towards work. Based on their response, you can direct your focus on offering personalized support, implement wellness practices, and foster an empathetic work culture.
Survey questions may include:
- Are you in a comfortable working environment?
- Is your workload manageable?
- Are you content with your job?
- Do you have a good work/life balance?
- Is there anything we can do to help you?
- Do you feel accepted for who you are at the workplace?
- Do you find it easy to express your feelings?
- How easy/difficult is it for you to make important decisions?
- Do you adapt to changes in a positive way?
- Are you able to include physical activities in your routine?
- How is your relationship with your manager/colleagues?
- Do you seek professional growth at this organization?
Our employee enablement platform offers a quick way to pre-schedule automated polls, send meeting invites and reminders to avoid manual overload.
📣 How to Launch Your Well-Being Initiative: 9 Things to Consider
Initiating well-being practices can be tricky – especially in large organizations where each employee faces different challenges and require personalized support. To help you get started, we’ve put together 9 tips on how you can implement an inclusive well-being program.
Clear communication is the foundation of every successful well-being program. Having a true understanding of what your people want, and identifying any gaps in your existing practices will make a huge difference in how you approach your well-being program. Pulse surveys are a great tool to get this information.
2. Reward and give recognition to your employees
A study conducted by Capterra found that more than half of respondents (56%) felt undervalued and that their efforts weren’t recognised. Small moments of appreciation like ‘Thanks for taking over the meeting’, ‘Really appreciate your help’, can go a long way in making your people feel valued.
Some benefits include:
- Greater employee satisfaction and enjoyment of work
- Improved team culture
- Higher loyalty and satisfaction scores from customers
- Decreased stress and absenteeism
3. Be open to feedback
Receiving feedback is as captious as giving one to your employees. Don’t be too quick to judge them for sharing ideas on how you can improve your work culture. Instead, focus on creating a workspace where everyone is encouraged to share honest feedback.
4. Include recharge breaks
Overworked employees are more prone to heart disease, diabetes, stress related disease, and strain injuries. But for any employee to thrive in your workplace, it is critical they take some time off.
This can be utilized to learn new skills, take a course, or to take a quick break from their desk. Taking quarterly recharge breaks or daily microbreaks cultivates healthier habits, boosts productivity and creativity
5. Boost team relationships
Achieving organizational goals is a collective effort of all your team members working with one another in a seamless way. This is possible when you foster good working relationships, and team building activities. Do this by hosting informal outings, lunches, and Friday Sundowners that create a sociable atmosphere.
6. Encourage social interaction
Working independently on projects can trigger depression and anxiety – especially in a remote setup. Making it increasingly important to create social interaction spaces like Slack. Here, you can have channels centered around food interests, things to do, FAQs, fitness activities, and so much more.
7. Promote a self-care routine
A Korn Ferry study reveals that 73% of American professionals were feeling burned-out as a result of surmounting workloads and not being able to disconnect from work.
More often than not, employees prioritize working for an extra task over their physical health. An employee’s unhealthy relationship with their work, easily reflects on their declining productivity and motivation.
As an employer, you need to encourage your people to make a conscious choice of focusing on their health. This could include: Self-help apps, third party websites, or contacts of the right people they can reach out to.
Tip: Offer resilience training to your employees sot hey can learn the skills needed to cope with stressful or difficult situations.
8. Offer healthy lifestyle choices
Small, healthy habits can have a positive impact on your employees’ performance. They enable them to focus, be more present, and actively engage with their work. A lot of organizations arrange company marathons, fitness routines, 5-minute wellness activities, Bring Your Dog to Office Day, and several more mindful activities.
The idea is to create niche communities of like minded individuals where they can plan, discuss, and share their customized wellness routines.
9. Make performance reviews mandatory
Giving performance reviews is one of the many pillars of your employee’s growth. By practicing performance appraisal, giving 1:1 feedback, checking-up on your employee’s progress, can give your employee a necessary push to work better and smarter.
They will get a closer understanding of their work, how to approach a task, and have a positive impact on their mental health.
How to Get Your People to Participate in Well-Being Programs
As pivotal as it is to implement a well-being program, one cannot force an employee to follow it. Prioritizing one’s mental health needs to be a conscious, pro-active choice.
A report from Gartner found, 48% of employees who utilize well-being programs report being highly engaged, compared to 30% of employees who do not. Based on these statistics, they devised three strategies that organizations can implement to maximize employee participation:
1. Increase employee understanding of well-being needs
While organizations share their employee wellness programs during the onboarding, a lot of employees fail to participate in them. Here’s why: most employees receive incomplete information about these programs or usually forget about them. Second reason being, most wellness initiatives aren’t aligned with an employee’s needs.
As a leader, or an HR manager, you should change an employee’s perception towards your well-being programs. Start with including more peer-to-peer activities, and continuously communicate the importance of such programs – most importantly, make them easily accessible. You can also share your own personal experience and journey of participating in wellness activities.
2. Reduce well-being stigma and apathy
Employees who need to see a therapist or require additional support, often choose not to – for the fear of being judged. They rather keep it a secret than confide in their peers, or managers. Such habits stymies employee participation and engagement at the workplace.
Gartner’s 2020 Well-Being Employee Survey finds that only 49% of employees say their manager understands their problems and needs.
One tactic that progressive organizations are employing is normalizing the idea of seeking support from trusted employees. Genentech, for example, built a network of over 300 mental health champions a.k.a. employees who are passionate about mental health.
They actively volunteer to educate, encourage, and provide assistance to their colleagues who could benefit from utilizing mental and emotional well-being offerings.
3. Make well-being programs easily accessible and upfront
Any activity that demands a behavioral change, or additional effort is almost always neglected. And when your wellness program is hidden in an email or under a stack of documents, it causes a ‘Out of sight, out of mind’ phenomena. Also, when one doesn't feel motivated, they excuse themselves for being ‘too busy’ to participate in a wellness activity.
In this scenario, HR leaders should, by default, enroll all employees in their beneficial programs like virtual fitness classes, sessions with financial advisors – with an option to opt out at any time. Another route to encourage participation would be sending nudges, automated reminders, creating channels dedicated to fitness routines, and more.
🏢 5 Examples From Companies With Great Well-being Programs
A lot goes into creating a successful well-being program. From experimentation to improvisation, giving out surveys, communicating with employees, and prioritizing their needs. Here are some organizations that go an extra mile to offer dedicated support to their people:
WayUp is a company that matches employers with recent college graduates and students.
Well-being program: They initiated microbreaks where employees were guided through deep breaths, spoke about “flow” and “powerful creative states,” and completed a self-hypnosis exercise. Participants bonded over their challenges with sleep and overworking.
Brandon Santulli, an office manager at WayUp quoted to New York Times:
“That was [an] awesome [experience]. “I feel very energized now, and that’s not usually how I feel until I get another cup of cold brew.”
Chesapeake Energy is not only one of the leading US energy providers, but also a wellness-first company.
Well-being program: The company offers a 72k square foot fitness center complete with Olympic-sized swimming pool, rock climbing wall and personal trainers. Besides offering a medical benefits package, they also take great care in offering on-site daycare for employees’ children aged between six weeks to five years.
You can read more about their benefits on their careers page.
Asana is a web and mobile application designed to help teams organize, track, and manage their work. Their all-inclusive wellness programs manifest their effort to reduce the stigma around mental health, and give their employees the community, benefits, and programs they need to thrive.
Well-being program: Asana pays their employees to sleep, quite literally. They encourage employees to sleep in one of their “nap rooms,” so they can rest, recharge, and de-stress. Sonja Gittens Ottley, the Head of Diversity and Inclusion at Asana, hosts a panel where people address topics like:
- what it’s like to have a mental health diagnosis,
- and how they keep themselves resourced for optimal well-being.
There’s a reason why this online dating app is recognized for its well-being program on Glassdoor.
Well-being program: Taking inspiration from their online dating service, Hinge launched its “great dates'' program. All Hinge employees are offered $200 monthly date stipends to try various date activities trapeze lessons, "renting" a foster puppy for a day, hiking). That’s not it, the company takes great pride in offering a fully-stocked kitchen comprising healthy food and drinks, and weekly catered meals.
Awarded as ‘The Number One Place To Work In Germany’, SAP needs no further introduction. But, their wholesome well-being program definitely does.
“We don’t pretend that employee well-being is solely about making employees happier and healthier,” says Dr. Natalie Lotzmann, SAP’s Global Head of Health & Well-Being Management to Forbes.
“It helps SAP become a more successful company. We ensure this by linking our workplace culture and investments in employee well-being to SAP’s business success and profit.”
SAP takes employee well-being to a whole new level through their Onsite Health Services, Flex Appeal (helping employees to reduce stress), Return-to-Work program, and their always popular Dinner to Go program that lets employees order healthy, pre-cooked meals from their app. And these are just top-of-mind initiatives.
They also offer daycare to employees with children, a free 24/7 helpline for those who want to receive mental health support, and several more mindfulness programs.
Offering a holistic and a restorative wellness program is an attractive asset to have. But, they are only beneficial if they go beyond superficial solutions and surface level conversations. As companies continue to focus on growing their businesses, they need to show equal support to their employees who make this possible.
To do this, you need a centralized platform that makes it easier for you to implement your wellbeing programs. Our connection programs are one way to do so at the click of a button. But there's so much more!
Talk to our experts to discover how Zavvy will help you boost your people's well-being.
Take advantage of the Well-Being-Booster, Onboarding, Development, Meetup Rituals, Conversations that Matter, Walk and Talk, Coffee Dates, and so much more!