Five Ways to Let Employees Know You Value Their Wellbeing

Do your employees believe that your company really cares about their wellbeing? You might want to ask them at some point – confidentially if you want the truth. If your staff is like most American workers, they believe your organization's actions don't necessarily match up with your words. A recent Gallup poll shows that 76% of the respondents don't believe their organizations really care, which should alarm leadership in every company.

When employees feel valued by their employers, the benefits are nearly limitless regarding retention, productivity, and brand activism. The same Gallup poll shows that employees who feel valued are 69% less likely to search for a new job, 71% less likely to report experiencing burnout, and five times more likely to serve as an advocate for their organization. Any one of those numbers alone is great. Put them together, and you've got a powerhouse of an organization that talent will be begging to work for.

So, how do you convince your workers that you genuinely care about their wellbeing?

1. Define what employee wellbeing is

Too many companies today only focus on a piece of employee wellbeing, such as mental or physical health. While well-intentioned, it's not enough. Many organizations break wellbeing up into five pieces. They are:

• Career wellbeing: You like your job and what you do to earn a paycheck.
• Financial wellbeing: You manage your money well.
• Social wellbeing: You have significant relationships with others.
• Physical wellbeing: You feel healthy and have the energy to do what you want.
• Community wellbeing: You like the places and environments surrounding where you live and work.

As an employer, you significantly affect the first two pieces, career and financial wellbeing. Paying your employees a fair salary with good benefits is important for sure. However, providing them with a clear career path and investing in their professional development is critical for them to know that you care about their professional success.

For the financial piece, there are two highly sought-after business perks many companies have started providing to their employees. The first is partnering with a financial consulting company to provide education and advice to employees with financial concerns. The second perk is helping to defray or pay off college loans. Not only do these eliminate massive amounts of employee stress, but the sense of security it can deliver is even greater.

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2. Consistently remind employees about your wellbeing programs and how to use them

Your company’s wellbeing programs shouldn’t just be talked about during open enrollment periods and then ignored for 12 months. It's not difficult to keep your benefits and programs fresh in your employees' minds and let them know how to access them.

For instance, your company could send out a monthly e-newsletter with helpful links to health and wellness or financial advice from experts. Your company could also host a “fair” where benefits reps can show up on site, or host a live online chat, to answer questions. The most important thing, however, is that management fully supports these efforts.

3. Include family members in the wellbeing programs

Often, it's not the employee who has a specific need but their spouse, child or partner. There may not be a stronger sign that your company cares than including family in everything from financial wellness to community events, or volunteer opportunities and social gatherings outside work hours. At times, work can be all-consuming, so creating events that employees’ families can take part in can keep employees engaged and productive.

4. Recognize and incentivize employees for achievements in wellbeing

Of course, recognition for a job well done is among the highest motivators for employees everywhere. The same goes for participation in wellbeing programs and initiatives. Your company could offer a discount on insurance premiums just for taking a physical, or even reimbursement for a gym membership. Don’t be afraid to get creative, sometimes a little incentive can go a long way.

5. Finally, make wellbeing a part of an employee's annual goal setting

Show employees that you're serious about their wellbeing by allowing them to make their interests and goals for their wellbeing part of their goals for the year. Support them by providing them with the resources to achieve their goals and check in with them regularly on their progress to see if there is anything else they need to reach their goal.

Take care of your employees, and they’ll take care of you

These are just a few ideas for helping your employees believe your organization is serious about their personal and professional wellbeing. It takes a commitment from your entire leadership group, but it will be worth the time and resources. In turn, you might find your employees will be happier and more dedicated to company success.