Healthy employees are likely to have lower healthcare costs, get sick less often, and have better morale, to name just a few benefits. However, COVID-19 and its effects have made helping employees get and stay healthy even more difficult than before.
Many HR and business leaders realize that employees need their help during this difficult time and it will cost the company if they don’t help. If you are examining your own company’s health-related efforts now, you need to understand the distinctions related to the good condition (wellness) of employees and the well-being of employees, and how the terminology could contribute to or harm your program.
While there is no ironclad universal agreement on what exactly each term means, common associations and connotations emerge. Here’s a look at each one and why terminology might be important.
Good status of employees
Good condition (wellness) it is the state of good health. It has a definitive sound and its extension to the workplace reflects that. In the corporate wellness arena, the good status of employees tends to focus only on physical health. In other words, the good status of employees it tends to consist of getting in shape, losing weight, or improving other physical indicators.
Fitness programs for employees tend to emphasize concepts such as disease management or nutrition. Many wellness programs have a narrow focus or consist of one-time efforts, such as health screenings. As a result, employees may view these programs as ineffective, duplicates of what they already know, or simply inadequate to address any real issues and, in turn, ignore them.
As responsive companies and human resources departments recognized these issues, they broadened the focus on employee health by well-being of employees.
Compared to the good condition, many definitions of wellness they are more complete. Programs that focus on employee wellness tend to understand a broader view of health. The employee welfare encompasses physical, emotional and mental health, and is closely associated with happiness. Some programs that focus on wellness even include financial health in that combination. Professional development can also be part of wellness, as employees who feel valued at work are likely to be happier overall.
Many outdated wellness initiatives They occur on a single day, but wellness program events take place over a longer period of time. For example, an ongoing support group for employees could be part of a wellness program. This reflects the program’s emphasis on long-term health rather than quick fixes.
Employee wellness can include components as varied as a volunteer initiative, mental health programs, and a flexible work policy.
Research is mounting to support the belief that wellness is important to productivity. The studies They have found that workers who do well in every facet of well-being – physical, emotional, and mental health – are more likely to be productive in the workplace.
Happiness, which is closely associated with well-being, also has a close relationship with productivity. A study by the Saïd School of Business at the University of Oxford found that happy workers are 13% more productive, while a research by the University of Warwick found that happy workers are 12% more productive.