Employee Wellness Blog

When Should You Start Talking About Corporate Flu Shots?

Posted by Robyn Whalen on Mon, Jul 23, 2018

Flu season is approaching faster than you think! That means it’s time to start figuring out your game plan. But how early is too early to start discussing corporate flu shots? Well, it depends who you’re talking to. 

Part of your role as a corporate flu shot coordinator at your company is getting the flu season conversation started. After all, flu shots are most likely the last thing on upper management’s mind during the summer months.

You know you need to protect your workforce in the fall, but how early should your planning start? Let’s break it down: 

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What Employers Should Know About Parental Burnout in the Workplace

Posted by Robyn Whalen on Thu, Jun 28, 2018

For a working parent, the workday doesn’t stop at 5 p.m. You still have to pick up your kids from school, rush them to soccer practice, find time to run to the grocery store, and then somehow cook a healthy meal. It’s a stressful lifestyle. And if you’re not careful, that stress can sneak its way into your daily work life.

A new survey by the Business Performance Innovation Network (BPI Network) collected data from 2,000 working parents across North America. Nearly two-thirds of the survey respondents claim they have experienced parental burnout – with 40% of those cases being described as “significant” or worse. This new report details just how big of a problem parental burnout is in North America. 

Parental burnout is more than just a family issue – it’s an issue for corporate America. Many factors of modern work life contribute to parental burnout. In fact, nearly 30% of parents reported that work-related factors are primary contributors to parental burnout. This included the challenge of both parents working and parents feeling exhausted from work. 

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How to Keep Vacation-Minded Employees Productive and Engaged Over Summertime

Posted by Robyn Whalen on Mon, May 07, 2018

Summertime is just around the corner! With longer days and beautiful weather, it’s no surprise that work might not always be your employees’ top priority throughout the season. In fact, 25% of people report feeling less productive in the office over the summer months. That’s why it’s crucial for employers to learn and implement some new strategies for successful summertime management.

While productivity and engagement are two critical factors for most employers, it’s important to realize that employees deserve a little fun during this lively season. Below, we share seven tips to help employers keep employees productive and engaged over the summer – without sacrificing the excitement the season has to bring.

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How Employers Can Support Employees Living with Chronic Pain

Posted by Robyn Whalen on Mon, Apr 30, 2018

A significant percentage of the U.S. workforce grapples with chronic pain. According to a study by the Centers for Disease Control and Prevention (CDC), nearly 1 in 6 (or 15%) of American workers live with long-term pain. This means that chronic pain most likely affects some of your employees – and you may not even know it. 

According to MedicineNet.com, chronic pain is described as an unpleasant sense of discomfort that persists or progresses over a long period. In contrast to acute pain – which arises suddenly in response to a specific injury and is usually treatable – chronic pain persists over time and is often resistant to medical treatments.

Chronic pain can start with or without an apparent cause. In most situations, chronic pain begins after an injury, surgery, or illness. But for others, there might not be an obvious cause. Chronic pain can range from mild to severe, and in a lot of cases, it can cause many unpleasant symptoms other than pain.

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Join the Movement for a Happier World: Celebrate International Day of Happiness at Work

Posted by Robyn Whalen on Mon, Mar 19, 2018

Being happy is an important aspect of health and wellness. When you’re not happy, your body feels it. It’s challenging to stay productive and focused, and you’re a lot less likely to make healthy choices when you’re feeling unhappy. Because happiness is so vital to wellbeing, the United Nations declared March 20th the International Day of Happiness. It’s a day to recognize and celebrate the importance of happiness in lives of all different people around the globe. 

The International Day of Happiness should remind employers of the value of a happy workplace. Since many Americans spend a good portion of their time in the office, it’s important that they work at a company that prioritizes employee happiness. A principal responsibility of an employer is to create and promote a happy work environment. A happy work environment is not only good for a workforce, but it’s good for the bottom line, too. According to LiveHappy.com, unhappy employees cost employers $300 billion each year in lost productivity. 

There are many different reasons why a happy workforce is critical to the success of a company. An office that is filled with happy, engaged employees who love their roles is guaranteed to have more loyalty, less stress, and better recruitment outcomes. Some of the top benefits of a happy work environment include: 

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3 Strategies to Become a More Proactive Wellness Coordinator

Posted by Becky Squiers on Thu, Mar 15, 2018

Wellness coordinators don’t always get the recognition they deserve. They are responsible for a variety of tasks, as well as the preparation and evaluation of wellness initiatives. As a wellness coordinator, your attitude can not only make or break employee participation but can impact how well an employee does throughout the wellness program. Taking a positive, proactive approach to your wellness program can make wellness initiatives more popular and effective.

Being a proactive wellness coordinator means taking action when it comes to your wellness program. A proactive wellness coordinator will reach out to employees, encourage them, and empower them to make healthy changes in their lives. Taking a proactive approach to employee wellness is more effective than a reactive approach for many different reasons:

  • Health and wellness is an ongoing process – there is always action to be taken.
  • Activity is contagious, so the more effort you put into employee wellness, the more your co-workers will, too.
  • A positive, proactive approach sets employees up for success by providing a strong foundation that helps employees develop motivation, excitement, and momentum. 
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8 Ideas for Making Your Employees Feel Special on Employee Appreciation Day

Posted by Robyn Whalen on Mon, Feb 26, 2018

Employee Appreciation Day falls on Friday, March 2nd this year. If you haven’t taken advantage of celebrating Employee Appreciation Day in the past, now is your chance to do so! Expressing gratitude and letting your employees know you appreciate them is one of the best ways to keep employees engaged and motivated in the workplace. 

However, many employees don’t feel appreciated by their employer or company. A report from Globoforce found that 40% of surveyed employees claimed they weren’t recognized at all over the past year. This is unfortunate because both employees and employers benefit from employee appreciation and recognition. Employees who feel appreciated tend to be more loyal to their company, view their boss as trustworthy, and feel more satisfied with their role. 

If you haven’t planned something special for your employees yet, no need to worry. Check out some of these ideas to show your employees that they are appreciated:

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4 Questions Your Employees Have About Wellness Programs

Posted by Robyn Whalen on Thu, Jan 11, 2018

For many employers, the most challenging aspect of workplace wellness programs is getting enough employees to participate. Just because your company offers an excellent employee wellness program doesn’t always mean your employees will be jumping up and down in excitement to get involved. 

One reason for this is many employees have questions about the benefits and purpose of corporate health initiatives – and rightfully so! You can’t expect employees to just start competing in challenges or changing their workplace habits without being educated first. An effective wellness program will explain its goals and answer any questions employees might have.

If your company isn’t seeing the participation rates desired, it might be because your employees aren’t fully educated on the benefits, initiatives, or purpose of your employee wellness program. Below are some common questions that employers should address with their employees to help educate, motivate, and inspire employees to get involved:

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Can Flexible Schedules Really Improve Employee Wellbeing?

Posted by Robyn Whalen on Mon, Dec 11, 2017

Each year, more and more employers have realized that the strict nine-to-five workday schedule is outdated. Too many hours spent in the office can lead to chronic stress, poor health habits, and low job satisfaction.

In contrast, employees with flexible work schedules have been shown to have higher levels of job satisfaction and less absenteeism, along with reduced rates of turnover. By simply offering employees the ability to choose their own hours and work from home when needed, employers can improve the overall health and wellbeing of their employees.

If your company doesn’t currently offer some type of flexibility for your employees, we urge you to consider these five employee wellness perks of a flexible schedule:

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Here’s How to Spot Burnout in the Workplace (And What To Do About It)

Posted by Robyn Whalen on Thu, Nov 09, 2017

Americans work a lot. In fact, full-time U.S. employees report working an average of 47 hours per week, which is about an hour and a half more than they reported a decade ago. Research also found that nearly four in 10 full-time employees report logging 50+ hours a week.

Crazy hours at the office often lead to busy, overly stressed employees who don’t have time to care for their health and wellness. These employees are susceptible to workplace burnout. Burnout in the workplace not only has detrimental effects on employees but damaging effects on the company itself.

Some of the negative effects of employee burnout can have on a company include:

  • Decreased productivity
  • Increased PTO/sick leave
  • More errors and workplace accidents
  • Higher turnover rates 

Even more shocking is the high-cost employers pay for employee burnout. According to Harvard Business Review, the psychological and physical problems of burned-out employees cost an estimated $125 billion to $190 billion a year in healthcare spending in the U.S.

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