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Despite increased investment in well-being programs, many employees who stand to benefit aren’t participating in them.
Gartner’s 2021 EVP Benchmarking Survey revealed that although 87% of employees have access to mental and emotional well-being offerings, only 23% of employees use them. This pattern also applies to physical and financial well-being programs.
Strategies organizations can implement to maximize the investments made in employee well-being by boosting employee participation in offered programs:
Succeeding in this effort is good for employees and the business: 48% of employees who utilize well-being programs report being highly engaged, compared to 30% of employees who do not.
Not only do employees have an incomplete understanding of the well-being offerings available to them; many are also unsure about their own well-being needs. Therefore, the first step is foundational – HR must increase employees’ awareness and knowledge of employer-provided well-being efforts.
To capture employees’ attention in today’s information-rich world, communications must be credible and appealing in order to stand out. Communications need to be believable; for instance, it can not overestimate the positive impact of a particular well-being program.
Many employees don’t seek well-being support due to fear of being stigmatized, particularly when it comes to mental and emotional health. Additionally, employee apathy stymies participation by reducing motivation to act.
One tactic that progressive organizations are employing is empowering trusted employees to communicate the importance and normalcy of seeking support. HR leaders can make the benefits of seeking support more tangible by encouraging employees to share their well-being success stories.
Among all employees who indicated they could have participated in a physical well-being program in 2020 but didn’t, 38% said it was because they were too busy.
This is particularly concerning, as those most in need of well-being support often have the least time or energy.
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