What do you need?
I just finished reading an interesting study by WorldatWork about trends in well-being. The “Total Rewards and Employee Well-Being Survey” identified the top focuses of well-being supports (not surprisingly, stress topped the list) and reported a general upward trend in the number of employers providing them. Most — 94% — of employers in the study currently offer well-being programs. TheWorldatWork’s general conclusion: Well-being supports are worth the investment.
It’s heartening stuff and it confirms what we’ve been saying all along — that well-being matters. But my view — our view at Bright Horizons— has considerably more depth than that. It’s not about, “Just do it!” It’s about. “What do we do?”
Knowing precisely what you’re addressing is the basis for whether a well-being support will work. I mean, look: we know some people say well-being is a no-brainer — that, of course, happy employees are going to work better. No argument there. But, our question is, how do you get them to be happy? What is it about your population, your employees, that needs to be addressed? And, the only way you’re going to know what’s going to work for your employees — what’s going to get them to that point of well-being — is to ask them, “What do you need?” And, that’s what we’re going to be talking about later this month at our Client Conference, and it’s what our Employee Well-Being Index is all about: finding out what your employees need. Once you know that, you can actually start to affect well-being in a meaningful way that supports your organization. Then you’re not only making an investment in what’s likely to work for your specific population today, you’re going to be able to reevaluate to see if it’s still working tomorrow. And that ensures that your investment is working for the long haul.
And really, that’s the basis of any solid investment, isn’t it? What you’re after isn’t any old well-being strategy; it’s a well-being strategy that you know is going to work.
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