Employee Well-Being: What Works Now and Why

The report, The State of HR Analytics 2021, reaveals the state of HR metrics

Employees are an organization’s most valuable asset. This means that more and more, companies are making sizable investments in programs designed to bolster the health and well-being of their workforces. But well-being is a complex phenomenon, a multidimensional state that encompasses physical, mental, financial and social conditions—and solving the well-being equation is far from straightforward. A recent study by Crossover Health and the HR Research Institute uncovers today’s most pervasive challenges in the quest for employee well-being, and reveals what organizations can do to add value to their existing employee benefit programs.

  1. Uncertainties, anxieties and financial worries brought on by the pandemic remain in play among employee populations. Organizations can help support workforce mental health by building a culture of connections, creating agile policies and practices and offering improved work/life balance.
  2. Employee well-being will never be “one size fits all,” and benefit-driven solutions that may work for one may not work for another. By offering a wide range of personalized benefits, organizations can address a spectrum of needs, wants and interests, and are more likely to build trust, confidence and deeper engagement in the workforce.
  3. Measurement plays an important role in evaluating the effectiveness of well-being programs. Metrics-based tools such as pulse surveys, one-on-one interviews, employee net promoter scores, absenteeism rates, and health insurance cost data can all be used to perform valuable qualitative and quantitative analyses that drive informed decision-making around well-being program investments.
  4. Organizations continue to find that virtual care and telemedicine services are gaining popularity as a viable alternative to costly and time-consuming in-person visits with doctors, counseling for mental health, and therapy sessions, among others. In fact, not only does virtual care save cost and time, but it has become a key factor in recruitment and employee retention.
  5. In spite of a company’s best efforts to communicate what well-being benefits are available to their employees, many in the workforce may remain unaware of what they are or how to access them. Organizations that communicate benefits across multiple channels—on a regular basis— are best positioned to maximize return on their employee well-being programs.
  6. According to nearly half of the study respondents in this study, lack of communication is one of the three most dominant employee stressors at work today. It’s important that HR managers realize the importance of timely, unequivocal and efficient communication mechanisms to ensure that every employee is reached which will result in a positive effect on both employee engagement and the employer brand.
  7. Organizations cannot expect overnight success for their employee well-being programs. Wellness programs take time to show their impact as they require consistent and persistent effort to produce tangible results. Moreover, what is best for current employees may not work for future employees. A multidimensional and broader picture of a wellness program is best realized when a long-term view is maintained.

For more on this topic, see our list of resources below.

Boroff article

About Crossover Health

With two state-of-the art Care Centers in Seattle and Bellevue, Crossover is bringing a new approach to employee healthcare, and an ongoing commitment to whole-person health. Crossover Health is a leader in delivering value-based hybrid care. The company’s national medical group delivers – at scale – Primary Health, a proven care model driven by an interdisciplinary team inclusive of primary care, physical medicine, mental health, health coaching and care navigation. With a focus on wellbeing and prevention that extends beyond traditional sick care, Crossover builds trusted relationships with its members and flexibly surrounds them with care— in-person, online, and anytime— based on the member preference. Combining a sophisticated approach to data analytics that incorporates social determinants of health, Crossover delivers concrete results and measurable value for employers, payers, and most importantly, members. Together we are building health as it should be and engaging a community of members to live their best health. To learn more, visit crossoverhealth.com or follow us on social media @crossoverhealth. # # #

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