In today's fast-paced work environment, employee wellbeing is more important than ever. Studies have shown employees are more productive, motivated and engaged when they perceive their wellbeing positively. Yet, many companies struggle to get employees engaged in their wellbeing programs. Understanding and addressing the drivers will help employees achieve their wellbeing goals and enable employers to reap the desired ROI from their wellbeing investments.
The data below from Alight's 2024 International Workforce and Wellbeing Mindset Study reveals important insights for HR professionals regarding engagement and employee wellbeing solutions.
Why employee engagement matters
Engagement in wellbeing programs isn't just about participation. It's about creating a culture where employees feel supported and motivated to improve their physical, mental, financial and social wellbeing. Naturally, employees can’t make improvements in their wellbeing when they lack the necessary resources. Sadly, however, just half of employees feel their employer provides sufficient resources to manage their wellbeing — and only one-third have access to a wellbeing program at all. When such programs are offered and employees take advantage of them, the perceived value is impressive, with 80% reporting positive outcomes.
Barriers to employee engagement
Low employee engagement isn’t always due to poor offerings. Financial constraints can be a factor when it comes to wellbeing. In fact, 47% of employees cite that living a truly healthy life requires more money than they are willing to spend (compared to 34% citing time as a major issue and 38% agreeing that it takes too much attention). When it comes to participating in actual programs offered, relevance and time are the most frequently cited reasons for not taking advantage. Employees lack a basic understanding of the value these programs can bring to their lives and why it’s important to make time so they can reap the benefits.
Reasons for not participating in wellbeing programs
|
The program(s)/activities are not relevant to...
|
43%
|
|---|---|
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Don't have enough time
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37%
|
|
I don't understand how the programs work
|
19%
|
|
Too complicated
|
11%
|
|
I've participated before, but did not seen an
|
11%
|
|
Difficult to access online, navigation...
|
9%
|
|
Inconvenient location or difficulty accessing...
|
7%
|
|
0
100
|
Boosting employee engagement
Building strong employee engagement requires more than merely offering wellbeing programs. Employees often fail to engage with wellbeing programs because they simply don’t know what’s available. Employers must actively promote their wellbeing offerings through a regular cadence of communications that highlight different aspects of the program and show employees how quick and easy it is to get started. Tailored recommendations are useful in targeting benefits that are relevant to specific employees. This is particularly valuable because more than seven in 10 employees have indicated they are happy to share personal health and financial information in exchange for individual support. Finally, 86% of employees value having a one-stop shop for health, wealth and wellbeing, so integrating wellbeing programs with other services delivers on their preference for a holistic, user-friendly solution.
Why employers should care
Today’s workforce is in distress. Less than half (44%) of people say they have a positive overall wellbeing, a decrease of 7 points in just one year. Only 54% of people feel like they have control of their overall wellbeing, and just 52% say their employers’ benefits and wellbeing programs are easy to access. Yet, two-thirds feel a wellbeing program would be valuable to them. Clearly, employees want their employers’ support.
To be clear, employee wellbeing benefits are not merely altruistic. Employers gain mightily from investing in a comprehensive, holistic wellbeing strategy. People with higher overall wellbeing not only feel better about themselves but also about their employers. Among those with high overall wellbeing, a whopping 84% would recommend their employer to others, compared to just 33% of those who don’t view their wellbeing positively. What’s more, 67% of those with high wellbeing say their employee experience couldn’t be much better, while only 26% of those with low wellbeing can say the same.
Wellbeing has also been shown to impact retention and productivity. Nearly two-thirds (62%) of employees who are feeling great about their personal wellbeing have no intention of leaving their current employer in the next year, compared to 44% of those with low overall wellbeing. Those with higher wellbeing also say they are more productive at work, with 83% feeling often or almost always productive, compared to 65% of those with low wellbeing.
2024 Alight Workforce and Wellbeing Mindset Study
Learn more about how people are feeling about their employee experience and wellbeing in the 2024 Alight Workforce and Wellbeing Mindset Study
The bottom line
A comprehensive, holistic, tech-driven wellbeing strategy is not merely a nice-to-have. It not only improves the lives of employees but yields a significant impact on engagement, productivity and the bottom line. It’s not enough just to check the box and move on, however. It’s imperative to offer authentic and continuous support, as 30% of employees have lost trust in their employer's wellbeing efforts. Ongoing guidance, tools and nudges will help maximize usage of wellbeing resources, resulting in a healthier, more financially secure workforce and an impressive return on investment. By addressing barriers and actively boosting engagement, companies can help employees lead healthier lives and, in turn, drive organizational success.
Health Benefits
Now your employees can engage with their health benefits in an impactful way. ROI guaranteed.
