Home / Employer / Recruiter Tips / How Organizations and Employees Can Start Focusing on Wellness

How Organizations and Employees Can Start Focusing on Wellness

(Editor’s Note: Today’s post is brought to you by Cubii, the world’s first smart under-desk elliptical machine. After their successful Kickstarter launch, Cubii is now available on QVC and at BestBuy, in addition to their website. To learn more about Cubii, visit mycubii.com.)

An increasing number of companies are offering employee wellness programs. According to the Society for Human Resource Management (SHRM), 70 percent of U.S. employers offer wellness benefits (up from 58 percent in 2008). That’s because organizations understand that healthy employees perform better. In addition, the company realizes a return on their investment. A RAND Corporation study found that every $1 invested in wellness yields a return on investment (ROI) of $1.50.

But the reality is wellness programs can be hard for both the company and the individual. For organizations, it’s hard to find wellness resources that are budget friendly, ergonomically well made, and usable by a diverse group of people. For employees, it’s hard to incorporate wellness activities into our daily routine. We want to, but our plates are full. And unfortunately, when something must move down on our priority list, often it’s exercise. So, how can organizations and employees start focusing on wellness? The answer is one step at a time. Or in this case, one cycle at a time.

wellness, employee wellness, Cubii, benefits, well-being, engagement

Focus on Wellness One Cycle at a Time

Last year, I introduced you to something that I’m using called Cubii. It’s a smart under-desk elliptical that’s portable, quiet, and ergonomic. Cubii allows users to keep moving throughout the work day.

Cubii is adjustable for all fitness levels and includes eight levels of resistance. Users can connect to the proprietary Cubii app to track distance, revolutions per minute (RPM), strides, and calories. Since I’ve started using Cubii, there have been a couple of updates that you should know about.

Employees could form teams to work out together and encourage each other. They could create a little healthy competition and sign up for challenges. I love their challenges! They recently had one motivating users to work off the hot dogs we ate during the July 4 holiday. The company could consider creating their own challenges and even give out some awards!

Users can track their progress because Cubii integrates with Fitbit. And they just announced their integration with Apple’s Healthkit. These app integrations were one of the reasons I think Cubiis could be perfect addition to a workplace wellness program.

Benchprep Uses Cubii to Help Employees Get Healthy

The Cubii leadership team shared with me the story of one of their clients, Benchprep, which subsidized Cubiis for their employees. The company found that employees love to track their progress and compete during the workday. One of Benchprep’s employees, Tyler, lost 19.9lbs in just 2 months after using Cubii.

Want to introduce a practical wellness solution? Cubii does offers bulk order pricing for organizations that want to consider subsidizing ellipticals for employees.

But I think it’s equally important to talk about science. We are constantly seeing contradictory claims about whether something is good for you. I was happy to hear that Cubii is ergonomically friendly. They’ve received a 2016 GOOD DESIGN Award from The Chicago Anthenaeum and approval from the Mayo Clinic’s NEAT program.

Developed by the Mayo Clinic, NEAT™ stands for the science of Non-Exercise Activity Thermogenesis. For the Mayo Clinic study, 30 office workers of varying age and body type were asked to use the Cubii for an extended period. The results found that the subjects’ energy expenditure increased by 84.5 percent after using Cubii from that of sitting. To give you a frame of reference, typically, when people go from sitting to using a standing desk, their energy expenditure only increases by about 16.7 percent. So, 84 percent is a big deal!

Start Small and Make Wellness a Habit

Sometimes the best way to develop a habit is to just do it. Of course, we need to act responsibly. Organizations want to spend their resources on things employees will like and use. That’s one of the reasons I like Cubii. You can start small with something that’s budget friendly and build a wellness program over time. Take one step cycle in the right direction.

To show you how easy it is to get started (and how much you’ll love Cubii), our friends at Cubii are going to raffle two Cubii units to HR Bartender readers. All you have to do is fill out the form on their website.

I’ve been using my Cubii for over a year and I love it. I will admit, it’s not the only thing I do to stay active, but I do feel it makes a difference. And when it comes to employee wellness, that’s what organizations and individuals need to do – make a difference.

The NEAT™ certified mark is a trademark of Mayo Foundation for Medical Education and Research and used under license.

The post How Organizations and Employees Can Start Focusing on Wellness appeared first on hr bartender.

Click Here For Original Source Of The Article

Ads by WOW Trk

About Mildred Blankson

I am a Human Resource Professional with a Masters Degree in Human Resource Management. I have several years of experience in Human Resources and i hope this blog will be a great resource in helping you find the perfect job or candidate that you seek.

Check Also

How to Leverage Company Benefits to Recruit and Retain Top Talent

One-third of organizations have increased their overall benefit offerings in 2016, according to a research report compiled by the Society for Human Resource Management (SHRM). As recruiting and retaining top talent continue to become increasingly difficult for employers, robust benefit packages play a key role. When salaries and perks (think: free lunch) are nearly equal from company to company, employees are likely to opt for the company that offers the best benefits and greatest opportunities.

Medical and financial benefits aside, employees are looking for lifestyle and career benefits. SHRM reported that the top reason employers increased benefits in 2016 was to remain competitive in the marketplace—and the three biggest focus areas for change were in the health (22%), wellness (24%), and professional and career development (16%) categories. Robust benefit packages that include career development, health and wellness, and flexible working options provide a platform for employers to stand out. Nearly one-third of employees look for external positions because they desire “overall better benefits,” second only to higher compensation.

The type of benefits you offer speaks volumes on how you treat and support employees, which always manifests by way of your external employer brand. It’s not enough to say “we have great benefits,” because “great benefits” are now table stakes. Companies have mastered the art of talking about perks, from catered lunches to team building activities. Failure to talk about the real support and development opportunities you offer to employees might translate to missed opportunities. So how can hiring managers and recruiters promote employee benefits to help with recruiting and retention?

#1: Kick “industry standard” out of your vocabulary

When recruiters and hiring managers list their company’s benefits and summarize with the catch-all phrase, we offer “industry standard” benefits, it’s not enough. When all else—compensation, vacation days, and perks—are even, offering a standard benefits package won’t help your company standout enough to secure commitment from a top employee. Even though it might be tempting to default to a quick response, it pays to provide more detail about the benefits your company offers, in length, during the interview process.

And even more importantly than providing a laundry list of benefits (but kudos to you for that list!), explain how these benefits fit in with core company values. For example, if you offer flexible work arrangements and flexible hours, explain that these arrangements support your company’s value of work-life balance. If you provide a gym membership or showers at work, talk about how it enhances company culture or creates opportunities for employees to get the exercise they desire in a convenient way.. When recruits begin to see how your benefits support their shared values and interests, they’ll see the benefits you offer are much greater than “industry standard.”

Employers hoping to keep a competitive edge are offering more than the “industry standard” at every stage of the employee journey, including at severance – according to a recent study by RiseSmart. If you’re on the cutting edge of severance offerings, use those benefits to differentiate your company form the competition.

#2: Talk about goals in the recruiting and interview process

Before an employee is even hired, find out what they’re looking for in their employer and what their short and long term goals are. Ask questions like, “Where do you see yourself in 5 years?” and “How are you hoping your employer will support you along your career journey?” Employees, many of whom are seeking opportunities for career development and continuing education, need to know you plan to invest in their individual career goals.

A Career Builder survey found that 45% of employees, regardless of generation, plan to stay with their employer for less than two years. During their tenure, they expect to benefit and grow with each new role and and at each new company. It’s important to convey to prospective employees that you invest in each individual employee, regardless for how long they plan to stay in the role for which they are being hired.

#3: Amplify the employee voice

Remind employees early on that they have a voice to share about company culture and employee benefits. Glassdoor, for example, recommends employers invite new hires to reflect on their first few months at the company. Whether this leads to internal feedback or a public review, it can assist efforts aimed at creating a positive employer brand.

L’Oréal recently launched a #LifeatLoreal hashtag to encourage employees to share photos of their experiences at work. The campaign all stemmed from the idea that people would trust their peers on social media when it came to L'Oréal being a great place to work. Employees posted a wide variety of pictures, including snapshots of various benefits and perks in action—such as flex days and catered lunches. Encourage employees to share the experiences they enjoy the most on the social channel of their choice.

#4: Keep employees engaged with benefits

On average, salary is only about 70% of an employee’s total compensation. When employees don’t take advantage of the benefits offered by the company, it’s equivalent to leaving 30% of the total compensation package on the table. Employers who keep employees engaged with benefits are more likely to see benefits manifest as part of the employer brand. An employee is highly unlikely to leave a Glassdoor review that mentions a positive benefit if she has never actually utilized the benefit.

Try hosting monthly or quarterly Q&A sessions to discuss available benefits. When you roll out a particularly hefty benefit, such as a new 401K offering, or an update to parental leave policy, give employees ample opportunity to ask questions. You could also share success stories from employees who have taken advantage of a particularly niche benefit, such as an hour of free lawyer services, to showcase how the benefit is used and encourage other employees to check it out.

#5: Benefits are the forgotten negotiation tool

If you are a hiring manager or recruiter engaging with a candidate, think beyond salary, or equity. Everything is negotiable, from vacation days to health insurance choices. Savvy employees, especially as the war for talent continues to heat up, will use benefits as negotiation tools—but don’t shy away from doing the same thing on the employer side. It’s often easier to offer more benefits than to secure additional salary for an employee.

Don’t be afraid to talk about your full complement of benefits, including your severance benefits. Prospective employees may feel more comfortable about joining a company that will take care of them, in the event of a downsizing or restructuring event. You may want to consider offering perks like outplacement and career transition services to employees who leave voluntarily as well as those who are involuntary subjects of a layoff. Knowing that you are invested in their career, even after they leave, will help you create a workforce of dedicated, engaged, and satisfied employees.

The world is small and everyone is connected. When you invest in employees, it leads to a positive employer brand. In the new Employee Relationship Economy, former employees will someday become vendors, customers, brand evangelists, recruiting references, or even boomerang employees. In a world where the employee/employer relationship is no longer finite, it’s important to convey your full support for employees’ career endeavors at every stage of their career journeys -- beginning early in the recruiting and interview process.

In every recruiting conversation, highlight your dedication to each employee’s career. When you frame up your organization’s benefits in context of how they fit in with the employee’s journey, it’s easy for the candidate to see how your company would support his journey. Communication about employee benefits can go a long way in the recruiting process—and will have a direct impact on your employer brand. If you offer much more than “industry standard,” you should be screaming it from the rooftops. Your current and prospective employees deserve to understand just how committed you are to their personal and professional journey.

Leave a Reply

Your email address will not be published. Required fields are marked *