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Awareness of mental and physical health has been increasing in the workplace. Among a plethora of reasons for the promotion of workplace wellness, it ultimately comes down to one significant reason, and that is efficiency. This pertains to cost efficiency, space efficiency, time management, and the overall productivity among employees.

Workplace wellness is the encouragement of healthy activities and a healthy lifestyle in the corporate environment. This is put forward as a means to reduce ailments in employees,mental and physical stress, andoverall costs resulting from sick days. Some examples of include teleworking, implementation of workplace wellness programs, individual sessions with wellness specialists, and a focus on ergonomics.

It’s important to pay attention to the needs of employees. Ultimately, company managers have a business to uphold and employees are a valuable aspect of that business. In an effort to increase productivity in the workplace and to maintain a strong business, employee contentedness is essential.

WHAT DO MILLENNIALS SEEK IN POTENTIAL PLACES OF EMPLOYMENT?

Managers are more aware of their employees seeking a work-life balance. This is especially prominent in a time where businesses are starting to employ millennials. The assurance and the flexibility of work-life balance, combined with opportunities to take on more leadership roles, is what millennials find highly alluring in businesses. Giving employees an option to work from home is both cost-efficient and space-efficient. Allowing employees to create their own space to work outside of the workplace and allowing them uninterrupted time promotes wellness. It gives them a mental break from the increased stimulation that may often be apparent in a place of work.

THE IMPLEMENTATION OF WELLNESS PROGRAMS

The introduction of wellness programs is always worth it when considering the health of employees. It’s important for managers to discuss and determine how a wellness program would work for their company. Additionally, when considering the work seasons, considerwhen it would make sense for the business to look into such programs.

Normally, peak periods are accompanied by an increase in stress among employees. This would be an appropriate season for wellness programs to be implemented in the workplace. Employees would appreciate the aid during these high-stress periods, which would result in a decrease of sickness and absences from work.

To set up these programs, managers can arrange meetings to discuss the stability and satisfaction of employees, outsourcing specialists for individual or group wellness sessions, the building of in-house gyms which employees can use during their breaks, and so on.

A LOOK INTO ERGONOMICS

Programs focusing primarily on physical health would be especially useful in a work environment where employees are required to sit behind a desk for an extended period of time. Having in-house gyms or encouragingemployees to walk around and move their bodies would result in less physical strain. This is where ergonomics comes in to the discussion.

Ergonomics is the focus on workplace design when considering how physical structures may contribute to the health of employees. An example would be the installment of standing workstations, or the “20-20-20 rule,” where employees are encouraged to work for twenty minutes then look away from their computer screens for twenty secondsand focus on something 20 feet away to reduce eye strain.

Again, the overall aim is maintaining a reputable business. Healthy and happy employees will result in the success of the business.

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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