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How Workplace Wellness Helps Recruiting

How Workplace Wellness Helps Recruiting

When it comes to attracting the best talent, your company needs to do more than offer a great salary. This generation of employees, referred to as millennials, are known to value happiness and professional fulfillment over pay when comparing job offers. In order to come out on top, it is imperative that your company offers a comprehensive wellness program that will better the well-being of your employees. By investing in programs that support this, you will appeal to two major values millennials hold dear: work-life balance and health.

Work Life Balance

More than ever, employees are focused on leading a life with balance. The last thing they want is to be chained to their desk and miss out on important life experiences. By offering perks that support the concept of work life balance, you are likely to be more appealing to potential employees. Why? By doing so, candidates feel that your company cares about more than just making money. It shows you care about the happiness of your employees. To sweeten the deal, let’s not forget that happy employees are more productive and motivated than their unhappy counterparts.

There are many simple ways you can promote work life balance within your company! The key to picking which perks you will offer comes down to the way you want to structure your company. Consider adding benefits like remote work, flexible scheduling, extra vacation days, or childcare services for your employees. Perks like these keep employees from sacrificing their personal life for work! Within this generation, that goes a long way.

Health

It is widely documented that millennials value their health more than previous generations. In fact, Forbes states that 95% of millennials care deeply about their health. This is an overwhelming number that can’t be ignored. When one is evaluating health, it is imperative to account for both physical and mental health. With employee burnout at an all time high and student loans weighing on recent graduates, many young professionals struggle with their mental health. This coupled with millennials often not having time to exercise due to long work hours greatly affects their physical well being as well.

The best way to help your employees stay healthy and happy is to invest in additional perks. For many, the first thing that comes to mind is gym memberships, but we urge you to think bigger! In order to be competitive you need something special. Consider offering classes that focus on stress management, financial success, or overall mental health. Not only are these benefits unique, but they show your employees that they are valuable to you and that you care deeply for them.

Overall, workplace well-being is quickly becoming a norm in the business world. The landscape is changing and companies who don’t keep up will lose. If you truly want to recruit the best talent, your company should invest in a holistic wellness program to show future and current employees that they are special.

About The Author

Jon Schneider is an executive recruiter in Phoenix and the founder of The Recruiterie.

Culture

5 Ways Tech Companies Can Enhance Human Performance

5 Ways Tech Companies Can Enhance Human Performance

Every employee brings a set of unique skills and professional capabilities to your organization. Most companies, especially those in the technology field, are reliant on their employees’ talent and industry knowledge. Unfortunately, the repetitive nature of corporate life can burnout even the most motivated employees. By proactively investing in your company culture and management practices, employers can prevent losing their greatest asset- their employees. For five simple changes you can make to enhance performance and reduce burnout, keep reading!

Seeking Employee Feedback

This idea may seem simple, but many companies still don’t do it! If one wants to know how they can better their company culture, they should simply ask their employees what they can do better. Your workers can tell you firsthand what improvements they would like to see within the company. Be specific in what you ask! Also consider using a confidential medium to gather feedback: such as an anonymized form. This way, your employees will feel more comfortable being honest and will provide more valuable feedback.

Moreover, it is important that you receive feedback regularly. Because the workplace is a dynamic environment, new challenges will develop constantly. Make sure you are addressing them when they happen and as they happen!

Remove Motivation Roadblocks

To ensure your employees really thrive, you must remove any roadblocks that damage their motivation. Toxic employees, no opportunities for advancement, and lack of recognition are all things that can make your employees feel uninspired. Take stock of the factors in your company that may be holding your workers back! Address them head on – even if it’s as simple as saying “thank you” more often.

One major roadblock that hinders motivation is the physical environment itself. Placing employees in dark, lonely cubicles is one of the biggest design falls- because let’s be real, it can feel like a prison. Ensure your office allows employees to move around, is well organized, and of course is kept spic and span!

 

Provide Opportunities for Career Development

No one likes to feel like they’re stuck in a dead-end job or in a professional rut. It is important to provide your employees with opportunities to grow in order to better your organization and your employee’s skills. You can do this by providing stipends to offset career education, giving access to professional conferences, and challenging them to learn new skills.

An easy way to implement this is to make career development mandatory to receive promotions and raises. This way, employees are pushed to take advantage of these opportunities and never settle on their skills simply being “good enough”.

 

Use Technology That Maximizes Productivity

Technological tools can help your company enhance human performance, but when used without a clear purpose, they can also significantly sabotage your employees’ productivity. In order to determine whether your tools are truly helping your employees, you should perform a close audit. By doing so, you can evaluate the value of these tools and either continue using them, replace them, or remove them all together.

Of course, as technology companies know, programs and processes are improved on a daily basis. Perhaps updating your software or equipment is all it takes to help increase the productivity of your employees.

 

Stop Micromanaging and Foster a Culture of Trust

Anxiety over meeting goals and other metrics often times compels managers to hover over their employees. As one could imagine, this is extremely discouraging! Micromanagement implies that employees are not trusted to do their work efficiently or correctly. The best way to foster a culture of trust is to discourage micromanagement, promote remote work (wherever it’s feasible), and believe that your employees are capable of performing the job they were hired to do.

By having a clear vision of a truly productive workforce and an actionable plan to achieve it, you can ensure that your employees will always remain satisfied, engaged, and performing at their personal best.

How Beni.fit Can Help You Fuel Your Business

Beni.fit helps companies develop appealing employee benefit packages so that they can attract top talent. But, we don’t stop there. We help companies increase productivity, health and positivity in the workplace. The result is increased employee engagement and business growth. Reach out today to learn more about our approach.

9 Coveted Employee Benefits for Millennials

Companies are consistently looking to attract the best millennial talent. However, this can be a complicated process. The younger generation isn’t as enamored with some of the more traditional benefits, such as a pension or performance bonus. As the workplace continues to evolve, employers must make sure they offer benefits that cater to each generations unique needs. Here are 10 coveted employee benefits for millennials.

Career Development

Many millennials are just starting their career, so they are looking for companies where they can learn and develop. Companies that have innovative training programs and team building programs have an advantage in attracting the best talent over their competitors. Research has shown that creating a culture of development in the workforce will help engage and motivate employees to reach their full potential.

Pets

While more millennials are waiting to have children, many are becoming pet owners.Many companies have started offering pet benefits, including assistance with veterinary bills, time off when an employee gets a new pet, and bring your pet to work policies.

Flexible Hours

As a generation, millennials value individualism and the freedom to determine their own path. Subsequently, many millennials are seeking flexible working hours that will allow them to control their own schedule. Millennials enjoy the trust flexible work policies imply and are more inclined to give their best work to a company they know cares about their work life balance.

Social Events

Many millennials are sociable. Companies are adding social events to the calendar as a recruiting strategy. By throwing a social event and sharing the fun through social media, companies can showcase what their company culture is all about, a factor that is incredibly important to fun-loving job seekers.

Leisure Activities

Millennials want work-life balance. They want to be in work environments where they can move around instead of spending all 8 hours of their day at conventional work stations. Many companies are trying to appeal to millennial workers by adding open workplaces, napping stations, and gaming areas.

Debt Help

Many millennials are in debt due to their student loans. To help attract millennials, some companies are offering to help workers reduce their student loan debt. Research has shown that millennials list student debt assistance as a deciding factor in whether or not to accept a job.

Performance Based Pay

Millennials would like to be paid based on how well they perform at their job. Analysts believe that young workers want performance based compensation because it helps them avoid becoming bored at work.

Holiday Time Off

Millennials are asking for more time off to pursue their hobbies. While many companies give their workers time off on holidays, other are giving their employees time off for their birthday. Research has shown that giving workers time off can boost their productivity.

Health

Millennials are considered a more health conscious generation than their predecessors. To appeal to millennials, in addition to their health insurance package, companies are offering free gym memberships to employees. With depression on the rise, many companies are also offering free mental health classes.

How Beni.fit Can Help You Fuel Your Business

Beni.fit helps companies develop appealing employee benefit packages so that they can attract top talent. But, we don’t stop there. We help companies increase productivity, health and positivity in the workplace. The result is increased employee engagement and business growth. Reach out today to learn more about our approach.

 

Tony Bridwell, Chief People Officer at Ryan, LLC on the Benifit

tony bridwellTony Bridwell leads a global workforce of more than 2,200 employees at one of the world’s leading tax services firms, Ryan LLC. In an industry that’s often known for grueling work hours and little to no work-life balance, Tony cultivates a culture at Ryan that prioritizes employee wellbeing and overall wellness. From spearheading the company’s award-winning myRyan program, which gives employees incredible flexibility, to creating initiatives to minimize burnout and brownout from tax season, Tony is a leader in all things people.

In this podcast episode, Tony chats with host and Beni.fit CEO Kate King about his passion for people, why people shouldn’t go into “HR,” how the company mitigates burnout and brownout during tax season, and more. You’ll be nothing short of inspired after digging into this episode. Listen now!

Show Highlights

[1:00] Tony explains why his title is Chief People Officer, not Chief Human Resource Officer 

[6:00] Tony explains why people shouldn’t go into “HR”

[8:00 ] Tony talks about why culture needs to rise of the level of board oversight

[11:00] Tony defines culture 

[16:00] Tony talks about the difference between pushing and leading 

[17:00] Tony talks about the purpose of the paycheck to various generations

[21:00] Tony talks about the award-winning myRyan program

[23:00] “We went from focusing on activity, to results, and it was a massive, massive shift.” 

[26:00] Tony talks about how Ryan minimizes burnout and brownout from tax season

[29:00] Tony describes what wellness and wellbeing look like at Ryan

[32:00] Tony shares the 3 rules he lives by. Hint: they’re profound!

[34:00] “We have a purpose and we have a reason to be here, we’re not an accident.”

[38:00] Tony shares his morning routine 

[40:00] Tony explains why he keeps his journaling to one page per day

 

The Benifit Interview w/ Tony Bridwell, Chief People Officer at Ryan, LLC

Kate: Tony, thank you so much for joining us. I’m excited to talk to you today about your passion for people and your types of strategies and actions that you’ve instituted to create award winning programs in the industry. Before we get to the programs that you have created, could you just share with us a little bit about yourself, specifically, how and why you got into people leadership?

Tony: I love that. I love starting with the easy questions first, Kate.

Kate: [laughs]

Tony: Let’s just jump into the life philosophy. Why in the world do you do what you do? I am such a nontraditional HR person. Matter of fact, we don’t even call it HR in our firm. It’s referred to as the People Group because we deal with people all day long. My title is Chief People Officer. I’m not even the CHRO because we see it as much, much more than just wrangling humans around. I’m such a nontraditional. Look, I studied architecture theology and business in school. I round my way up to this spot and I’m like, “Whoof.” Okay. It seems like everything I’ve studied in life and everything I’ve done in life has brought me here.

It’s just been this purpose inside of me to help people find a better part of themselves and find their greatest potential. I just backed in here. Believe it or not, it was one of my clients, I was consulting in the industry for an international consulting firm specialized in culture and accountability, traveled around the world. He’s traveling 200 plus days a year working with some of the largest organizations in the world. Helping them, anywhere from tweak to transform their culture and in the process, learned a tremendous amount about [00:02:00] what makes organizations tick at the core.

One of my long-term clients, Brinker International, which owns Chili’s and Maggiano’s restaurants over the years, over 16 different brands of restaurants. One of my dearest clients I work with them since 2008, help them go through that crisis, put their culture back into place and really watch that organization come out the other end. You know what, at the end of the day, it was all about dealing with people. When the Legacy CEO chairman of the board retired, they put in a CEO in place. I’ve been working with him for five years. We went for dinner one night, he said, “Hey, have you ever think about coming off the road, 200 days a year and settling down and just work in one spot?”

He caught me on a good day and I looked up and I said, “I think about it all the time.” He said, “Why don’t you come be my chief people officer, the board wants me to have somebody who gets people.” I’m like, “Okay. Let’s go do that.” It has been an amazing ride ever since.

Since then, I’ve left Brinker in really good hands and now I’m with Ryan which is the world’s largest tax organization. I went from 60,000 people in 30 countries with about 50% millennials to 2,300 people in seven countries was 61% millennial and here’s the big difference. I went from a predominantly hourly workforce to a predominantly salary, super highly educated, world taxed neural sciences.

We go in and find some of the most difficult things there are when it relates to tax. It’s different groups of people but at [00:04:00] the end of the day, they’re all people. Everything I’ve ever done in my career, Kate, has gone back to helping me navigate through this old transactional HR which I’m desperately trying to, on this mission to change HR out of this transactional drudgery into this very strategic operational business moving vehicle because at the end of the day, it’s all people. Norman Bricker used to say this all the time. It was one of the greatest things and several people say, True Café, a Chick-fil-A [unintelligible 00:04:35] and Starbucks said it, several great leaders have said this.

Norman used to say it all the time. He used to say, “Look, at the end of the day, we’re out in the burger business serving people, we’re in the people business serving burgers. We can never forget that.” I think that leaders that lose sight of that, they do that at their peril. For me to come and sit in this chair, I quite frankly, I got the best gig in the world. I get to work with people all day long in all our frailties, our faults, our brokenness and I get to see tremendous leaders and future leaders really find their greatest potential and there’s no greater joy.

I’ve seen my career, architecture. Look architecture, taught me what structure looks like what it looks like to take something apart and the pieces and put it back together in a way that works in a functional way. In architecture, we used to say Form Follows Function. Lot of times people will just make something look really good but it didn’t work, right?

It’s like, it’s a beautiful chair but just don’t set in because it’s the most uncomfortable thing ever. We learned that we had to make something that worked but also was aesthetically well. Architecture taught me all about structure, and all about organization, all about design.

Theology obviously brought me really close to the human need and understanding [00:06:00] people at their core. Then business, at the end of the day, you just tie all three things together and here I am. People ask me all the time, Kate, ”Hey, I’m thinking about going into HR, what should I study?” The first thing I say is, “Well, one, don’t go into HR. [chuckles] Find somebody who doesn’t want and the classical traditional transactional HR, don’t go into that. Two, don’t study HR, study anthropology, study psychology, study anything.” What we’re finding is a lot of the programs now, the HR programs now are not fully preparing people to come into what the new future space of dealing with people looks like. Especially when it comes to dealing with culture, especially when it comes to dealing with some of these basic human needs that we have. I backed into it.

Kate: I love what you said, tick at the core and that’s really using your background of the form function with the architecture, theology. The tick at the core is– I haven’t heard those words in that order before. [chuckles] Can you just give me a little bit more flavor on, is this something that you did at Ryan? You’ve done everywhere? You’ve done in yourself? I really like this tick at the core because I feel like a lot of people get to your point HR is transaction but building a culture really takes a significant amount of energy to really not only just know the business dynamics but to your point, how to really honor the human in that.

Tony: Yes. It’s interesting that in NACD, the National Association of Corporate Directors so it’s the organization [00:08:00] of board directors. The NACD just commissioned a Blue-Ribbon Commission to look at the impact of culture and it’s a very fascinating report. If you go out search for it, it’s definitely worth the read and there was 10 recommendations that came out of this.

By the way, the Blue-Ribbon Commission is made up of the who’s who of board directors. This is the cream of the crop of people around the country that sit on corporate boards and the out of the 10 recommendations, here’s the primary recommendation. Culture needs to rise to the level of board oversight because it’s the greatest corporate asset available. Now that is a huge change from just 10 years ago, when you’d walk into an organization and say, “Hey, I’d like to talk to you about your culture.” The CEO would look at you and go, “I don’t have time for that warm and fuzzy stuff. I got to go get some business done.”

Kate: Didn’t we set up a little working team on that? [crosstalk] -on a Friday? [laughs]

Tony: Exactly. We got ping pong tables and foosball tables down the hall, we got all the culture that we need. I don’t need any more of that warm and fuzzy stuff. Then, what happened is the economy corrected at a level we hadn’t seen in a generation. The stock market goes from 12000 to 6000. Unemployment goes double digits and now all of a sudden, we’re staring at an environment that quite frankly many CEOs in their career had not experienced and they didn’t know what to do.

I was consulting at the time and in our business, we noticed two types of leaders emerge. One type would go into the fetal position, burn all the furniture and just try to stay afloat and the other leader would stand up and say, “Now’s the opportunity to pour into our people and get the most out of

[00:10:00] what we have to work with.” Those leaders came out the other side with double-digit returns. Those leaders came out the other sides, buying up all of those other organizations. Those leaders came out the other side understanding the true value of managing the culture so it doesn’t [inaudible 00:10:17].

Look, there’s some fundamental components on culture that everyone needs to know whether you sit in the CPO chair, in the CEO chair or whether you’re just a director or an individual contributor. Everybody needs to understand this. Every organization has a culture, every organization.

Now, when I say organization, you and I are having the conversation, we’re talking business but I’m talking family organizations, I’m talking non-profit organizations, I’m talking about your community, your church. Every organization, you get two or three people gathered together, you’ve got “culture.” Rarely, rarely do people fully understand what culture is.

The simplest definition is, it was classic. Earlier this year in February Texas A&M– One of the professors down at Texas A&M has been, if I come down and teach a class to grad students and their HR program. I asked them, “Hey, define culture.” This is a grad class. These are graduate students in the HR program. I thought, “Okay. I’m going to throw them a couple softballs. We’re going to get this thing rolling.” I asked them, “Okay. Define culture.” I swear to you, Kate, somebody Googled it. Somebody asked Siri, “Hey, what’s culture mean?” Because they’re reading off this dictionary definition that makes you want to be yawn because nobody really understands culture.

Look, if you strip it all down, culture is really, really simple. It’s the way people think feeling it. That’s it. Who makes up the culture? All the people in the organization make up the culture and what is culture? Culture is the way people think doing it. It is not any more complex than that.

Now, every organization has a culture whether you know it or not. The results that you’re getting in the organization, guess what? Your culture is perfectly aligned to get what you’re getting today [00:12:00] because what you’re getting today is produced by the people and the people make up the culture, so what you’re getting today, you’re absolutely perfectly 100% aligned to get what you’re getting, your culture.

The question that you have to constantly be asking yourself as a team leader or as a C-Suite, the matter is– Hey, look, can I get different, better, bigger, harder, more difficult results in the future with what I have today? The answer is almost always, no, I got to think and act differently if I’m going to get different results.

Well, if you think about that, I got to think and act differently. We tend to only lean into one of those two words, think and act. We tend to only lean into acting. We don’t really understand or have a full appreciation for the fact that people think and there’s a reason why they think. They hold a set of beliefs. They hold a set of values that drives what they do, think, do, act. That’s just the quenching in every mind, think, do, act.

Experiences cause what you think, they form what you think, what you think impacts how you act, how you act impacts what you do and what you get and it creates this big gigantic circle. Culture is not difficult. Unfortunately, we look at it incorrectly, we think of it as ping-pong tables and beer pong Fridays and flip-flop Tuesdays or whatever the case may be. While those are components of things, it does not make up ultimately the big picture. Organizations can actually control their destiny if they just simply paid attention to their people and how they think, feel and act.

Then, managing that with the proper set of tools and models to allow them to coach each other, to have better conversations with each other, that all guided by set of principles and values and beliefs [00:14:00] whatever you call them. Those are the organizations that make it through wobble times. Those are the organizations that accelerate through good times. Those are the organizations that gobble up others in the process because they know what they’re doing and they can get that in a sustainable way. Don’t get me started on that, you won’t shut me up, when you start talking about that.

[laughter]

[crosstalk]

Kate: Yes, I think you’re absolutely right. I think that many C-Suites and they’re really looking to create a coach or the coach is already there, you have what you have.

Tony: The coach was there. Yes, that’s right.

Kate: It’s bit like human form, right? You are who you are.

Tony: Yes. Well, you actually nailed it, Kate, because, look, every organization has a culture. Every senior that walks inherits culture or it’s part of the culture or has culture, every team leader. Let’s take this all the way down to team leader. I’m the new senior manager, I just inherited a team of five people. Guess what? You’ve a culture on that team and you have two options. You can manage it or it will manage you, you can be a pusher or a leader. We talk about this internally all the time. You can be a pusher or you can be a leader.

A pusher will push their way through to get a result. It is possible to go into manic control mode. We refer to it internally as muscling the result. It is possible, highly possible because it happens every single day. It is possible for a team leader or a C-Suite or whatever to actually muscle a result. Not delivering is not an option so I’m just going to get in there and I’m just going to push. I’m going to drive my people, I’m going to drive my team, I’m going to drive myself and I’m going to push. I’m going to push and push and push and you can actually get a result. You can actually get desired results by doing that. That’s the good news.

Bad news is, guess what? Every single day you’ve got to show up and you’ve got to push. We all know the data. [00:16:00] Look, it doesn’t take an MIT grad to figure out the data on this, that if you keep pushing, ultimately with full employment, we’re setting at full employment for the first time in, I don’t know what generation. You push people too hard and one day they’re going to wake up and go, “Why in the world am I getting pushed this hard? This doesn’t feel good,” and they’re going to leave. [inaudible 00:16:24] don’t go up, tension is going to start to wobble, you’re going to start losing valuable knowledge and they just don’t understand, well why is it.

Unfortunately, we end up throwing money at it which sometimes works but doesn’t always work because one misses the point. I’ve got so much data pulled up on my screen right now because I have a couple of speaking gigs later this month and I’m just going over some of the most recent data out. Monster.com just did a pretty substantial survey of gen X and gen Z and millennials along the way. Believe it or not, the gen Z group coming in and that’s anybody born after 2000. They outnumber millennials by about a million. This is a group that we’ve got to start paying attention to because they’re coming in to the workplace as you and I are speaking right now. [laughs] They’re coming into the workplace every single day and it’s absolutely fascinating that the gen Z group will tell you immediately that the purpose of the paycheck.

It’s very interesting, 70% of that group will say, “Paycheck’s pretty important to me, don’t screw me over on my paycheck.” A large portion of that group will come in and say that the purpose of the organization ranks ahead of the paycheck. Now this is what’s fascinating. 66% of the gen X’ers, and that’s 1960-1980, they said the same thing. 67% [00:18:00] of boomers, I fall into that category, my dad’s a boomer and I’m a boomer, I’ve been pissed my whole life because I don’t even get to get my own generation. I’ve got to share a generation with my dad.

Kate: [laughs]

Tony: It’s bad enough growing up in Oklahoma sharing the bathroom, now I’ve got to share a generation with him. I’m in that boomer generation barely. 67% of the boomers say, “Hey, purpose is important.” You pay me fairly, but at the end of the day, you better have purpose in your culture. 74%of the Z’s said purpose of the paycheck. That’s something that organizations need set up and pay close attention to going into the end of this decade as we’re cruising into 2020 and beyond because that is coming into our workforce and that all has to do with culture.

If your culture is not purpose driven, you are going to be behind. You’re just going to be throwing money and muscling your way through day in day out and while that will get you something, it will wear you out pretty quick.

Kate: Okay, good. Tony, thank you. I love the passion in which you’re sharing especially with regards to– We have a lot of discussion around generations and millennials and gen Z’s but you’re absolutely right that things have taken precedence around purpose now and it has been for a while, culturally driven purpose is very important. I think to your

[00:20:00] point of double digit-growth, double-digit results is no longer is something that a small team can do. This is the C-Suite. This is everybody including the board getting involved and really driving this all the way through, and not top-down but everybody being present.

I’m going to switch gears with you for you to talk about myRyan. This is something that you have been doing I think and instigating an award-winning program. Perhaps you can share for our listeners what it’s all about, why it came about and what you’re getting from it.

Tony: myRyan has really changed the path of the organization. We were just recently this year recognized as one of Fortune’s top 100 places to work in the United States, we’re number 77.

Kate: Congratulations.

Tony: Thank you. In the Dallas Fort Worth area, we’re the highest ranked, in the Dallas Fort Worth area. As a matter of fact, that was a fun text to send my peers because the other two people recognized were close friends of mine. Of course, I’ll send them the screenshot of that list and it’s always fun. Coming out of that, we’re number 44 on Fortune’s list for best place to work for millennials, and we’re the highest rated in the DFW area also and 44 in the country for best place to work for millennials. It’s 61% of my US based population is millennial, 98% of my India population is millennial. This is something that we had seen coming for a while and how people work, how people need to work–

When the firm was started 27 years ago, we were no different than any other service firm. It was chained to your desk 80 hours a week. 27 years ago, there weren’t a lot of laptops, right? Let’s just be real honest about it. There was a lot of desktop computers and so people were chained through the desk, and we [00:22:00] got work done. People quite frankly years ago would walk up down the halls and see who was present and who wasn’t. It was one of those unwritten rules that if you weren’t in your chair working, you were a slacker and probably wouldn’t make a good year for Mr. Vic. Then, we started seeing the shift and to the credit of our CEO and COO, really started seeing the shift in the workforce early.

We sit down, we put together a team and said, “What got us here may not get us there. What are the components inside our culture that are working really well? What do we need to consider shifting?” Through that conversation came myRyan. myRyan quite simply stated is the flexibility to work when and where I need to accomplish a world-class product for my colleagues and clients. That’s myRyan in a nutshell. It basically says if I’ve got to pick a project done and I don’t need to sit in traffic for 45 minutes both ways. I need to work from the house today, then I’m going to work from the house today.

We went from focusing on activity, to results, and it was a massive, massive shift. Many organizations get caught up in this trap of believing that activity, busyness is a result and while it is a result, it’s not necessarily a desired result. We just simply shift the focus. It wasn’t about, “Hey, did you put in 80 hours?” It was, “Did you deliver for your colleagues and for the clients?” It was earthshaking. It was massive.

We have won the highest engagement scores in industry in our space. We have an amazing retention number. [00:24:00] Our first-year retention rates are in the 90s. Our second-year retention rates are in the 90s. It’s just an absolutely amazing story. Again, it goes back to, “What’s the right thing in the culture? Does this fit within who we are and how we deliver?” The answer was yes. It changed almost everything.

Kate: Fantastic. Tax and tax season is always really challenging from a work perspective especially for colleagues and your customers. I feel that and certainly many people feel burnout is very real. Does myRyan really focus on understanding if any team player is burning out or burnt out? Are there any other programs or initiatives especially for your company around that really heavy tax season to ensure that employees are taken care of, or contractors are taken care of?

Tony: That’s a great question. It’s interesting, a lot of times when people hear tax, they think of a normal tax season because you and I pay our taxes on a cadence. April 15 where we filed for an extension, it’s August or October, whatever. We work in the space of tax that is so specialized and so unique that our tax season is yearlong. There are obvious spikes to when certain things have to be filed at the state level, etc. It is quite seriously a 12-month process and so we absolutely pay attention to burnout.

For us, Kate, one of the bigger challenges is actually brownout. Look, our bodies are beautifully and wonderfully made and you get to a certain point, it will flip the switch. [00:26:00] You will shut down and your body will tell you double tap, we’re done and something will happen. Heaven forbid that ever be the case, we have some programs in place, I’ll talk about that in just a second, but for us, brownout is that that point in time before you get to burnout to where your productivity, your engagements, your innovation. Everything in you starts to drop and you feel like you’re just going through the paces.

You wake up and it’s Monday, and for some reason it’s Groundhog Day. It’s Monday, it’s Monday, it’s Monday. It’s not fulfilling anymore and you’re just going through the motions. We really, really, really try to pay attention to that because if we can get you before you get there, then we minimize the burnout.

It’s an interesting stat, but burnout typically happens in one group of people. I can always tell you what burnout is going to happen. Burnout is going to happen in your highest potentials. Because they’re the hardest workers, they’re the ones who give the most to and they’re the ones that you pay the least attention to because they’re self-motivated or they’re self-starters. They’re drivers and they do all these things. We don’t pay as much attention to them. The bulk of the burnout happens in those hardest chargers.

What we’ve discovered over time is, that’s happening because we’re not taking enough time to slow them down or long enough to recharge them to get them going in. We deliberately putting programs in place to a modulate their pace. We call them booster shots internally to where we actually slow high performing teams down for a day, half a day, within the cadence of the year, caused them to take a break and we [00:28:00] pour into them. We just love on them from the standpoint of– Let’s talk about what’s working for you. Let’s talk about what would make you even stronger.

What we’ve noticed is, when we slow them down, they come out even more engaged. If we just let them run hard for 12 months, they will run out eventually. That’s when you start to see, we can see in teams and if we take our eye off the ball, we can see the teams that they’ll start flipping people pretty quick because it just burnout. We try to find them in brownout mode. We look at engagement pretty quickly. We asked a series of pulse questions throughout the year to check in on people. That helps us identify where they are.

The other thing along with that is, we’re looking more at the wellbeing of an individual than the wellness. This is really important for us and we have some amazing wellness programs internally. I know that I’m getting really close to your love language on this, but we have a ton of wellness programs. Ultimately, end of the day, we’re much bigger than just wellness. We leverage some of the tremendous research done by Gallup indicating the five areas of wellbeing for an individual. Their career, their purpose, their fiscal wellbeing, financial, social, community wellbeing.

We have programs and processes in place to help support each of those areas of an individuals wellbeing so that they move into this thriving mode. We catch them before they get into the struggling, which is that brownout or that suffering which is the burnout mode.

[00:30:00] We’re trying to catch them and keep them in more driving areas, in all areas of their life, just not in their career.

We had this problem at Brinker, it had 60,000 people around the world and we get a tremendous amount of development along the way. When we sit down and looked at it, we realized, “Holy cow, we’re spending all of our time and money developing them to run great restaurants. Woohoo, that’s awesome, we can run a great restaurant.” We take for granted that they can balance their budget, we take for granted that, they can take care of their physical needs, we take for granted that they’re being active in the community or that they have a social life that allows them to be fulfilled and thriving.

We shifted that focus and it made an enormous impact there with the same focus here and it keeps us in the best of the best, the top, the gold standard of who we are in the industry.

Kate: Tony, thank you for sharing, I think that what you’ve been able to give listeners is not only how to get out of an HR transaction driven culture. Much more into the examples you give a phenomenal in terms of being human-centered and human-based. To your point of well-being, I agree with you, health, wealth, belonging is so critical. Especially to your very high performers because I would imagine, certainly from my experience, those high performers are even beat out from themselves even more if they see any of their performance drop, actually has a much bigger impact to their overall wellbeing pillars within their life.

Tony: Yes.

Kate: Thank you very much for sharing that, I think you’ve also given a ton of insight and examples of programs people can put in to play. Tony, back to you. I have two more questions for you. One is, what three rules do you [00:32:00] live by, yourself, and then the second one is much more based from, you have a daily wellbeing routine and if there are elements of that where you feel makes you a little bit more successful than you were before, could you please share that.

Tony: You ask all the good questions. I absolutely love this. Where do you want me to start first on that one because–

Kate: Start with the three rules you live by.

Tony: I love asking this question and matter of fact with people I interview, and I interview hundreds of people here. One of the questions I always ask them is, “If you had to give a graduation speech, what’s the one to two things that you would share with a graduating class,” and that really helps me understand what are the key elements and what makes these individuals tick. That really came from a moment in my own life when I sit down several years ago and asked myself that same question, what I did is, I wrote a blog post and it was an open letter to the younger me and it was these three things that you talk about.

It’s become an annual tradition now, I add on to it, what’s the three things that I should tell the younger father, etc. The three basics, if I could go back in time and tell the younger me something to stay focused on, it will be these three things. One, and golly, I wish I’ve learned this early in my life. We’re all put here for a reason, we’re not an accident, we’re put here for a purpose. I tweeted this out just this week, “We all [00:34:00] have a purpose but not everybody has purpose.” That’s the thing that really catches me sometimes is that we’re all put here for a reason, never forget that we’re put here for a reason. We have a purpose and we have a reason to be here, we’re not an accident.

The second thing is, life is going to feel chaotic, find the simple. Too often I have taken something very simple and make it complex. One of the key components that I try to pour in to every young person that I mentor is, our role is to take the complex and make it simple, look for the simple. I’m not saying dumb it down, but I’m saying, take the complexity out of it, through all of the chaos, what’s the one to two things that you need to focus on. Find the simple.

The third thing is, I do control my destiny. It’s very easy and I’ve coached and mentored and counseled my fair share of young people and even folks my age, to where they come in and they just seem like, “Everything is out of control, I’m a victim.” I’m constantly reminding myself, I do control my destiny and I do that. Look, every time I face a circumstance in life, Kate, I have two choices. I could be a victim or a victor. I make the choice. I have equipped myself over the years with the tools and the models to help me understand that when I’m facing a circumstance, I have to make a choice. Am I going to be a victim of my circumstance, or am I going to rise above it?

The simple, simple cadence and I teach this to everybody I come into contact with, is that when you face that situation, what you need to [00:36:00] always go look for, is what’s the one thing that’s inside your control. When we feel like we’re out of control, when we feel like our destiny is in someone else’s hands, you always ground yourself back to, what is the thing I can control? It’s when we get stuck on focusing on what we cannot control, that’s when we spin out of control. That’s when we feel like someone else is in control of our destiny. That’s when we become a victim of our circumstances. It’s when we stay grounded and focused on what we can control, we actually can create a path forward and control our destiny.

Kate: I love it. We’re here for a reason, find what it is and live it. Keep things simple. I think we’re all really good at making things very complicated. I love for one, the third one which is, really that focus on what you can control and then get into that victor mode versus the victim. Fantastic.

Talk to me about your daily routine. You hear a Tim Ferriss, with his meditation, his make the bed first thing. Do the journaling, or at night write down your to-do-list, or on a Sunday sit down and figure out what your priorities are for the week. Is there a certain routine you have and is there one element of that that you found makes you more productive or more successful in your own life?

Tony: Yes. Look, Ferriss is a stud. He’s gotten it down to a science and I’d like to think he stole it from me or I stole it from him. There’s a couple of things I know that works and, Kate, there’s a couple of this I know that doesn’t work. I’ve gotten my fair share of skin knees and scar tissue on what doesn’t work. When I found myself into this simple routine, my purpose in life keeps me grounded. My purpose is very, very simple. I was put here to help others find the greatest [00:38:00] potential. I’ve spent my entire life in some way shape, fashion or form helping other people find their greatest potential.

What happens is, as I’m helping and serving other people to find their greatest potential, guess what? I tend to find everything that I’ve ever needed or wanted to walk away. It’s all about serving with honor, because of that, my personal faith keeps me very, very grounded, keeps me very focused on people. I have a pretty simple cadence. I’ve written three books on leadership and the last two were about purpose and integrity, and love and honor, and how we should lead with love every single day.

For me, it is an early rise every morning, I’m usually up between 5:00 and 5:30 every morning. I spend that first 30-40 minutes with a just wonderful cup of coffee. It’s all about the coffee at the end of the day, after all, let’s be real. It is freshly roasted, it’s ground on the site, it is brewed straight up. I pull it straight out of the pot and I get my coffee. I read a tremendous amount. I am dyslexic so I have a learning disability so it takes me a little bit longer to read. I consume a ton through Audible and in that way but I do have a reading routine every morning. I also have a journaling routine.

My journaling routine is a little different though. I love fountain pens. Of course, I studied architecture and I practice architecture, so I love the art side of it. I have trained myself, Kate, that every morning, I’ll read and then I’ll write down what I’m learning but here’s the key, everything I have to put on one page. I get [00:40:00] one page in my journal. That’s it. It has been, for the last couple years, one of the greatest training tools for me, personally, because I use to get up and just write in my journal. I’d look up and I’m six pages in. I’m like, “Wow, God.” Just going on, and on and one. I’m like, “What the heck have I just said?” I have disciplined myself that I’ll read, and then I’ll reflect and then I’ll say, “Okay, what is it that I’m taking away?” I’ve got to communicate what I’m taking away, one page.

It goes back to simple. I’ve got to keep it simple because if someone said, “Hey, what’d you take away today?” I got to be like, boom. What’s the one thing that I took away? It’s my favorite cup of coffee. It’s up early. It is journaling. It is writing things down. I have a very deliberate cadence. I’ve got to be able to write it down on one page. Constantly to think about, and put my thoughts very succinctly. As an author, it’s a training mechanism that helps my writing style.

The things that I know that doesn’t work for me, I cannot pick up my digital device before 7:30 or 7:45. I just refuse to even look at it before that time because it distracts me off of getting centered on my day. I’ve made a pretty firm commitment that at night, anything related to emails or text messages, there’s a turn off time out. Then, at morning, I pick it up before 7:30, 7:45, then that gives me a couple hours to just get centered everything.

Kate: Fantastic. Tony, thank you so [00:42:00] very much for sharing that with us and all of your insights. An incredible experience in the world and art of people. I truly appreciate your time today, thank you.

Tony: You are so sweet. We should do this every week.

Kate: [chuckles] Sounds good.

Tony: [laughs]

Culture

Productivity and Employee Wellbeing – Why People Work Better When They Feel Better

As employers have evolved and become more interested in employee wellbeing during the past few decades, one thing has become clear. Productivity and employee wellbeing are interconnected. Employee wellbeing refers to an employee’s health, happiness, and satisfaction at work.

People used to believe that employees performed at their best under stress; however, evidence suggests that a stressful work environment has a negative impact on employee productivity in both the long and the short-term. When employees are stressed, sick, or burnt out, there is a noticeable decrease in their ability to be productive. Put simply, people work better when they feel better. Don’t believe us? Here are 5 ways productivity and employee wellbeing are connected.

Healthy Employees Lower Health Costs

An unhealthy workforce can be incredibly costly to employers. Every year, companies spend billions of dollars on healthcare costs. A good portion of the costs are related to preventable medical issues. As a result, employees may lose many productive hours at work due to a significant reduction in the capacities of unhealthy employees.

To mitigate these costs, many companies have worked to create programs that promote the overall wellbeing of their employees. The data suggests that the dollars put into these programs are well spent.

For every dollar spent on wellness programs, companies can see a substantial reduction in costs related to medical issues and absences. These programs must be tailored to each workplace, but typically include encouraging exercise, meditation, weight loss, healthier eating habits, and stress reduction.

Healthy Workplaces Increase Employee Resilience and Retention

A workplace that strives to improve the wellbeing of their employees typically has workers who can be more productive for longer durations.

By making the working environment more comfortable, allowing greater work flexibility, and encouraging healthier habits in employees, companies can have a healthier workforce that does not view coming to work as a negative event. Workplaces that implement these strategies tend to have lower turnover rates, reducing the costs associated with training new employees.

Healthy Workplaces Decrease Tension and Toxicity

Workplace wellness programs can help create company cultures that are less stressful and tense. Employers know that stress and tension in a workplace decreases the chances of employees having pleasant, cooperative interactions with their peers. When companies have an environment teeming with tension and toxicity, productivity plummets overall. Wellness programs that equip employees with healthy ways of releasing and addressing stress are crucial to the development and maintenance of a healthy, productive workplace.

Happy Workplaces Increase Job Satisfaction

It is common for employees to feel unfulfilled and dissatisfied with their work as a result of the conditions under which they labor. When employees feel stressed and disconnected from their jobs, it is likely that their work will suffer. Fostering a sense of autonomy and individuality is one way to improving employee job satisfaction. Employees who feel as if they are treated as replaceable tend to care less about the quality of their work. To combat this, employers can find ways to celebrate employees and demonstrate a commitment to their overall wellbeing.

Happy, Healthy Workplaces Have Better Communication

Employees who feel they are heard in the workplace tend to experience improved emotional and mental health. Fostering a workplace that encourages communication can improve moods, relationships, problem-solving abilities, and stress. All of this can significantly increase employee productivity. Cultivate an environment that ensures that employees can openly share ideas and discuss various issues.

Employees are not merely tools that exist to serve the company’s interests. They are whole human beings with needs, wants, and desires that must not be ignored. Historically, employee productivity has been the primary concern, while employee wellbeing and happiness have come second. But, in order to have a thriving business, you need productive employees who are healthy and happy as well.

If you’re interested in learning more about how you can improve productivity and employee wellbeing at your business, contact us today and read about how we do employee wellness differently. We have a number of programs and strategies will help improve wellbeing and health at your company.

 

Benefits

Workplace Wellness Event Ideas For Small Businesses

Want to boost morale and show your employees how much you appreciate them? Workplace wellness programs have become popular for many small businesses and provide a way to decrease employee turnover, and keep current employees happy and productive.

The key to wellness programs at work is encouraging wellbeing, while keeping it fun and productive. Here are 5 workplace wellness event ideas for small businesses you can use to spice up your company’s wellness initiatives.

1. Organize a 5k.

Here are some steps you can take to getting your 5k up and running.

Gather Volunteers: Find people from your business that are willing to give their time to helping plan and organize this event.

Choose the Location: You’ll need a place large enough to host a crowd of people!

Check the Legalities: Make sure the venue of your choice will allow this type of event, sometimes proper permits and paperwork are required.

Pick a theme! Center it around employee wellness, remember that this is about them. Set up incentives and prizes for employees who participate.

Host your event, and keep it fun!

2. Host a Walk-a-Thon.

Hosting a Walk-a-Thon is very similar to hosting a 5k event. You are going to need volunteers, a location and time, a theme, and some fun incentives for your employees.

You can use an event like this to your advantage and help raise funds for your business and use the profits to focus more on employee wellbeing. It’s a great way to boost morale and show your employees that you care about them and their needs!

3. Create a Fitness Challenge.

What better way to get the results you are searching for than to create a fitness challenge for your employees? Here are some challenges you can offer up to your employees for them to better their health.

Daily Habits Challenge: Challenge employees to change unhealthy daily habits and offer prizes for successful participants.

Weight Loss Challenge: Keep track of each employee who participates and offer up prizes.

Team Wellness Challenge: Split up different employees into teams that are focused on a set goal, such as weight loss or most miles ran, and offer up incentives for the winning team.

4. Provide Meditation Training.

Meditation is beneficial in many ways. It’s a great way to relieve stress by calming the mind and body. By providing meditation training to your employees you are offering up a different way to alleviate the stresses of their day to day life. Here are a few benefits of meditation:

  • Reduce Stress
  • Control Anxiety
  • Promote Emotional Health
  • May Help Fight Addictions
  • Lengthens Attention Span
  • Enhance Self Awareness

These are just a few benefits for anyone who gives meditation a try. These are beneficial not only for in the work-space, but in day to day life as well.

5. Offer Zumba Classes.

Zumba is an aerobic fitness program that is made up of different varieties of Latin style dancing. This is a fun and creative fitness program that many individuals all over the globe love to take part in because it’s more like a party than a workout!!

The benefits are amazing and your employees are bound to have the time of their lives participating in a class such as this. It burns calories and fat, provides a full body workout, and is lots of fun for everyone involved!

If these ideas appeal to you and sound like a good fit for your company then reach out to Beni.fit  to discuss strategies that will better benefit your employees. We help companies lower their health costs over time by designing intentional, customized workplace wellness programs.

Contact us today to learn more about how we can help your workplace thrive.

Benefits

4 Critical Employee Benefits for Startups

People seek employment at startups for a variety of reason. Startup culture is exciting, innovative and fast-paced. Individuals interested in working at startups want to work in an environment that energizes them, inspires them, and challenges them. Even with a strong connection the startups mission and vision, job candidates won’t overlook benefits packages. It’s important for startups to have strong employee benefits packages to bring in and be able to retain the most talented employees.

Here’s a look at 4 critical employee benefits for startups. These benefits do more than just “talk the talk.” They show startup employees that you value them and are committed to taking care of and supporting them on a number of levels throughout their tenure with your company.

Health Insurance

If your startup employs less than 50 people, offering health insurance may feel out of reach because of the expense. However, it is absolutely necessary to offer this in order to maintain a happy, productive employee base.

Health insurance gives employees a sense of stability. Also, healthy people are happier, more productive, and more influential within companies. Investing in your employees’ health results in higher quality work and higher employee engagement rates. No price is too great to make your employees’ worth known to them.

Flex Time

Your employees’ lives may not fit into a traditional 9-to-5 schedule. Flex time allows them to start and end their workday at times that work for them. You can let your employees have total freedom or give them a window of time each day to work with.

Allowing employees to craft their work schedule means less work hours lost every week because they have the flexibility to work a schedule that works for them. It also helps an employee feel that you see them as not just a worker, but a real human being with a life outside of work, and that validation is invaluable.

Monthly Wellness Stipend

If you offer a monthly wellness stipend in conjunction with typical health insurance, you will stand out from your competitors. Every person has different health needs and those needs are not always limited to physical health.

Give your employees a set amount of money with which they can use for any facet of their well-being, and you will have a happier, healthier workforce who will recognize your devotion to them and return the favor through dedication to your business. You need to give your employees the chance to be their best selves in order to get the best from them.

Provide a Technology Allowance

To keep your employees from having to shell out their own money for pricey devices, you can provide a technology allowance for them. It doesn’t have to be enough for top-of-the-line equipment. There are plenty of quality, budget laptops that would be perfect for work, and that’s true of any device. A few hundred dollars per person may seem like a lot, but investing in your employees is worth it. They will be better equipped to handle their jobs and will know that you value their skills. A technology allowance is a sign of confidence in their abilities.

Beni.fit helps businesses create quality, comprehensive benefits packages that align with their values and goals. Contact us today to learn more about how we can help your startup thrive with employee benefits.

Culture

How to Improve Company Culture

Having a great company culture is a must in today’s workforce. Employees care about working for a company with a positive work environment and work dynamic. The quality of a company’s culture can have a major impact on employees productivity, performance, and job satisfaction.

A company’s culture permeates through every aspect of the business. If your company culture isn’t where you want it to be, you can take steps to improve it. Changing and improving a company culture takes time, but has long-lasting positive effects.

Here are 5 tips on how to improve company culture.

1. Trust and Transparency

Transparency and open communication are essential for a strong company culture. Sharing successes and failures with all staff creates trust and helps build a stronger business.

With open communication, challenges and issues can be identified and resolved quickly. Sharing challenges can help the whole company learn from them and create better solutions going forward.

2. Encourage Strong Employee Relationships

People are more likely to collaborate, communicate better, and enjoy their work if they build relationships with other colleagues. Facilitating opportunities for employees to meet and interact will encourage strong co-worker relationships.

Some companies provide an in-house cafe for lunch or a coffee area where people from different teams can meet and talk. Organizing social activities for employees to enjoy and get to know each other is another option.

3. Flexibility

Offering flexible work options for employees is necessary in today’s world and leads to higher motivation and retention of employees. It can do wonders for productivity and staff morale. With online resources and communication tools, work does not necessarily have to be completed inside the office.

Workplace flexibility can be enabling employees to work remotely sometimes. Or, it can mean being flexible with work schedules to accommodate for employees special occasions or interests. Giving employees flexible options for work improves their overall work/life balance and makes them more likely to do their best work for your company.

4. Align Company Culture and Values

Core values are a company’s guiding principles and should be reflected in its culture. Employees that believe in and relate to the values and culture feel more motivated and satisfied at work.

Perks related to the core values will engage employees, while staying true to the principles that attracted them to the company.

For example, if you value collaboration and creativity, provide innovative spaces for the team to discuss ideas and work together. If you value sustainability and helping people, offer employee volunteering activities to help the community.

5. Give and Listen to Feedback

Fostering a positive company culture is an ongoing process. It is important to listen to your employees to see what is working and what can be improved. Offering support when needed and showing appreciation for hard work will help create a positive work environment.  

Additionally, provide regular, helpful and constructive feedback to your employees. Having an open, flowing dialogue is beneficial for everyone and keeps all parties informed.

BONUS: Offer a Comprehensive Benefits Package

Successful companies invest in benefits to improve employee well-being. From healthcare and education and to snacks and social activities there are several benefits and workplace perks that you can offer to improve company culture and excite your staff. Beni.fit offers customized benefits solutions to inspire your staff and align with your goals.

Contact us today to learn how to create a thriving company culture and help your business flourish.

Benefits

5 Steps to Workplace Wellness Success

Every business wants to create a productive and efficient workplace. Investing in the health and well-being of your employees will increase workplace wellness success and can help lower health care costs in the long run.

An inspiring wellness program can help improve the health and happiness of employees, boosting productivity in the workplace and generating many other positive effects.

Healthier, happier employees can positively impact your bottom line, too. When employees feel better, they perform better and bring their positivity and enthusiasm to all of their customer interactions. Here are 5 steps to workplace wellness success:  

1. Understand Employees Needs

To implement a successful and effective wellness program, you need to understand what your employees need and want.

Conduct a survey about your employees overall health. In the survey, ask them about their interests and about what support they would like to improve their health. This will give you an insight into the needs and challenges your program should address.

Employees are more likely to participate in a wellness program if they feel their needs have been taken into consideration and the activities interest and benefit them.

2. Define Clear Goals

Once you have an idea of your employees needs and interests, you can prioritize your goals.

Do you want to save on healthcare costs? Reduce stress in the workplace? Focus on nutrition and physical activity or a combination of these things?  

Having clear goals for the program will help you determine what you need to do to achieve those goals. It will also help you evaluate the impact of your wellness program and make future developments to increase its success.

3. Involve Company Leaders

Company leaders and team managers are role models. Encouraging leaders to actively participate in the wellness program will emphasize the importance the company places on health and wellness. Having leaders model healthy lifestyles and participate in the wellness program also helps engrain it into the workplace culture.

Offering team leaders support in improving their health and lifestyle establishes living a healthy life as a team effort and builds comradery around wellness within teams.

4. Use Various Methods and Offer Creative Options

The are various ways to approach health and well-being, including holistic, alternative and clinical approaches. The most successful wellness programs tend to offer a combination of these different approaches.

Your employees are individuals and so effective wellness programs need cater to diverse employee needs. Offering a range of workplace wellness incentives to suit different interests will increase the likelihood of success.

Some ways to include wellness activities in the workplace are

  • Yoga classes
  • Activity clubs or teams
  • Use technology to keep track of fitness goals
  • Provide training on various topics such as health or nutrition
5. Make it Fun and Rewarding

Workplace wellness is about creating a healthy, positive and productive environment.

Offering incentives for employees to achieve their goals and celebrating successes will create a positive culture. Creative options that are both fun and beneficial will encourage employees to become actively engaged in workplace wellness, leading to a happier and less stressful workplace in the long run.

For more information on workplace wellness success and how it can benefit your company contact us today.

Culture

5 Workplace Wellness Statistics Business Owners Should Know

Workplace wellness is a buzzword in today’s human resources landscape – and for good reason. Employees physical, mental and emotional health matter and can have significant impact on their overall happiness at work and their productivity.

Around the world, employers are opting to prioritize workplace wellness, which has blossomed into a $40 billion industry worldwide. Wellness programs in the workplace spark healthier habits and encourage employees to pursue and prioritize their own personal health and wellness.

If you’re curious about the need for such programs, here’s a look at 5 workplace wellness statistics every business owner should know.  

60% of  Workers Say They’re Burnt out at their Current Job

According to a 2017 Career Builder Survey, more than half of the American workplace reported feeling burnt out at their current job. This statistic is particularly alarming because employees who’re burnt out aren’t operating at their highest levels of productivity, creativity, or happiness on the job.

31% of American Workers Report High or Extremely High Stress Levels at Work

From working long hours, to managing multiple roles, to struggling to find a sustainable work-life balance, nearly 33% of employees in the U.S. are stressed. High levels of stress have been linked to a number of health problems including high blood pressure, heart disease, diabetes, obesity and depression.

Only 33% of Employees Say They’re Engaged At Work

Only 33% of employees reported feeling engaged at work, according to a recent Gallup report. That means the majority of the American workforce isn’t engaged, and consequently, isn’t particularly productive at work.

When employees are disengaged at work, they’re more likely to search for other jobs and make major mistakes on the job. Employees can be disengaged for a number of reasons, including burnout, workaholism, alcoholism, depression, chronic stress, or  boredom.

Productivity losses linked to missed work cost U.S. employers $225.8 billion, or $1,685 per employee, each year

The word’s out. When employees miss work or are less than productive at work, employers pay for it. It’s important to create a work environment employees want to come to each day.

Sports teams, game nights, and team dinners are just a few of the ways to keep a team engaged. When they feel connected, they want to stay close. It’s just a matter of making that initial investment.

It’s just a matter of investing your time and emotional energy into the well-being of your team. Wellness extends beyond nutrition and fitness. Wellness programs include anything that positively impacts an employee’s wellbeing. For example, team building, professional development counseling, or paid vacation days are all examples of wellness benefits.

75% of healthcare problems in the U.S are caused by stress-related and preventable chronic diseases

Healthcare costs are generally one of businesses’ largest expenses. When preventable health issues caused by stress create other medical problems for employees, your businesses’ health costs will continue to grow.

Employees want to feel connected, appreciated, and part of the group. When an employer takes the time to provide a thoughtful benefits plan, everyone wins. Your employees will feel better, live healthier, and be happier. As a result, they’ll produce more productive and creative work.

So, what are you waiting for?

If you need help structuring a strategic wellness program, Beni.fit can help. Contact us today!