What is employee engagement?

Employee engagement is the degree to which an employee is emotionally, cognitively, and behaviorally invested in their work. Simply put, engagement is the deep connection to work and a sense of purpose that creates extra energy and commitment. And it’s key to fostering a healthy workplace culture. 

People often confuse employee engagement with job satisfaction. Engagement is much more than that. It’s that burst of energy you feel when you are truly engaged in work—not about how satisfied you are while you’re there.

12 ways to improve employee engagement in the workplace

Now that you know what employee engagement is and how to measure it, here are 12 strategies to improve employee engagement at your organization.

1. Provide regular feedback to employees. Develop a consistent process for giving feedback (timely, specific and actionable) that helps employees see a clear path for their own professional development. Include both positive and constructive suggestions that enable an employee to grow and develop.
2. Make the connection between individual roles and the mission of the organization. Employees must be able to see how their individual job contributes to the larger organization. Encourage managers to to clearly and consistently communicate how employees’ individual work contributes to achieving the company’s greater mission and purpose.
3. Encourage leaders to be active role models of engagement. Leaders must be honest communicators and act as examples for others to create an engaged workforce. For example, leaders can act as role models by supporting and being personally involved in initiatives throughout the company. It’s important that employees believe in their leaders and the direction of the company to improve overall engagement.
4. Provide the right tools and resources. Consider an employee engagement solution, tool, or platform like TINYpulse by WebMD Health Services that allows employees to report and track their engagement. Using a tool or program helps drive engagement by demonstrating to employees that engagement is an organization-wide priority.
5. Be intentional about building culture. Conduct a culture audit to understand what aspects of your culture  support well-being and engagement and which aspects might be detracting from it. Make sure that your culture strategy aligns with your business strategy. 
6. Create a culture of recognition. A survey by Achievers revealed that 69 percent of employees cited ‘recognition and reward’ as a motivation to stay at their current job. Regularly acknowledging employees and offering tokens of appreciation can help build this culture of recognition..
7. Show you care about the whole employee. Be sure to emphasize to employees that you value their well-being—not just because good well-being can enhance their contributions to the workplace, but because you value them as people outside the office, too.
8. Support a healthy lifestyle. Well-being is inextricably linked to engagement. Provide employees with access to the necessary tools and support for maintaining health across all the dimensions of well-being–physical, mental, social connections and financial wellness. Consider offering a well-being platform like WebMD ONE to help create a culture of well-being.
9. Support managers. Managers account for up to 70% of variance in employee engagement. Many employees even say their immediate manager matters more than C-suite leadership when it comes to well-being support and engagement. So support managers by giving them the training and tools to nurture engagement across their teams.
10. Dedicate time for teams to openly discuss ideas on how to function better as a team. Create a shared norm of providing encouragement and support for peers with some fun competition, without pressuring each other. Create a psychologically safe learning environment where all employees can try new things together without the fear of being reprimanded for failure.
11. Offer interaction and collaboration across teams. Help employees see themselves as part of something larger and create connections between individuals who would not normally meet across their usual day-to-day. Use social networks to report engagement successes and barriers to the organization.
12. Create workspaces that feel positive and energizing. Some things to consider include setting your hybrid or remote team up for success by offering a home office stipend. Encourage all workers to spend time outside each day to recharge. Allow in-office workers the freedom to make their spaces their own.

How to measure employee engagement

To improve employee engagement, you need to first know how to measure it. Collecting consistent and honest feedback from employees will give you the data you need to calculate your organization’s engagement score. Science-backed surveys and anonymous communication tools can help leaders discover the areas that matter most to employees, so they can focus on the actions that will make the greatest impact on overall culture. Engagement and feedback software, like TINYpulse by WebMD Health Services, lets managers create effective communication channels with employees using employee recognition tools, anonymous surveys, advanced reporting, one-on-one meeting insights and more. 

Even the best companies struggle with employee engagement. Yet it is possible to improve engagement by offering consistent employee recognition, the opportunity to provide feedback, a connection to the organization’s larger purpose, support for managers and a commitment to employees’ total well-being. 

Are you ready to improve employee engagement? Contact us at connect@webmd.net to learn how TINYpulse by WebMD Health Services can help or request a demo today.

It may seem a little early for New Year’s resolutions, but this is one you should start thinking about now: improving employee engagement by ensuring your employees feel valued and heard.

Engagement is the extent to which employees are emotionally, cognitively and behaviorally invested in their work. Engagement has the potential to impact nearly every aspect of your business, from revenue to retention to recruitment and more. That’s because employees who are more engaged in their work are likely to work harder and motivate others to do the same. They’re also more likely to enjoy better overall health and well-being.

Unfortunately, employee engagement has dropped to its lowest level in more than a decade. Recent data from Gallup suggests that employees increasingly feel detached from their employers; less role clarity; lower satisfaction with their organizations; disconnected from their company’s mission or purpose; and less confident that someone at work cares about them. 

The good news is that engagement is something that can be improved. But it does take time and a concerted effort to move the needle.

Top 3 Employee Engagement Tips for 2025.

As you start thinking about your employee engagement approach for 2025, keep these three tips in mind as we view these as essential elements to promoting better communication, transparency and recognition in the workplace, ultimately creating a winning culture.

Lack of leadership buy-in is the #1 barrier to a successful employee engagement initiative.

Employee engagement starts at the top and sets the tone for everyone else. When leadership openly supports engagement efforts, employees will feel that engagement activities (like participating in surveys and giving feedback) are worth their time. So once you’ve determined your employee engagement strategy, it’s critical to gain leadership buy-in and ensure your goals align with business objectives. Be ready to justify the financial and time investment required to improve employee engagement by presenting the known benefits: increased profitability, improved retention and the ability to attract higher quality employees.

Measurement is a must.

As with most things we aim to improve, we won’t know if we’re making progress unless we have something to measure our progress against. When it comes to employee engagement, conducting a baseline survey will give you the data you need to assess the current state of engagement, and identify areas for improvement. Repeating that same survey (or at least certain questions) over time will allow you to see where you’re succeeding and what still needs attention.

Surveys on their own can’t improve employee engagement—the key is how you use the results to create meaningful change.

One of the biggest mistakes companies who conduct engagement surveys make is not following up on the results. When you ask for employee feedback, you need to be prepared to act on it. At the conclusion of a survey, make sure to communicate to employees that their feedback has been heard and share the actions you will take to respond to it.

Ensure Your Employees Feel Valued and Heard with TINYpulse by WebMD Health Services.

TINYpulse by WebMD Health Services is an innovative employee feedback and engagement software solution that can help you put these three tips into action. We empower companies globally to not only measure but also enhance company culture, boost employee retention, and elevate performance by ensuring you are listening to your people. To learn more about how TINYpulse can help your organization increase engagement and prioritize the well-being and success of every individual in your organization, check out these resources or contact us at connect@webmd.net.

There are approximately 63 million parents living with children under the age of 18 in the United States, along with millions of additional caregivers who hold the primary responsibility for caring for children.¹ Recent data shows that parents are suffering from increased levels of stress compared to other adults. The American Psychological Association revealed that:

• 48% of parents say their stress is completely overwhelming most days;
• 60% say stress makes it hard for them to focus; and
• 62% say no one understands how stressed out they are.

So what’s going on with parents?

The Surgeon General’s advisory notes that the traditional responsibilities of a parent—protecting children, caring for their physical needs, educating them and ultimately teaching them to be a responsible adult—now accompany additional responsibilities and pressures that parents a decade ago didn’t have to contend with.

Consider these new developments that make the act of parenting today more stressful:

• Social media and screen time. Given the linkage between social media and teen mental health, limiting screen use and access to social media requires constant time and energy on the part of the parent.
• The childcare crisis. It’s estimated that 50% of Americans live in a childcare desert. Childcare prices have grown by 26% in the last decade, averaging $1,250 per month per child. 
• A youth mental health crisis. The Surgeon General has written extensively about this, citing a sharp increase in depression, anxiety and suicidal ideation among the nation’s youth.
• New health and safety concerns. From school violence to climate change to the rise in certain childhood diseases—there is a lot for parents to be worried about.
• Increased involvement in children’s education and extracurricular activities. The pressure to constantly schedule enriching activities for children means parents spend an inordinate amount of time shuttling them to and from activities.
• Vanishing community and family support networks. The fragmenting of society and the epidemic of loneliness have made the tough job of parenting even more isolating.
• Increased caregiving for aging parents and ‘boomerang’ kids. Because people are having children later in life, parents are often managing their own parents’ care while still caring for young children. Older children are living at home longer, too.
• The new culture of comparison. Parents of previous generations didn’t experience the anxiety now caused by influencers and online trends that perpetuate unrealistic expectations for parenting strategies, achievements and child developmental milestones. 

And there are the lingering effects of the pandemic on children’s learning, social skills, and mental health that continue to require parents’ time and attention.

The stressors of modern-day parenting are taking a toll on parents’ well-being.

As the Surgeon General notes, the well-being of parents and caregivers is directly linked to the well-being of their children.

• Those caring for a child’s mental health are 2.8 times more likely to report diminished mental health and 2.7 times more likely to be diagnosed with a mental health condition themselves.²
• Burnout is already high in the U.S. with 44% of employees feeling burned out.³ Parenting demands, particularly the hyper-scheduling of children, leaves little time for self-care, which is critical to overall well-being.
• The APA notes that 66% of parents report feeling consumed by worries regarding money.⁴ Financial worries have been linked to poor sleep, physical health and mental well-being.

Parenting stress is also impacting the workplace.

According to the Bureau of Labor Statistics (BLS), over 90% of families include at least one working parent; 65% have two working parents.⁵ Not surprisingly, with all the challenges described above, working parents may find it hard to bring their A-game to work each day.

Studies show that parents helping a child with a mental health challenge spend about eight hours a week managing their child’s mental health needs.⁶ The childcare crisis means they also may not show up to work. The Bureau of Labor Statistics just reported that the number of Americans absent from work to care for children returned to an all-time high in August 2024. Finally, parenting challenges may lead some parents—and studies show this is mostly women—to leave the workforce entirely.

So how can employers support parents?

The Surgeon General’s advisory calls for “a fundamental shift in how we value and prioritize the mental health and well-being of parents.” Given that we spend most of our days at work, it makes sense for employers to begin addressing some of these challenges.

Here are seven ways employers can support parents:

1. Invest in employee well-being programs and Employee Assistance Programs to help with stress management, work-life integration, and mental and physical well-being.
2. Offer flexible work arrangements like remote work, flexible hours, compressed work weeks, or job sharing.
3. Provide generous and equal parental leave for all parents—mothers, fathers and adoptive parents.
4. Consider on-site childcare facilities, back-up childcare, or subsidies for childcare expenses.
5. Educate managers on the challenges faced by working parents, how to recognize signs of stress, and how to support parents effectively.
6. Encourage more open and honest conversations about the work of parenting in the workplace and ask leaders to be good role models of work-life integration.
7. Create and support parenting Employee Resource Groups (ERGs) to listen to employees and foster a more inclusive, supportive and productive workplace.

The Surgeon General states that “caregivers need care, too.” But investing in support for working parents isn’t just a feel-good initiative—it’s a smart business decision resulting in:

• Increased employee loyalty and retention;
• Enhanced reputation as an employer of choice; and
• Higher overall productivity and job satisfaction.

And it’s not just employees with children who benefit. Employers who recognize and address the unique challenges faced by working parents create a more supportive, productive, and profitable work environment for everyone.

WebMD Health Services can help you create programs to support the well-being of all employees. Contact us at connect@webmd.net.

We’ve all heard the term “think global, act local,” which urges people to think about the health of the planet while taking action to protect the environment in their own cities and communities. The same maxim applies to a well-being program.

Organizations who see the best results from a global well-being program tailor offerings to employees that reflect the local culture and practices. You might call it a “glocal” well-being approach, which is characterized by both global and local considerations.

How can you employ this “glocal” approach in your organization? Here are some things to think about:

Understand the difference in how well-being programs are viewed.

In the U.S., because most citizens receive healthcare through their employers, there is a financial incentive to improve population health outcomes through well-being programs. Overseas, where healthcare is largely provided by the government, well-being programs are seen more as a means to enhance worker productivity, engagement, and talent attraction. Wellness challenges and activities that drive a culture of health and enhance community may therefore be more important than individual health metrics.

Look for a vendor who offers segmentation and personalization capabilities.

Segmentation allows you to customize a well-being program so you’re offering employees in other countries only the programs that are most locally relevant. This is perhaps the most important feature to ensure the success of a “glocal” well-being program. The ability to personalize a well-being program is also important, allowing participants to shape their experience based on unique preferences, interests and health goals.

Consider a single global vendor who can address all your needs.

Once you go global with your well-being strategy, you’ll want things to be as simple and streamlined as possible. A single well-being provider can make administration easier, saving valuable time and resources. A single vendor also ensures equity of offerings and a consistent employee experience across your population.

Gain support from local leadership.

Leadership buy-in is critical for any well-being program. When leaders support well-being initiatives the organization sees greater engagement with the program and better results. Demonstrate to leaders how the well-being program will benefit their population, citing things like improved engagement and retention, better productivity and a greater sense of community.

Enlist the support and input of local well-being champions.

Identify employees in each country or region who are passionate about well-being and convene them to discuss what local employees want and need in a well-being program. Later, call on these individuals to help you with implementation, communication and drumming up enthusiasm for the program. Finally, solicit feedback from them often to find out which local initiatives are working and which aren’t.

Employ cultural sensitivity and awareness.

A “glocal” well-being program must understand and respect the cultural norms, values, and beliefs of diverse populations and how they influence discussions about health. For example, in some Asian cultures , people may avoid seeking mental health help for fear of bringing shame on their families, while in Europe people are much more open to talking about mental well-being. You’ll want to be sensitive to things like religious fasting periods or key holidays, taking care not to plan wellness challenges or launch new initiatives during this time.

Localize language and communication tactics.

English is the official language of business, but when it comes to well-being it’s best to communicate in the local language. You may be tempted to rely on machine translation for this task, but human translators are important when dealing with clinical or health information that requires more nuance. Likewise, tap into relevant communication vehicles and employ a look and feel that is authentic and appropriate for the country or region.

Tailor incentives.

Incentives are an excellent tactic for encouraging initial participation in a well-being program as well as sustaining that participation. However, if your incentives are geared around U.S.-centric rewards (like health care premium reductions), you’ll need to spend time customizing them for a global population. Well-being champions can be a good resource for understanding what incentives will resonate.

Do your research on local policies and regulations.

Some countries may have certain rules that prohibit employers from addressing various health and well-being needs. Work with your HR department to ensure well-being program offerings don’t run afoul of local laws and regulations.

Developing a well-being program that motivates employees across the globe to make positive changes to their health takes a little extra effort and research. But, those extra steps to ensure that the program is relevant and meaningful to employees at the local level will pay off.  If you’d like help expanding well-being program access to your global populations, contact us at connect@webmd.net.

What are some examples of emotional engagement in the workplace?

Emotional engagement at work goes beyond the transactional relationship where employees are motivated to do well purely because of financial rewards. Being emotionally engaged at work means the employee feels a deeper connection to the workplace on a more psychological level. It also means the employee’s values and vision are aligned with the organization’s. Employee engagement expert Gallup defines engagement as the “involvement and enthusiasm of employees in their work and workplace” and contrasts an engaged employee with one who is “simply putting in their time.”¹

Why does emotional engagement matter?

According to Gallup, “engaged employees produce better business outcomes than other employees—across industry, company size, and nationality, and in good economic times and bad.”² Organizations with engaged employees are also likely to see less absenteeism and presenteeism, lower turnover, and greater employee well-being.

Engagement is at an 11-year low.

In the U.S., employee engagement has dropped to its lowest level in more than a decade,³ with just 33% of employees said to be engaged. What’s behind these low levels of engagement? Recent data from Gallup suggests that employees increasingly feel:

• Detached from their employers;
• Less role clarity;
• Lower satisfaction with their organizations;
• Disconnected from their company’s mission or purpose; and
• Less confident that someone at work cares about them.⁴

What can your organization do to increase emotional engagement?

1. Make your employees feel valued.

Create a culture where employees are regularly recognized for good work. Praising people gives them a sense of accomplishment and is a great motivator. Both manager-to-direct-report and peer-to-peer recognition can boost engagement. There are many ways to recognize employees—from formal recognition platforms to simple handwritten notes. The important thing is to make it a regular part of the culture.

2. Train Managers in the importance of leading with empathy.

While being empathetic comes naturally to some managers, it’s not true for all. In today’s stressful world, it’s important to train managers to demonstrate more caring, concern and understanding of the feelings and circumstances of their employees—and get to know them on a more personal level, including hobbies, interests and family dynamics.

It’s also important to encourage managers to practice psychological safety on their teams. A psychologically safe workplace is one where people feel they can be themselves and won’t be embarrassed, rejected, or humiliated for speaking up. Leaders and managers can create psychological safety by showing their own vulnerability, practicing benefit of the doubt, and encouraging open dialogue.

3. Create a culture where communication goes both ways.

To feel engaged and that their work has meaning, employees need to regularly receive business updates and understand how their role contributes to the organization’s success. Managers need to communicate with employees during weekly 1-1s to establish role clarity, give feedback, understand workload and nurture career aspirations.

Organizations also need to listen to employees and allow them to provide feedback. Whether through a formal listening program, like our TINYpulse engagement solution, or more informal surveys or focus groups, it’s critical to check in with employees to see how they are feeling about the workplace and what they need to be engaged and successful in their roles.

4. Help your employees feel included at work and connected to each other.

Today’s employees are looking to employers to provide a sense of belonging and inclusion. The Society for Human Resources Management (SHRM) notes that employees want to feel that they can share individual perspectives and ideas, be authentic at work without negative consequences, and develop meaningful relationships with colleagues.⁵ Organizations can foster belonging and inclusion through Employee Resource Groups (ERGs), by practicing psychological safety on teams (see above), and looking for opportunities to connect employees socially, preferably in-person.

5. Care for employees’ whole lives.

Over the course of their careers employees will experience all sorts of personal challenges— financial difficulties, caregiving concerns, physical illness, and mental health and relationship issues, to name a few. It’s naïve to think that employees can leave these aspects of their personal lives at the door. While employers can’t prevent these concerns, they can provide benefits that care for employees’ total well-being. Examples include flexible schedules, caregiving resources (both for child and elder care), time off and leaves, a well-being program that includes help for managing chronic conditions, and mental health resources. This type of organizational care is essential to how employees experience the workplace and their resulting emotional engagement with the organization.

Corporate wellness challenges are a great way to help employees focus on their well-being, improve morale in the workplace, and increase connections between coworkers. But planning a successful challenge involves lots of choices. We’ve got you covered. Follow this template for how to plan and launch a wellness challenge for your organization.

Planning your wellness challenge.

Before you can implement a successful challenge, there must be a thoughtful planning stage. Here are some steps to establish a good plan for your challenge:

Step 1: Choose a wellness challenge topic.

The list of wellness challenge ideas is endless! Deciding which to implement depends on what’s important to your organization, its culture and values, as well as what’s meaningful to employees. Wellness challenges can focus on any dimension of well-being—from physical health to emotional health to financial wellness. Look at your organization’s health risk data to determine which topics may be most beneficial for your employees. Then, hold a brainstorming session with your team to develop a list of possible wellness challenge topics. Here are a few challenge ideas to get you started:

• Fitness: steps challenges, activity minutes, regular stretch breaks, strength challenges, increase movement throughout the day
• Personal: nutrition, hydration, sleep, mindfulness, gratitude
• Community: increase social connections, volunteerism, acts of kindness, environmental sustainability, social justice

Step 2: Pick your challenge format and duration.

Challenges can be individual or team-based. If you opt for a team-based challenge, use a gamification approach by having different locations, departments, or regions compete against each other. If you plan to offer multiple challenges over the year, mix it up by offering an individual challenge one time and a team challenge the next time. You’ll also need to decide the duration of the challenge. This depends on the type of challenge you offer, but 30-day, two-week and even six-week challenges are popular.

Step 3: Determine which group or groups will participate.

Identify your audience for the challenge. Will all locations take part, or just one specific location? Are significant others and families invited to participate? This is also the time to ensure that the challenge is accessible to everyone—especially if you have dispersed teams, such as office and remote workers.

Step 4: Establish how to track activity.

If you’re using a wellness challenge platform, many challenges come with pre-established rules and timelines. These platforms can also make it easy to track progress, such as how many steps teams take every week or how people are reporting their data.

However, if you’re creating a homegrown challenge or planning on implementing a smaller challenge, you’ll want to establish your own metrics and how they’ll be tracked. For example

• How often should employees record their progress? Daily? Weekly? Every two weeks?
• Will other forms of exercise, like biking, count in a steps challenge? If so, communicate the rules and where people can find tools to convert exercises to steps.
• Where should they track their steps?
• What is the criteria for challenge completion?

Step 5: Decide which rewards or incentives to offer.

Incentives encourage people to join and complete the challenge. Like the challenge itself, incentives should match your organization’s culture and values. Examples include:

• Points through your well-being program
• Paid time off
• A small token or gift card
• A t-shirt for the winning team
• An end-of-challenge celebration with healthy food
• Donation to a favorite charity

Launching your wellness challenge.

After you’ve planned what you want to do and how you’ll motivate employees to participate, it’s time to launch! Here are the steps to implement your wellness challenge:

Step 1: Identify champions.

Are there people in your organization who are already passionate about well-being? Ask them to champion your wellness challenge. Wellness Champions can lead teams, encourage their colleagues to get involved, and keep everyone motivated.

Step 2: Create a communication plan.

Good communication is the key to a successful challenge.

• BEFORE the challenge, get people excited using a variety of media—intranet, text, workplace social media, posters, flyers, and other communications.
• DURING the challenge, talk it up at town hall meetings, update rankings, and keep the conversation going in chat groups. Your wellness champions can be a big help here.
• AFTER the challenge, communicate results and thank everyone for participating.

Pro-tip: Use your communication plan to connect people to other relevant elements of your well-being program, like health coaching, health assessments, stress and resiliency resources, or financial wellness programs.

Step 3: Establish metrics.

Popular metrics include challenge registration numbers, completion rates, email open and click-thru rates, and year-over-year comparisons.

Step 4: Celebrate!

Formally recognize the end of the challenge with a fun in-person or virtual celebration to announce the results and award any prizes.

And finally, after the challenge has ended, send out a quick survey to help understand what worked, what didn’t, and what employees would like to see in the future. This is a great opportunity to get challenge ideas for the future, too!

Today’s employees want to work for organizations who care about their well-being. A wellness challenge is the perfect way to show employees you are committed to their health. You’ll also reap the benefits of increased social connections among coworkers and greater overall engagement with your well-being program. And remember, at the end of the day, the most important thing about a wellness challenge is simply to have fun while doing something healthy for your body and mind!

The Benefits of Wellness Challenges in the Workplace

A good way to spur engagement and increase employee connection is to hold a wellness challenge. Wellness challenges are events that focus on specific areas of well-being for dedicated periods of time and can be done individually or as part of a team. The challenge can center around any aspect of well-being—from physical health to mental health to social justice and the environment. At WebMD Health Services, our popular challenges among clients include steps, water intake, increasing fruit and vegetable consumption, and gratitude challenges.

Here are seven ways company wellness challenges improve employee health and well-being and benefit the organization.

1. Corporate wellness challenges bring employees from different parts of the organization together.

When everyone was in the office, we got to see coworkers from other departments in the hallway or cafeteria. Now, with so many people working remotely, it’s hard to keep up with those “weak ties.” A team wellness challenge with members from different cross-functional groups helps employees rekindle relationships with people beyond their immediate team and may even foster new relationships

2. A challenge is a great way to keep employees connected to the organization’s mission.

Employees—especially those in younger generations—want to feel that their work has meaning and is about something bigger than themselves. It’s an important aspect of feeling engaged with an organization, and it impacts retention rates. A wellness challenge that ties to either your corporate mission or a cause the organization cares about reminds employees why they chose to be a part of your company. Recently, we have seen wellness challenges focused on social justice, climate change, and sustainability.

3. Hosting wellness challenges demonstrates your commitment to a culture of well-being.

People are becoming more selective about the kind of employer they want to work for and are choosing jobs based on more than just pay or the role. They want to work for employers who truly care about their health and well-being. Regular wellness challenges show prospective employees that well-being is an organizational priority.

4. Workplace wellness challenges boost social connections among employees.

Remote and asynchronous work has only exacerbated the loneliness and lack of social connections many Americans experienced before the pandemic. Wellness challenges give people a reason to stay connected to their colleagues as they track their individual or team progress. As a participant in our client SummaCare’s challenge relates: “I had one teammate, Dawne, who consistently checked on the entire team every day, asking if we entered our steps, keeping us informed of where we were with our competitors and just encouraging us every day.”

5. You can increase overall engagement with your well-being program.

A wellness challenge is a great way to reap the value of your investment in a well-being program by exposing participants to all the resources it offers. For example, when participants log on to record their steps or water intake, they’ll see other programs that might be helpful to them. Or, they may start a conversation with a health coach to learn how to keep the momentum going after the challenge ends.

6. Wellness challenges provide the ongoing motivation and accountability people need to achieve health goals.

The saying “it takes a village” applies to well-being, too. Joining others in a wellness challenge keeps us motivated and accountable to our goals—whether that’s walking more, drinking more water, or taking time to meditate. Some wellness challenge teams stay together long after the challenge ends to continue benefitting from the group’s support.

7. Employees who participate in workplace wellness challenges often see improved quality of life.

Wellness challenges have something for everyone. For example, new exercisers can start a healthy habit in a non-threatening, fun way; regular exercisers can mentor team members and enjoy the mental health benefits of giving back to others. Bonds between coworkers might even get stronger—and we know that better work relationships help reduce stress and increase overall productivity. Finally, wellness challenges that get people outside offer the stress-busting and mood-boosting effects of spending time in nature.

Whether they’re part of your well-being program or a standalone activity, corporate wellness challenges are a great way to give employees the structure and support to achieve their personal well-being goals. Read on for our top wellness and fitness challenge ideas for the workplace.

Ideas for employee fitness challenges.

Fitness challenges are incredibly popular right now. They can help employees who have become more sedentary jumpstart a routine and provide ongoing motivation and encouragement for regular exercisers. Here are a few fitness challenge ideas:

Hiking.

If you’re an outdoorsy type of company and have access to some good terrain, host a hiking challenge. It’s best to hold this challenge over a longer period so employees have enough time to complete it. Some of our clients have created incredible hiking challenges for their populations, complete with a full list of local places to hike with varied levels of difficulty and trail lengths. With more options to pick from, more employees can participate at a level that works for their individual lifestyles and health goals.

Lunchtime stroll.

Get employees walking during lunchtime. This works for both in-office and remote employees. This option can also be great for individual teams to start as well. Leadership can encourage managers and coworkers to tally the most walking meetings or lunch breaks to encourage people to step away, get some fresh air, and come back relaxed and motivated.

Office fitness ideas.

For organizations that are 100% in-person, you might host a stairs challenge, where employees tally the number of times they use the stairs at work versus the elevator. A get up and move challenge encourages employees to get up from their workspaces and move for a few minutes every hour. Stretch break challenges are also a fun way to get people to stand and stretch throughout the day or during long meetings. For more physical challenges, consider:

• Squatting or planking. Have employees commit to doing a certain number of squats or time spent holding a plank. I love a good wall squat during the start of a meeting!
• Strength workouts. Ask people to tally the number of strength workouts they do per week. Of course, core workouts count here, too!
• Take advantage of warmer weather and summer vacations to host a swim challenge. Employees can complete at home, in an ocean or lake, or at a fitness center.
• Workout streak. Ask employees to record the number of days in a row they’ve done some sort of workout—whether it’s cardio, yoga, or even stretching.

Ideas for team wellness challenges.

Hosting a team-based challenge is a fun way to boost morale and employee engagement, connect people from different parts of the organization, and get some healthy rivalry going. What’s great is that technology makes it possible for people from different geographic locations to compete on the same team—so someone in Boston could be virtually tallying steps alongside someone in Hawaii. Here are some group health challenge ideas that work well for dispersed teams.

Walking.

Steps challenges, like our Invitational Team Steps Challenge, allow participants to compete in small groups to tally the most steps per week. These are always a hit for both our own staff and our clients. In fact, we even hosted the Invitational twice this year to help our teams get outside, get social, and engage in a little good-natured competition.

Steps challenges work well for all fitness levels and departments within an organization. Employees can use their own pedometers, steps-tracking app, or exercise converter—like switching biking mileage to steps walked—to record their progress. As many of our clients have discovered, a steps challenge is a great way to give people in different business units or offices the chance to connect and compete together.

Nutrition.

What we eat not only affects our physical and mental health, but impacts our planet, too. Examples of healthy eating challenges include a clean-eating challenge where participants pledge to eat only whole foods for a certain amount of time, or a plant-based eating challenge where employees log the number of plant-based meals they eat for a month. Host a healthy lunch competition where employees note the number of healthy lunches brought from home. Get folks to up their produce intake by recording the number of fruits and vegetables they eat.

Volunteerism.

Studies show that when employees participate in volunteer or workplace giving programs, they not only give back to the community, but are also more likely to feel committed to their company.¹ So why not create a challenge to log the greatest number of volunteer hours or donated items, like a clothing or food drive? Doing these activities together also boosts social connection, which we know is critical to our well-being.

Social justice.

One of our clients recently combined social justice with a four-week steps challenge. They encouraged participants to get their steps in by taking a digital cross-country journey to important locations in the racial justice movement. When they virtually reached each area, they received a link to a podcast from the client’s “Racial and Social Justice Action Toolkit,” where they got to learn more about the significance and impact that area had on the social justice movement. It was extremely successful, and they plan on doing another theme-based challenge later.

Ideas for individual wellness challenges.

Sometimes it’s just not feasible to run a team-based challenge. And, if you host multiple challenges during the year, you’ll want to have a mix of team and individual events. Check out these ways employees can focus on individual behaviors that lead to better health. Note: Many of these individual challenges are also more inclusive and accessible to people of all abilities.

Hydration.

The benefits of drinking water are well-known, yet many of us still don’t drink enough. Tracking water intake is a great personal challenge that’s easy to record and reward, and works well for remote workers. For those in the office, make it fun by posting signs directing people to the water cooler, or give everyone—remote workers included—a reusable water bottle to kick off the challenge.

Meditation and mindfulness.

Many of us are reluctant to start a meditation practice or don’t think we have the time, so hosting a meditation challenge is a way to encourage people to try it out and see if it benefits them. Provide access to meditation sessions via your well-being program or an app, and reward employees for achieving a certain number of meditation minutes or sessions per week.

Sleep.

Experts say one of the most important things we can do for our health is to get more sleep. In a sleep challenge, employees log the number of hours they sleep each night and try to achieve a specific goal. For example, if they typically average about five or six hours a night, their goal might be to sleep for seven hours. Combine the challenge with education around good sleep hygiene and how to create a sleep ritual to kickstart more healthy sleep patterns.

Social connectedness.

Keeping coworkers connected when some are in the office and others work remotely isn’t easy. Challenges that get people to have more interactions with colleagues can help. For example, you could have people tally the number of coworker connections they have over a certain period. This could include things like virtual water cooler chats, meet-ups after work, participating in a virtual bingo or trivia event.

Gratitude.

Psychologists have documented the positive effects of practicing gratitude on our emotional and physical health. Give everyone a small notebook at the beginning of the challenge and ask folks to record the things they’re grateful for. At the end of the challenge, you could create a gratitude wall—in-person or virtual—that allows participants to share entries if they want to.

Financial wellness.

Worrying about finances causes stress and can even make us sick. Get employees more engaged with your financial wellness program by creating a challenge that rewards people for attending a workshop, completing online education courses, or meeting with a financial advisor. Given our current environment, this type of challenge may be more popular than you think!

Acts of kindness.

Scientists have found that practicing random acts of kindness can actually reduce stress, boost our immune systems, and help reduce negative emotions such as anger, anxiety, and depression.² Have employees record the acts of kindness they perform over a month. For example, our employees share photos in a chat channel proving their act of kindness—adding a book to a little library, paying for the coffee or meal for someone behind them in line, picking up trash at a local park, donating to a food bank, volunteering at an animal shelter, things like that. You could also weave in self-care, which is perhaps the most important act of kindness!

Sustainability.

Challenges that focus on eco-sustainability are popular right now. For example, focus on reducing plastic consumption by not using plastic wrap or purchasing plastic water bottles. Encourage walking or biking to work or to do errands. Create a challenge around recycling or composting. Get people to eat locally by visiting farmers’ markets and posting the snacks or meals they make with their local foods. All of these activities can be tallied and rewarded with a small token, like a reusable shopping bag or water bottle.

For companies who want to help employees focus on their well-being and improve engagement and employee connection at the same time, workplace fitness and wellness challenges are a great idea. If you’d like some help setting up your next wellness challenge, visit our website or contact us at connect@webmd.net.

We know from our own research that Gen Z is faring the worst of all the generations when it comes to mental health, social well-being, financial well-being and a positive employee experience.

So, it’s critical to address these well-being needs with programs to support mental health, financial wellness, and social connectedness in the short-term.

But what is it about this generation that we need to pay special attention to as we consider what well-being programs will look like in the next few years?

They expect employers to be involved in less traditional aspects of well-being.

Members of older generations may view the recent expansion of well-being to include more holistic offerings as “nice-to-have” benefits. Not so for younger generations. These employees expect employers to be involved in their lives outside of the workday. They want programs to help with mental and emotional health, financial wellness, flexible work, time off to volunteer, and onsite daycare and fitness centers.

They want to work for a company that supports the causes they care about.

Younger generations are known for being passionate about climate change, social justice, and diversity and inclusion. They’re also more community-oriented and empathetic to others’ unique experiences—which means they may be more inclined to work for a company that supports diversity and broader social causes. Our research indicates that this could translate into expectations for things like pain medication addiction support, LGBTQ resources, and caregiver support.

They want to be able to access well-being and benefits information quickly.

Digital natives, members of Gen Z have grown up with information at their fingertips, so they like it when things are quick and convenient. If they have to dig deep to find information on well-being programs, they are likely to just give up before they even begin. Organizations must make sure their well-being benefits are easy to find, regularly promoted, and easy to use.

They will require more than a traditional EAP.

The pandemic has thrust EAPs into the spotlight as employees seek more support for mental health. For younger generations, though, the EAP may not be enough. We feel there are other programs that organizations should offer that will resonate more with younger generations. These include meditation apps, resilience training, educational workshops to reduce mental health stigmas in the workplace, mental health coaching, and mental and emotional health podcasts.

The good news? If you offer it, they will use it.

Younger generations are more likely than any other generation to actually use the well-being benefits you provide. For example, having grown up with elevated levels of anxiety and stress, Gen Z employees don’t feel the same type of stigma when it comes to mental health. They are more open to talking about these issues and seeking help when they need it.

Nearly 75% of Gen Z college students will graduate with student loan debt, so they are also extremely likely to take advantage of benefits like student loan repayment programs and financial wellness education.

When it comes to caregiving, this generation has witnessed firsthand their “sandwich generation” Gen X parents simultaneously caring for children and older relatives. It’s no surprise then that 64% of Gen Z respondents in our study indicated that employers should offer caregiving benefits, and will probably use them when the time comes for them to need these programs, too.

While younger generations may seem demanding, it’s not that they want more when it comes to well-being—it’s that they actually need more. If your organization is actively recruiting younger employees, it’s time to think about how you will address their unique well-being needs. Given the correlation between healthy, engaged employees and the bottom line, it will be time well-spent.

The importance of social connections in the workplace

Loneliness, isolation and alienation are on the rise. U.S. Surgeon General, Dr. Vivek Murthy, has characterized loneliness as an epidemic and released an advisory on the issue because of the importance of social connections for individual and societal health and well-being.

The problem of loneliness is also spilling over into the workplace. Even before the pandemic, Cigna conducted a study on loneliness and found that 1 in 3 people reported feeling a general sense of emptiness (35%) or disconnection from others (37%) when they are at work; 39% felt the need to hide their true self when at work.

The data is alarming because of the impact it has on not only individuals, but the organization as a whole. Workplaces with a strong culture of connection and belonging generally see greater engagement, productivity and worker well-being.

How social connections change the workplace dynamic

The pandemic proved that many types of work can be done remotely, and scores of organizations continue to offer fully remote or hybrid work arrangements to employees. And while the lack of a commute has given workers more time in the day and more flexibility, it has come at a cost: many say bonds between co-workers have weakened and the quality of relationships at work has suffered. Not surprisingly, lonely employees are more likely to be disengaged and feel burned out. They are not as motivated to be productive and go the extra mile.

The impact of social relationships in the workplace

Relationships are critical to our sense of connection and belonging at work and are one of the foundational elements of a successful organization.

• The Gallup Organization routinely measures the impact of social relationships in the workplace via its “best friend at work” proxy. Gallup maintains that having a best friend at work is strongly linked to employee engagement and job success. Employees who have a best friend at work are significantly more likely to engage customers and internal partners, get more done in less time, innovate and share ideas, and have fun at work.¹
• A Society for Human Resources Management (SHRM) report, Loneliness and the Power of Casual Collisions, found that compared to onsite and hybrid workers, remote employees report they less often consider their co-workers to be friends. And, according to SHRM, when workplace loneliness becomes chronic, it diminishes performance and commitment.
• A 2023 Workplace Romance & Relationships Survey conducted by SHRM found that organizations that encourage friendships may have a competitive edge: increased retention rates. The study also found that workers with close friends at work are more likely to say they feel a strong sense of belonging at work (80%) and report more satisfaction with work (86%).

The connection between social interaction and employee well-being

Dr. Murthy has written extensively about the impacts of a lack of social connection on our health and well-being. He points to numerous adverse physical outcomes like a greater risk of cardiovascular disease, dementia, stroke, and premature death. One of his most eye-opening and oft-cited remarks is that a lack of social connection can increase our risk for premature death as much as smoking up to 15 cigarettes a day.

There are also mental health implications of poor social connections. Studies conducted by Stanford University found that people who feel more connected to others have lower levels of anxiety and depression. There is also evidence that these people have “higher self-esteem, greater empathy for others, are more trusting and cooperative and, as a consequence, others are more open to trusting and cooperating with them.” As the article states, “social connectedness generates a positive feedback loop of social, emotional and physical well-being.”²

All of this reinforces the notion that employees who are more socially connected not only reap the benefits of this increased connection themselves, but employers also enjoy the benefits of a healthier, more collaborative and engaged workforce.

Creating a healthy organizational culture

There are numerous ways to create a more connected work environment. From engaging leadership to being intentional about bringing employees together in a meaningful way, you can create an environment where employees feel they matter to one another and the organization.

The role of leaders in fostering meaningful connections

Leaders play a critical role in increasing social connections among employees. It is their task to make social connection a strategic priority from the top down. Modeling pro-social behaviors themselves, promoting stress awareness, openly communicating, and sponsoring and participating in activities that foster social connections, can help leaders create a culture of meaningful connection.

Strategies for promoting social engagement

• Schedule days/times when everyone is required to be in the office to allow for more collaboration and connection. Ensure that there are opportunities for meaningful engagement by scheduling team-building activities on those days.
• Create effective communication with hybrid and remote workers. Use technology like Slack, Microsoft Teams and other tools to provide a platform for people to easily connect.
• Educate employees about the importance of social connection for workplace well-being, health, productivity, performance and retention. Allowing people to bring their authentic selves to work is also critical.
• Encourage activities that allow people to connect with one another as whole people, not just in terms of the role they play at work. These could include coffee meet-ups, after-work events, or volunteering activities.
• Increase representation from cross-functional areas on projects to broaden employees’ exposure to co-workers beyond their teams.
• Don’t neglect mentorship. Pairing colleagues with those who have more experience is a great way to foster connection and help workers increase their network of co-workers and friends.
• Allow employees to maintain connections outside of work by respecting boundaries between work and non-work time, honoring caregiving responsibilities, and supporting hobbies.

Benefits of social connections among employees

There are many benefits of increasing social connections among employees.

• Productivity: Employees who feel connected to their colleagues are more likely to work well together and be productive.
• Turnover: Connected employees are more loyal and less likely to quit, helping the employer avoid high employee turnover costs.
• Engagement: When employees are connected, they’re more likely to be satisfied with their jobs.
• Well-being: Positive social connections can improve employee health and well-being, guard against workplace stress and anxiety, and reduce absenteeism and presenteeism. Happier and healthier employees are also less likely to incur high medical insurance costs.

Alleviate the mental health consequences of social disconnection

Having strong social connections in the workplace can help improve mental health by alleviating stress and loneliness. When employees have colleagues they can confide in and lean on in difficult times it can be easier to navigate the ups and downs of work. Social connections can also foster a greater sense of purpose, which is one of the common causes of burnout. There’s even evidence that increased levels of social interaction can reduce inflammation, which has been linked to depression.

Increase job satisfaction and employee morale

Having positive social connections at work can result in increased job satisfaction. Employees who feel valued and connected to their peers are also more likely to enjoy their work, be more productive and remain engaged. This can lead to greater employee retention, which translates to real savings for employers.

Create synergy between workers

Increased social connections at work don’t just benefit employee health and well-being. They can also have a direct impact on the quality and timeliness of work. Teams with a high level of connection generate more innovative ideas and have better problem-solving skills. They thrive on the open exchange of ideas that increased social connection can unleash. When teams trust one another, there’s a greater sense of psychological safety and willingness to take risks.

Curious about more ways to improve social connections?

It’s been said that the quality of our relationships determines the quality of our lives. Our degree of social connection both inside and outside of work can have a profound effect on our physical and emotional well-being. Because we spend so much time at work, it’s important for employers to focus on what they can do to enhance connections among colleagues in order to improve workplace culture and reap the benefits of a happier, healthier and more engaged workforce. If you want more ideas for how to improve social connections at work, check out our free tip sheet below.

Improving work-life balance seems overwhelming, even under normal circumstances. But it doesn’t have to be. Right now, more and more employers are realizing that their employees are feeling stressed, burned out, and exhausted in every aspect of their lives. And since employees spend most of their weekday working, it’s critical organizations take steps to help their employees balance their work and life again.

What is work-life balance? And is balance actually achievable?

Work-life balance means maintaining a good equilibrium between the demands of work and the demands of a personal life, which may include family, friends, hobbies, and other activities that contribute to a well-rounded existence.

But “balance” may not be the exact right word. Achieving balance implies that there is a point in time where work and life get equal attention. In reality, demands on either side tend to ebb and flow, so perhaps work-life harmony, integration, or flex are more apt terms.

The boundaries between work and life have changed dramatically over the years.

To understand how we’ve come to a place where work and life have become harder to separate, it’s helpful to think about how work has changed over the last two centuries.

During the Industrial Revolution work largely moved outside of the home and into the factory. And while the conditions and hours weren’t great, this arrangement at least afforded workers a decent separation between their job and their home life.

Even when “office work” became prevalent in the 1950s, a defined nine-to-five workday and the inability to truly take work home helped to keep this boundary largely intact. But, with the advent of the personal computer, a network connection to the office, and now the mini-computer in our pockets (our phones), there just isn’t a time or place where work cannot conceivably get done—which is a real problem for our well-being.

The pandemic threw a new wrench into the ongoing work-life struggle.

Although essential workers continued to report to a physical workplace—often at great cost to their physical and mental health—those who could work from home during the pandemic did so. Suddenly, the lack of a commute and having to “get ready” for the office freed up time for other pursuits, like exercise, hobbies, and more family time. In fact, Pew Research found that 64% of those who didn’t work from home before the pandemic said it was easier to balance work with their personal life.

But on the flip side, without a commute and an office we also lost those natural boundaries, leading to longer workdays and the feeling that we could never really disconnect from work. And, for caregivers, the concept of “more time in the day” never materialized due to childcare shortages, which persist even now. We need only look at rising rates of burnout and depression, and recent phenomena like the Great Resignation and “quiet quitting,” to appreciate that workers continue to struggle to find the right balance between work and life.

Here are eight tips employers can use to improve work-life balance for their employees:

1. Encourage company leadership to model and promote work-life balance behaviors.

As we’ve been discussing in our blogs on stress and burnout, leaders and managers set the tone for how well the organization lives into its pledge to maintain healthy work-life boundaries. Researchers from ideas42, a nonprofit that uses behavioral science to solve real world problems, noted this about leaders: “While they expressed a desire for better work-life balance — if not for themselves, at least for the rest of their staff — they were often among the worst offenders, texting at 9 PM, emailing over the weekend or at night, and rarely taking vacation.”

Does this ring true for your organization, too? Modeling appropriate work-life balance starts at the top, so urge leaders to examine the signals they might be sending to their staff members. You can even ask leaders to create visible boundaries, like blocking time for family or exercise on their calendar. Once employees see their leadership team taking time to manage their home lives, they’ll feel more empowered to make their own boundaries and begin balancing work and life.

2. Bury the “busyness culture” and share a new vision of what an ideal worker looks like for your organization.

In the U.S., we suffer from a “work first” culture which means “work is presumed to be the dominant force in our lives,” according to organizational psychologist, Adam Grant. This often translates to viewing long hours as a badge of honor or a measure of dedication to the job. Grant also notes that the perceived need to “keep monitoring our communication channels, ready to drop everything at any time” interferes with our ability to make space for leisure and rest and can contribute to work-life imbalance and burnout. This is why it’s so important for managers and co-workers alike to set and respect boundaries around response time, non-work hours, and time off.

As this Harvard Business Review article points out, perhaps it’s time to communicate that “an ideal worker in the 21st century is someone who does great work, is well-rested and healthy, and has a great life outside of work.” As a well-being organization, that is definitely a sentiment we support!

3. Ask, “Do we really need a meeting for this?”

Take a hard look at your organization’s meeting culture. If employees’ calendars are filled with back-to-back meetings, consider alternative ways to seek input or decisions. Have managers hold “office hours” so anyone can drop in and get a quick question answered. Teams could schedule Slack chats for a certain time of the day to brainstorm with co-workers. The point is to make meetings time well-spent, leaving room in the day to do focused work. That way, employees don’t feel like they must work late to catch up on projects they couldn’t work on during the day.

4. Be the company that every parent wants to work for.

One of the pandemic’s silver linings was that having a family—and being open about it to colleagues and managers—was no longer considered taboo. What a great thing for working parents! Companies began implementing free back-up childcare, company-sponsored remote learning pods, flexible work hours, sabbaticals, and extended paid family leave.

Don’t abandon these types of work-life supports even though the pandemic is over. If organizations want to keep their best employees—many of whom have children—they should maintain these safety nets to foster a better work-life balance.

5. Consider the “fake commute.”

If you work from home, gone are the days of listening to a podcast or music during your commute, which served as a healthy buffer zone before and after our busy days. Now, you start Zoom meetings shortly after waking and don’t stop until the sun has set. Some have combatted this problem by adopting a so-called “fake commute.” A short drive to grab coffee before starting work gives us some time to ease into the day; a 30-minute walk at the end of the day sends our bodies and brains the signal that it’s time to stop working.

6. Bring back the lunch hour.

Sure, some days we eat at our desks, but working in the office gives us the chance to grab a bite in the cafeteria or at a local restaurant. Make sure to take advantage of that! If you’re working from home, there’s seemingly no reason to stop working just to eat. And sometimes, we feel like we have to eat at our desks so we don’t miss any important emails.

But taking this break is essential. First, it’s a chance to give our eyes a rest from our screens. Second, it encourages us to take a break away from work to reset and recharge. Doing this can help people come back to their job feeling productive, engaged and focused. If your organization needs help convincing employees that it’s okay to step away, try mandating no meetings between 12 and 1.

7. Embrace flexibility in the workday

It’s importance to provide workplace flexibility. Allowing employees to set their own schedules can help alleviate some of the pain points of work-life integration. It enables parents to be there for school drop-off or pickup; lets caregivers attend doctor appointments; and helps employees manage a chronic condition or undergo regular medical treatments. It also allows people to work during the hours when they feel most productive. Compressed workweeks (same number of hours in a shorter time period) and four-day work weeks are more radical approaches to flexibility that are working for some organizations.

We also need to allow for more flexibility to take breaks during the workday. A team of researchers found that to build resilience at work we need to have both internal and external recovery periods. This means scheduling breaks during the workday for rejuvenating activities like walks, stretching, exercise, or meditation (internal recovery), and ensuring that employees also get enough free time at night, on weekends, and on vacation (external recovery).

8. Put supports in place to make it easier to take paid time off.

One of the reasons people cite for not taking a vacation is that it’s too stressful to make sure every aspect of work is buttoned up before leaving—not to mention the full screen of unopened emails we face when we come back. How about building in a paid transition day before and after vacation so that it’s less daunting? Or we could simply designate those buffer days as “vacation prep days,” where we don’t take meetings and block our calendars for focus time.

And at the end of the day, we all deserve a break. Just because we may not be traveling right now or taking the vacations we dream of, it’s still important to schedule time off. Even if we just lounge in our homes for a couple of days, it can do wonders for our mental health and productivity levels. So, encourage your employees to continue taking time off for rest, relaxation and self-care.

Building a Work Culture that Promotes Work-Life Integration

Of course, we’ve just scratched the surface in terms of what employers can do to inject more work-life harmony into employees’ lives. But, at its most basic, creating a work culture that fosters better integration between work and life is just about acknowledging that people are humans first, workers second.

Laura Fuentes, executive vice president and chief human resource officer at Hilton, sums it up this way: “People are looking for a human experience at work. They don’t want a work experience. They don’t want life to fit into a good job. They want work to fit into a good life.”

This sentiment can serve as a good guide as we continue to work on implementing new policies, benefits, and ways of working that foster better work-life integration and lead to healthier, happier, more productive and engaged employees.

If you’re interested in learning how to better support the well-being of your workforce, visit our website or contact us at connect@webmd.net.