2024 was another challenging year for the workplace, resulting in the lowest levels of employee engagement we’ve seen in over a decade. Employers recognize that this unsettled environment is taking a toll on employees and now see well-being as an integral part of their workforce strategy.¹ In 2025, we’ll see employers remain committed to their investments in workplace wellness. Let’s explore a few areas where we predict employers will focus their efforts.

Trend #1: Burnout is real.

WebMD’s Center for Research conducted a study and found a third of all employees are experiencing persistent burnout. Employee perceptions of burnout also increased by over 25% from 2022 to 2024. Our research found increased levels of burnout among members of Gen X, senior managers and director level employees, and those working onsite versus more flexible work arrangements (e.g., hybrid).²

We defined burnout based on four primary dimensions: feeling emotionally drained, feeling negative about work, feeling unable to have an impact and feeling overwhelmed with workload. It’s not the day-to-day, short-term stress or pressures we might occasionally feel, but rather is something that is chronic, intense and unrelenting.

We know that individuals who experience burnout have higher absenteeism, decreased productivity, an impaired quality of work, and are more likely to be looking for a new job. Unfortunately, most employees say they don’t think their company is doing enough to prevent and improve burnout. To really move the needle on burnout, attention needs to be paid to both the employee-centered factors and to organizational-level factors.

So how will employers respond? We expect them to:

• Work to understand how burnout shows up within their organization and the driving forces around why it’s happening.
• Examine the work environment, workload, and managers’ expectations; create clarity around what is expected for the individual and their work.
• Dig into leadership strategy to understand the important role leaders play in setting the tone for how work gets done (see also Trend #4).
• Pay attention to employee voice, focusing on culture and fostering community through a holistic listening strategy so employees feel heard, seen and valued.

Trend #2: Benefits to support women’s well-being across their lifespan.

With five generations of women now in the workforce, there is a wider range of women’s health care needs employers must consider when developing their workplace well-being and benefits strategy—from the childbearing years to menopause and beyond.

Most organizations support the childbearing years well, but until recently we’ve not seen the same level of support for menopause and caregiving benefits. Over two million women enter menopause each year in the U.S.³ By 2030, the world population of menopausal and postmenopausal women is projected to increase to 1.2 billion, with 47 million new entrants each year.⁴ Women going through menopause are the fastest growing demographic in the workforce, and it’s estimated that 85% of women experience menopause symptoms at work⁵, impacting their overall productivity. Health care spending for women is also 21% higher than for men. So, with this as a backdrop, we’ll see employers:

• Continue to support women with preventive care, pre-conception planning, fertility benefits, and post-pregnancy support.
• Add new benefits to support the menopausal years, which might include access to Hormone Replacement Therapy (HRT), flexible work arrangements, and workplace accommodations.
• Raise awareness of menopause as a business issue, begin to normalize conversations about menopause and aging, and train managers to be supportive.
• Offer holistic caregiving support that includes resources for childcare and elder care, parental leave for new mothers and fathers, and family caregiver leave.
• Listen to what employees are asking for when it comes to the full spectrum of women’s health care needs.

Want to learn more about how to support menopause in the workplace? Check out our E-book: The Importance of Being a Menopause Friendly Workplace.

Trend #3: AI may be a potential catalyst for change in employee well-being.

We included AI in our trends list for 2024 and it’s obvious that this will be an ongoing topic of interest. As we look to 2025, we recognize the potential for AI to enable transformative innovations in the field of workplace well-being. Like last year, there’s still caution and reservation around applications of AI, especially when it comes to privacy, inappropriate use of data, and bias—and employers will need to overcome employees’ potential mistrust of AI. While we don’t expect organizations to use AI to replace the more clinical aspects of well-being, we do expect it to support the operational and the administrative aspects of their strategies, including:

• Optimizing the well-being experience using data analytics and aggregation to support personalized solutions and enable targeted communications;
• Helping with benefits administration and increasing benefits awareness; and
• Working closely with vendors to understand how and where AI is being used in their solutions.⁶

Trend #4: The role of leadership in fostering a culture of well-being.

Leaders have a profound impact on the success of employee well-being in any organization. When leaders prioritize well-being, it signals to employees that their health and happiness matters. This is critical because employees who feel their employer cares about their overall well-being are three times more likely to be engaged at work, less likely to report experiencing burnout, and more likely to be thriving in their overall lives.⁷ They’re also less likely to actively search for a new job, and five times more likely to strongly advocate for their company as a great place to work.⁸ What are the actions we’ll see to equip leaders with the skills to support employee well-being in 2025?

• Encourage open dialogue and communicate the importance of well-being to the entire organization.
• Create safe feedback loops for employees to share their opinions with leaders (employee listening).
• Include well-being in leadership training.
• Model the healthy behaviors they want their employees to practice and recognize leaders who prioritize well-being.
• Introduce accountability for well-being outcomes in performance plans.

Moving Forward

2025 holds a wealth of opportunities for organizations to elevate their corporate well-being strategies and create workplaces that prioritize and nurture the health and happiness of their employees. By embracing these workplace wellness trends, organizations can chart a path forward where well-being isn’t just a buzzword, but a fundamental pillar of organizational success.

The benefits of mindfulness.

Mindfulness, or meditation, is all about paying close attention to what’s happening in the moment and being present. This forces our brain to calm down. As one of our Health Coaching Supervisors likes to say, “Mindfulness gives your brain a break. We have so many to-dos running through our heads and things we can’t forget. Practicing mindfulness gives our brains a little vacation, even if it’s for a moment.”

In addition to the mental benefits of reducing stress and decreasing anxiety, mindfulness also has physical benefits. Studies show that mindfulness could cut down on symptoms of irritable bowel syndrome and migraines. Mindfulness has also been associated with lower blood pressure and blood sugar, better heart health, and can even improve sleep quality.¹

Why our mindfulness attempts often fail.

In our society, we gravitate towards instant gratification. A Harvard Business Review article about mindfulness gives a good example of this attitude in action: when we work out, we feel tired and our muscles get sore, so we see this as an immediate sign that we are getting stronger. Mindfulness, however, takes time and a sustained commitment to see long-term results. People may give up because they don’t see positive impacts right away.

In the beginning, it may be hard to sit still and not be distracted by the thoughts running through your head or the noises around you. But, experts say this shows that you are on the right track and that your mind is in the process of learning how to calm down.

In the Harvard Business Review article, mindfulness expert Matthias Birk sums it up this way: “You have to do it, and you have to do it regularly — including when you don’t feel like it, so that over time your easily distractable mind learns to rest in open awareness, without constantly attaching to the next thought that comes by.”

Tips to make the mindfulness habit stick.

Mindfulness experts recommend these ways to make it a habit:

• Identify your “why.” It helps to pinpoint one reason why you’ve chosen to be mindful. Maybe you want to feel happier, calmer, be more focused or less stressed. Reminding yourself of this “why” can help you keep the commitment going.
• Set aside a designated time. As with most new habits, we need to commit to a particular time of day to engage in the practice. Just like with physical fitness, it’s good to block time on a calendar.
• Be OK with imperfection. Again, becoming mindful doesn’t happen overnight. When you first start out, you should expect your mind to be busy and easily distracted. That will lessen over time.
• Try not to judge. There is no such thing as good or bad meditation, or succeeding or failing. Even the sessions you feel “didn’t go well” are helping.
• Be patient. Meditation is a journey, not a sprint. The benefits will be realized gradually over time.

Benefits of mindfulness in the workplace.

Some of the benefits of mindfulness for the individual also translate to the workplace. When employees practice mindfulness, we often see:

• More empathetic leadership, a critical quality for leaders today. In “Why Leaders Need Meditation Now More Than Ever,” Matthias Birk reasons that “one of the most important advantages of meditation is that it allows us to step out of our own survival centric thinking and connect with others empathetically.”
• Better mental health. Recent data from the American Psychiatric Association finds 43% of U.S. adults felt more anxious in 2024 than they did the previous year, up from 37% in 2023.² Mindfulness has been shown to reduce anxiety and depression, so anything we can do to support employees’ mental wellness is a win.
• Improved productivity and creativity. Meditation improves focus, which leads to greater productivity and might even inspire creativity.
• Better teamwork. Studies show that meditation reduces aggression and irritability, which may improve our relationships at work.
• Greater employee engagement. Mindfulness is known to create feelings of happiness, which may, in turn, lead to greater satisfaction on the job and overall employee engagement.

We’ll leave you with some inspiration.

A WebMD Health Services health coach shares her own mindfulness practice and offers some encouragement for those just starting out:

“I like to give myself a mindfulness break first thing when I sit at my desk. I try to notice three things: something I see (like a bird outside), something I hear (like the coffee pot brewing), and something I can touch (like the softness of the sweater I am wearing). There are lots of ways to take these “brain breaks” of mindfulness—taking deep breaths, closing your eyes, and picturing a favorite spot. The key is to remember that mindfulness can be practiced anywhere and at any time. The more you take those breaks, the faster your body will accustom itself to letting your thoughts go, even for a few minutes.”

We’re feeling inspired already! If you are, too, then perhaps include an article about starting a mindfulness habit in your January employee well-being newsletter. Feel free to use these tips. It’s the perfect way to show your organization’s support for employee mental health.

The benefits of having a workplace well-being program are well-documented. Improved employee engagement, greater productivity, lower healthcare costs, better retention, and generally happier employees top the list. In fact, a recent survey by Aon found that improving employee well-being can boost company performance by 11% to 55%.¹ There’s also data that shows the costs of not focusing on employee well-being, namely the $322 billion every year in lost productivity due to burnout.²

Statistics like these, combined with research that shows employees now expect employers to be involved in multiple aspects of their well-being, means a robust well-being program should be at the top of the priority list. If you are looking to incorporate more ways to support your employees, you’ll find some great health and wellness tips for the workplace here.

20 Wellness Tips for Employees

If you have a workplace well-being program, you may already have access to a whole toolbox of solutions you can tap into to help employees. Here are some ideas that focus on mental, physical, financial and social well-being…

1. Get outside during the work day. Just 10 minutes of fresh air and sunlight can do wonders for our energy and mood.
2. Have lunch with coworkers. Encourage employees to make an effort to set aside at least 20 to 30 minutes to eat with a colleague if in person. If they are remote, suggest they FaceTime a colleague and eat lunch away from their desk.
3. Move closer to the light. While not every employee can sit by a window, there are likely spaces in the office – like common areas – where employees could bring their laptop and work for a few hours to get more light exposure. If all else fails, invest in some light therapy boxes that mimic outdoor light.
4. Lean into flexible hours. Many workplaces have become much more open to flexibility, so if starting later improves people’s moods, allow it! A shortened or compressed workweek may also give employees the chance to get more outdoor recreation on their off days.
5. Host a wellness challenge. Wellness challenges offer double the benefits: they get employees moving and boost social connections in the workplace. We’ve got some great workplace wellness challenge ideas that work in any weather.
6. Plan workplace events. Organize some fun activities like restorative yoga classes, healthy cooking demonstrations or contests, or awards for the best “hygge” workspace.³
7. Focus on good sleep hygiene. Offer employees tips for a wind-down routine, optimal sleeping temperature, and when to nix the screens. Many well-being programs have a sleep program you can promote.
8. Spotlight wellness in your corporate communications. Include relevant and timely content in your newsletters and town halls. Give managers employee wellness tips they can include at the start of team meetings.
9. Remind employees about the EAP’s services. Most EAPs offer a number of free counseling sessions that can help employees, depending on their unique needs.
10. Encourage exercise. Let employees know it’s OK to weave in exercise throughout the work day. Lunchtime workouts, walking meetings, and quick stretch or jumping jack breaks can boost energy.
11. Help with nutrition. Health coaches, weight management programs, and digital tools all provide nutritional support based on an individual’s needs and interests.
12. Promote mindfulness and meditation. Give employees access to apps or host a group mindfulness webinar or in-person event.
13. Enlist the help of health coaches. If your well-being program includes access to health coaches, program coordinators or program managers, ask them to deliver a webinar or lunch-and-learn on a specific topic. This is also a good time to promote the 1:1 support corporate health coaching provides.
14. Foster social connections. Set aside time for intentional connection with coworkers via in person or virtual water cooler chats, BINGO, or trivia games.
15. Rethink the afternoon coffee break. While caffeine can help counteract the sleepiness we sometimes feel, too much can disrupt sleep patterns. Make sure the break room offers herbal tea and energizing snacks to get past that mid-afternoon slump.
16. Offer financial coaching. Sessions could be in-person, over the phone, or via video with a financial professional. If you have a 401(k) program, ask if they have a resource for these kinds of sessions.
17. Examine leadership culture. Urge leaders to examine workplace practices that might be contributing to poor employee well-being. Examples include the expectation to be always “on,” lack of support for taking time off, and not getting to know employees on a more personal level. 
18. Volunteer together. Plan an event that gives the team a chance to bond while doing good. Organize activities that match your company’s mission or sustainability goals or find a local organization you can develop an ongoing relationship with.
19. Carve out time during meetings to connect. Urge managers to spend time getting to know the non-work side of team members. Devote the first five minutes of group meetings to a quick catch-up.
20. Got extra budget? Embrace each season with creature comforts. For example, in the winter, send employees a “welcome winter” kit with a special mug, tea, cozy throw, or woolly socks.
    

As you seek to create a culture of well-being in your workplace, giving employees support for health and wellness is just one more way you can help.

John Harrison

President and General Manager

This is a book I stumbled upon in the last few years and really enjoyed. As a big fan of improvisation, and how the need for it is ever-present in our lives, both personally and professionally, I found this book to be an easy read with impactful tips and tricks. Much of its value can be summarized in this image.

find on amazon

Shelley Blouin

Group Vice President, Technology

This book teaches you to know yourself. To be a good leader, you need to recognize you are not necessarily good at everything. In fact, there are a ton of things you shouldn’t even try to do! Since reading this book, I’ve learned to focus on what I can bring to the table so I am my most authentic self, as well as what I should look for in others to round out my team. It truly changed my management style and how I approach things in other aspects of life. 

find on amazon

Bruce Foyt

Vice President, Partnerships

This book is a pager turner and once I started reading, I couldn’t put it down. The author is a master in the art of negotiations and takes a methodical perspective that is simple enough to follow and understand, but also tied to real life examples that can be applied at work and in your personal life. Whether you are negotiating a high-profile business deal, buying a car, or handling everyday conflicts at work or home, this book will provide advice and assistance that can be easily applied to any situation.

find on amazon

Andrea Herron

Vice President, HR

I co-wrote this book with my sister, and I’m recommending it not because it’s my own, but because I think it’s critical for us all to continue learning about mental health and how we can make it easier to talk about it in the workplace. While there has been a lot more discussion about mental health in the past few years, there is still a gap in knowledge when it comes to practical tools, tips, and examples for how to approach this topic in real life. Supporting employee mental health is foundational to a healthy and productive workplace, and this book provides tactical information and resources to have conversations more confidently and truly support the people working inside your organization.

find on amazon

Christine Muldoon

Senior Vice President, Marketing and Strategy

I first came across this book as I was getting up to speed on menopause in preparation for our WebMD webinars on the topic, and it’s been invaluable to me professionally as we continue to bolster our WebMD offerings to women experiencing menopause. But it’s also been an amazing resource for me, personally, as I enter the menopausal years. The book teaches us that menopause is inevitable, but suffering through it is not! It covers what to expect—from changes in appearance and sleep patterns to neurological, musculoskeletal, psychological, and sexual issues—and contains a complete toolkit of ways to cope with common symptoms. The information is presented in a relatable, user-friendly format and offers a way for us to thrive, not just survive, in midlife.

find on amazon

Melissa Voigt

Group Vice President, Customer Success

Atomic Habits is one of my favorite books. It provides a practical approach to building habits that last. The three key lessons I try to use in my own life are:

1. Small habits make a big difference.
2. Don’t focus on setting goals. Focus on setting up your systems.
3. Build identity-based habits.

I have continually used this system to make positive changes by focusing on setting up systems that will lead to a successful outcome. I’ve found it has helped me evolve my approach through all the seasons of life.

find on amazon

Kara Williams

Vice President, Coaching and Operations

I have read many John Maxwell books over the years and have seen him speak in person a few times. He is always very motivating and informative. Leadershift has been valuable to me as a leader because it makes the point that our environments are ALWAYS changing—and just when you feel you are doing most things right and in a good place, something changes! As a leader, you must be willing and able to constantly make shifts or changes in yourself to keep up and be able to support your team. John Maxwell does a good job of breaking things down and making it make sense. Highly recommend! 

find on amazon

Experience professional and personal transformation with these inspiring reads.

As we move forward into a new year full of challenges, struggles and successes, let these books be your guide as you navigate the uncharted waters of the modern workplace. You’ll find inspiration; you’ll gain insight; and you’ll come away with a better understanding of how to build a culture that makes your employees feel valued, respected and appreciated.

Happy reading!

What is emotional wellness?

Emotional wellness, or well-being, refers to our ability to effectively manage stress, adapt to change, maintain healthy relationships, and cultivate a positive outlook on life. Emotional health is a part of mental health, which is the overarching term we use to describe our emotional, psychological, and social well-being. In general, emotionally healthy people tend to have good coping mechanisms for negative emotions. In the workplace, emotional well-being incorporates how employees handle work-related challenges, interact with colleagues and balance their professional and personal lives.

What is the state of emotional/mental well-being today?

Numerous studies confirm that we continue to experience a mental health crisis both in the U.S. and abroad:

• Mental Health America reports that 23% of U.S. adults experienced mental illness in the past year.
• A recent Calm study finds that 61% of employees say they’ve felt down, depressed or hopeless over the past month.
• According to Gallup, 44% of employees worldwide say they are stressed.
• Burnout statistics are skyrocketing. Over 40% of people feel burned out at work, according to a new Society for Human Resources study.

Why is it important to support emotional health at work?

Job performance and emotional health are inextricably linked, so when one suffers, so does the other. With statistics like the above it’s imperative for organizations to support employees’ emotional well-being. Not doing so puts employers at risk for increased burnout, higher absenteeism, lower productivity, and more turnover—all of which impact the bottom line. A focus on emotional well-being also fosters a more positive, supportive work environment and helps build resilient, engaged teams.

Here are 8 ways you can support emotional well-being in the workplace.

Create a psychologically safe environment.

Psychological safety is the shared belief that team members will not embarrass, reject, or punish one another for speaking up with ideas, questions, or concerns—or for making mistakes. It’s the kind of environment that allows employees to take risks and feel comfortable being themselves at work. Not surprisingly, an inclusive, psychologically safe environment reduces stress, leading to better emotional health. The presence or absence of psychological safety can also influence the degree to employees feel comfortable raising mental health issues and seeking care when they need it.

Support managers to lead with empathy.

Employees say that a caring and supportive manager can improve their mental health, while a stress-inducing manager can have a negative impact.¹ Provide managers with training and support so they feel comfortable discussing emotional topics with employees and learn to spot mental health concerns on their team. Encourage managers to conduct regular check-ins with employees and be curious about their lives and well-being beyond the workday. 

Foster a healthy work-life balance.

Offer flexible working hours to give employees the autonomy to tend to personal responsibilities while still meeting work commitments. Actively encourage employees to take regular breaks throughout the day, allowing them to recharge and maintain productivity. Respect boundaries around working hours and availability. Finally, promote and encourage the use of vacation time, ensuring employees feel supported taking the time they need to fully disconnect and rejuvenate.

Urge leaders to be role models for good emotional well-being.

As the saying goes, it starts at the top. Senior leaders should become comfortable addressing the importance of good emotional health in all-employee forums, like town halls. Being open about their own experiences with emotional well-being can also help to normalize the topic. Role-modeling healthy behaviors—like setting work boundaries and blocking time on calendars for stress-reduction practices like exercise and mindfulness—helps to set a good example.

Offer access to emotional health resources.

Ensure you have resources in place to help employees when they need it. Common offerings include:

• Access to mental health providers and counseling through an Employee Assistance Program (EAP), text-based app, or onsite counseling in the workplace.
• Paid mental health and family leave to recharge or tend to family concerns.
• Stress management and resilience training programs that give employees the skills to bounce back faster after negative experiences.
• Subscriptions to mindfulness or meditation programs.

Support employees with aspects of their lives that contribute to stress.

Caregiving is a massive source of stress for employees. Consider onsite daycare, back-up childcare or caregiving stipends for both child and elder care. Financial instability is also a major stressor, so offer access to financial wellness programs that help employees budget and plan for a major purchase like college or a new home, or save for retirement. Student loan debt repayment programs are also helpful in relieving the financial stress many younger employees experience.

Remind employees to focus on the basics of self-care—sleep, exercise and nutrition.

Regularly communicate that focusing on self-care isn’t selfish. Prioritizing sleep can benefit our emotional state and coping abilities at work the next day. Eating a healthy diet also has known benefits for our emotional health. Likewise, regular exercise can boost endorphins—the brain’s feel-good neurotransmitters—that last long after the workout is over.

Increase social connections at work.

The current epidemic of loneliness is having a negative impact on our emotional health. Given that we spend up to a third of our lives at work, having a network of workplace social connections is critical. Workplaces need to be intentional about creating connections among team members with simple actions like: beginning meetings with a quick discussion of non-work-related topics, like weekend plans; volunteering together for a local cause; after-work get-togethers; or coffee-catch-ups during the day. Supporting Employee Resource Groups (ERGs), which provide a forum for employees to connect with one another over shared interests or heritage, is also key.

As we observe Emotional Wellness Month this October, it’s important to remember that supporting employees’ emotional well-being is not just a monthly initiative but a year-round commitment. By prioritizing emotional well-being, companies can create a more resilient, engaged, and productive workforce and a workplace where employees feel valued, supported, and empowered to bring their best selves to work every day.

Want help creating better emotional well-being for your workforce? Contact us at connect@webmd.net.

A multi-generational workforce offers numerous benefits.

Depending on your industry, you might have four generations in the workplace right now: Baby Boomers (born between 1946-1964); Generation X (born between 1965–1980); Millennials (born between 1981–1996); and Gen Z (born between 1997–2012).

There’s no debating the benefits of having multiple generations in the workforce. Each age group brings a different set of skills, life experiences and perspectives to work. Older groups are able to pass knowledge to members of younger generations, while younger workers can help older employees more readily embrace new workplace technology and practices. Having a multi-generational workforce also leads to greater creativity and innovation, allowing businesses to adapt to rapidly changing markets.

But when it comes to mental health, each of these generations brings its own set of unique stressors and a distinct perspective on the issue, which means a one-size-fits all approach to mental health support can fall short.

How do members of different generations view mental health? And how can employers offer solutions that meet each generation’s needs?

Baby Boomers. It will come as no surprise that the Baby Boomer generation is not particularly comfortable discussing mental health in general, and even less comfortable bringing it up in a workplace setting. This generation grew up talking about mental health mostly in relation to mental illness or as the result of something traumatic, like fighting in a war or being involved in a devastating accident. They were taught to persevere through challenges and keep their emotions to themselves. So, the concept of mental health as something that we maintain or work on, as we do our physical health, will not be familiar to Baby Boomers.

How you can support them:

• Foster open communication in the workplace about mental health and start to normalize discussions on the topic.
• Promote the counseling services of the Employee Assistance Program (EAP), as this generation may be more comfortable seeing a therapist in person or via video. The EAP is also a good resource for help with the life transitions this group will experience.
• Form an Employee Resource Group (ERG) targeted at this age group. It can be a good venue both for discussing mental health and providing social connection with peers.
• According to a study by McKinsey, Baby Boomers spend as much time on social media as Gen Zers. Utilize workplace social media to get the conversation going about mental health.
• Offer special support for grief. Baby Boomers may be experiencing the death of friends and peers at this stage in their life, and this may have been exacerbated by the recent pandemic, which disproportionately impacted older adults.

Gen X. Like members of the Baby Boom generation, Gen Xers were also taught not to discuss emotions, or else they might be viewed as weak, especially in the workplace. This generation prizes their independence and resilience having grown up during numerous periods of inflation and recession. They were also the original “latchkey kids” who may have had two working parents, creating an “I can do it myself” mentality. None of this makes them particularly fond of discussing or working on their mental health. And yet, they can be among the most stressed generation in the workforce, as they juggle teenagers, aging parents, accelerating careers, paying for college, menopause and other health concerns.

How you can support them:

• Educate them on the importance of self-care and encourage them to find ways to incorporate it into the workday, like taking a walk or engaging in meditation.
• Offer flexibility for work hours and days to accommodate elder care obligations.
• Provide menopause support for women.
• Give access to stress management, resilience and financial wellness resources to help Gen Xers better manage the demands of work and life.
• Form ERGs devoted to older parenting stages, which can be as stressful as taking care of younger children.

Millennials. Millennials are often termed the “anxious generation,” some say resulting from the rise of “helicopter,” or overly-involved parenting. They are also the first generation to grow up with access to the internet and technology, including social media—making them vulnerable to the pressure to be perfect and project a certain image. But they are also the pioneers when it comes to mental health. They were the first to talk openly about having a therapist or going to therapy. In the workplace, this generation values transparency, openness and authenticity. They also prioritize their well-being and they’re not afraid to advocate for it. Given their life stage, they may be experiencing real financial stress as they struggle to pay off student loans, start a family, or prepare for a major purchase, like a home.

How you can support them:

• Provide access to digital tools, like virtual therapy and mental health apps.
• Offer “mental health days” to support the notion that mental health is as important as physical health (note: this applies to all generations).
• Recognize that this generation prizes boundaries between work and life, so respect them.
• Take advantage of their willingness to talk about mental health by appointing them as mental health ambassadors in the organization.
• Acknowledge the challenges of this phase of life by providing resources that can help with finances, parenting and relationships.

Gen Z. This generation has experienced a considerable amount of turmoil already in their young lives—the 2008 recession, political discord at home, geopolitical events abroad, climate change and school shootings. True “digital natives,” social media has been their forum for talking about mental health, which has helped break down the stigma. On the negative side, social media has also made them more susceptible to unhealthy feelings of comparison and fear of missing out (FOMO). Gen Zers lived through a pandemic at a particularly vulnerable stage of life, contributing to the skyrocketing rates of mental health concerns, particularly anxiety, that we are now seeing. Fortunately, Gen Zers are the most comfortable of all the generations discussing mental health and will be the first to say we should be prioritizing it as much as we do our physical health. At work, they’re seeking a sense of belonging, connection, inclusion, and purpose, and they value boundaries between work and life. Of all the generations, they also feel the most strongly that employers should provide support for mental health. 

How you can support them:

• Connect Gen Zers with your mission and purpose to make them feel a part of something bigger than themselves.
• Offer multiple modes of mental health counseling: in-person, digital, and group.
• Educate less benefits-savvy Gen Zers about the behavioral health benefits offered through the medical plan.
• Help this generation manage anxiety and stress by continuing to offer flexibility in terms of when and where work gets done.
• Schedule regular check-ins to address workplace uncertainty that can contribute to Gen Z’s anxiety.
• Match Gen Zers with a mentor or coach who can offer support and advice for career and life.
• Plan company-sponsored activities to increase social connections—after-work meet-ups, in-office lunches, or a community service event.

Mental health support that works for all generations.

While different generations approach mental health differently, and understanding their unique needs can help us target the right solutions, there are certain mental health supports that apply across all populations.

Managers have a huge impact on the mental health of their employees. Training managers to be more empathetic and supportive is critical. Leaders can help to break down the stigma by modeling good mental health behaviors themselves, like sharing personal stories or openly talking about mental health.

Organizations can also take a hard look at workplace practices—unrealistic work expectations, norms around long hours, ensuring psychological safety, and practicing inclusivity—that contribute to stress and a lack of belonging. And every organization can support mental health simply by acknowledging that employees are human beings first, and workers second. Finally, communication is key. If employees of any generation don’t know about the mental health resources you provide, they won’t take advantage of them.

For help devising a mental health strategy that works for everyone in your workforce, contact us at connect@webmd.net.

Employees are even more stressed about their finances today than during the height of the pandemic.¹

According to a 2023 Bankrate survey, nearly half of U.S. adults have less savings (39 percent) or no savings (10 percent) compared to a year ago.² The same survey found 68% of people are worried they wouldn’t be able to cover their living expenses for just one month if they lost their primary source of income, including 85% of Gen Zers. A PwC survey found percent of full-time employees say inflation has had a major or severe impact on their financial situation over the past year.³

Given that financial stress can impact employee health and well-being, and productivity on the job, it makes sense that more and more employers are stepping up support for financial wellness. A Bank of America survey found that 97% of employers now feel responsible for employee financial wellness (up from 95% in 2021, and from 41% in 2013).⁴ Let’s take a look at the reasons why adding this benefit is so important.

What are financial wellness benefits?

When it comes to finances, employers have traditionally focused on helping employees prepare for retirement through 401(k) plans. But there are so many important financial decisions that take place in the intervening years—sticking to a budget, buying a home, sending kids to college—where employees must fend for themselves.

This is where financial wellness programs come in. A financial wellness program works a lot like the components of a well-being program. In a well-being program, participants are provided with the education and tools they need to manage their health. The same holds true for financial wellness—if employers give employees the tools they need to manage day-to-day finances, weather unplanned expenses, and help them plan and save for future milestones, we can hopefully ward off financial crises and ultimately improve their overall health and well-being.

Examples of financial wellness employee benefits.

Whether you partner with an outside financial wellness provider or create an in-house program, you might consider offering employees:

• Online financial tools, calculators and mobile apps to help with day-to-day budgeting, saving for college, retirement planning and more.
• One-on-one financial counseling services to help employees solve immediate financial concerns and financial coaching services to help set goals for the future.
• In-person or virtual financial education classes and seminars led by financial experts on topics of interest, like smart investing or easy ways to save.
• Access to debt management services to help with student loan repayment or paying down credit card debt. Some employers are even providing direct financial assistance with repaying student loans.
• Short-term loans or wage advances, which allow employees to get access to low-interest cash in an emergency and then repay the loan through payroll deductions spaced out over time.
• An Employee Assistance Program, which typically features its own financial tools and resources, including things like help with identity theft.

Not sure what your employees might want in a financial wellness program? Just ask. Pulse surveys are a great way to find out what your employees want help with. Once you gather information on the kind of financial wellness support they’re looking for, you can better cater your benefits to their specific needs.

6 reasons why financial wellness is a must-have benefit for employees.

Increased employee engagement.

Offering financial wellness benefits shows that an employer cares about employee well-being beyond the work day and can contribute to a healthy workplace culture.⁵ According to Bank of America, 80% of employers agree that offering financial wellness support can result in more satisfied, loyal, engaged and productive employees.⁶

Enhanced productivity.

It’s no secret that employees who are financially stressed can be distracted at work and often devote work hours to handling financial issues. They also might need to take time off to handle financial matters, increasing absenteeism. Offering financial wellness benefits can alleviate some of this stress and help employees be more productive in their work.

Better employee health and well-being.

According to the American Institute of Stress, the physical effects of financial stress might include increased irritability, mood swings, appetite changes, stomach issues, fatigue, and insomnia.⁷ Left unchecked, these symptoms may lead to mental health concerns like anxiety, depression, or even suicide. Providing support for financial wellness can improve the employee population’s health, and possibly lower healthcare costs in the long run.

Increased retention.

A recent Bank of America report revealed that 84% of employers now say that offering financial wellness tools can help reduce employee attrition.⁸ Research by Purchasing Power found 61% of employees who have utilized their platform’s particular financial solution are more likely to stay with their current employer.⁹

Talent recruitment and employer brand.

Much like other well-being benefits, job seekers are looking for employers who offer perks and support for financial wellness. In fact, three out of four employees want their workplace to provide more resources to help them with their overall financial wellness.¹⁰ And 6 in 10 say it’s their employer’s responsibility to make sure they’re healthy and financially secure.¹¹

Companies who offer these benefits may be viewed more favorably not only by job seekers, but also customers and the public, enhancing an employer’s brand and reputation.

It’s the right thing to do.

Educating employees about financial concepts, such as budgeting, saving, investing and debt management, can help improve the workforce’s financial literacy and lead to long-term financial stability, particularly for historically marginalized groups.

As employers respond to employees’ desire to receive support across multiple aspects of their well-being, it’s important to consider adding financial wellness benefits to the mix. Offering these benefits is a smart move for employers who want to improve employee satisfaction and increase engagement; raise productivity; enhance well-being; attract and retain top talent; and foster a positive company culture and healthy employer brand.

Burnout is real for women.

A Women in the Workplace study conducted by McKinsey found that “women are even more burned out now than they were a year ago, and burnout is escalating much faster among women than among men.” And in our own study, 56% of women said they sometimes or always feel lonely or isolated, compared to 44% of men.

Women experiencing burnout report feeling anxious and depressed, having trouble sleeping and concentrating, feeling like they can’t make decisions or plan for the future, or maintaining healthy eating habits. They’re also more likely to put others’ needs ahead of their own self-care. This is important, considering that women and men differ greatly on the importance of emotional well-being. According to our study, women value emotional health as the top area of well-being.

Layered onto an already burned-out female workforce is the ongoing childcare shortage.

A recent Forbes article noted that according to the U.S. Bureau of Labor Statistics, as many as 100,000 Americans have been forced to stay home from work each month because of child care problems. Another article further notes that as parents struggle to find care for their children, the responsibility of staying home more often falls on the mother. And according to a study we recently conducted, caregivers report higher feelings of loneliness compared to non-caregivers (54% vs. 48%).

And so it’s no wonder that women may feel their only options are to reduce hours, change jobs, or quit altogether.

The risks of not supporting women in the workplace.

Aside from the cost to fill roles that women have left, which can be anywhere from 20 to 200% of their salary, an exodus of women from the workplace will likely have a severe impact on business health because:

• People of different genders naturally bring a diversity of opinions and perspectives to the organization, leading to greater creativity and innovation.
• Research has shown that gender-diverse teams have higher sales and profits compared to male-dominated teams.
• Women possess essential leadership capabilities, like collaboration, problem-solving, communication, critical thinking, and the ability to network.
• A higher percentage of women in the workplace has been correlated with increased job satisfaction, a positive organizational culture, more meaningful work, and less burnout.¹
• When women leave, the organization loses critical institutional knowledge.

How can employers help women in the workplace?

There’s certainly no easy fix to the challenges that working women face. But, a combination of support for women’s health and wellness and a reexamination of corporate policies can help. Here are some ideas to consider.

Greater flexibility and time off.

The standard nine-to-five, 40-hour workweek made sense when only one person in a household was working. But, now that nearly 77% of women participate in the workforce, it’s clear that they need more flexibility in when, where, and how they work. Some workplace policies to consider adding include:

• Alternative schedules that allow a later start or early departure to better align with the school day.
• Hybrid or remote work. One note of caution: as women may be more inclined to take advantage of remote work, it’s critical to ensure that they are treated the same as in-office workers regarding promotions, work assignments, compensation, and exposure to senior leaders.
• Four-day workweeks. Some organizations have recently piloted experiments with this way of working, so it’s a great time to test and see if it works for your company as well.
• Job-sharing roles that split the workweek between two people.
• Unlimited time off. It seems radical, but many companies are adopting this approach as a retention strategy. A recent Mercer survey found that 20% of the 405 responding organizations offered unlimited PTO to at least some employees in 2021, up significantly from 14% of respondents in both 2015 and 2018. If you choose to provide this benefit, make sure it’s treated in a way that encourages people to actually use it. For example, set a minimum requirement that people must take per year—say, 20 days a year minimum, for example.
• Allow time for well-being activities during the workday. Don’t force employees to squeeze stress-reduction activities into their already limited free time. Increase engagement by allowing 30 minutes or more each day to do something of their choice, such as exercising, meditating, reading a book or calling a friend. It’s a great way for employees to take a mandated break.

More women’s mental health resources.

Both men and women experience mental health issues. But, the complex nature of women’s roles as mothers and caregivers, persistent gender stereotypes, and a biological predisposition to certain mental health conditions make it imperative that women receive additional mental health support in the workplace.² So, in addition to the cultural work of reducing the stigma around mental health, companies should offer support through:

• Free Employee Assistance Program (EAP) counseling sessions, including telehealth visits.
• Access to mindfulness/meditation tools.
• Mental health days or even a mental health hour during the workday.
• Stress reduction and resilience tools.

Generous caregiving leave policies.

The U.S. is the only industrialized country that does not have a mandatory, federal paid parental leave program. While some states do mandate it, and federal government employees are entitled to 12 weeks of leave, it’s generally up to private employers to provide this kind of benefit for new moms and dads. Offering paid time off for both parents to bond with a child during that all-important first year can lead to greater retention of women, a more equal distribution of childcare in the family, and better mental health for both parents.

Leave policies are also necessary for those caring for older relatives, which—more often than not—are women. A Caregiving in the U.S. 2020 report by the National Alliance for Caregiving (NAC) and the AARP Public Policy Institute found that the majority of caregivers (61%) are still female. So, time off to attend doctor appointments, provide care after a relative’s medical procedure, or even flexibility in their schedule to check in on older family members can help.

Return-to-work support for new mothers.

Supporting new mothers as they return to work is critical to their well-being. According to Employee Benefit News, 50% of new moms who return to work will seek a new job offering more family-friendly benefits, often at lower pay, if they don’t feel supported.

Some helpful programs to consider adding include:

• Phased re-entry to work—staging a return to work with an increasing number of days worked each week can offer a sleep-deprived new mom a more gentle reintroduction and increase retention.
• Breastfeeding support—dedicated spaces where breastfeeding moms can pump, and milk shipping services that allow breastfeeding women to ship milk back home when they must travel for work. Women must also feel comfortable and supported taking time away from their job to pump breast milk.
• Maternal health programs—education is typically focused on the gestational part of pregnancy, but the post-partum experience is important, too, especially for warding off common conditions like post-partum depression. Check with your health plan or EAP vendors to see if they offer special support for post-partum women.

Also, remember to take an honest look at your company culture. Company culture should value caregiving as an important part of life—not something that needs to be “balanced” with work. Ensure your culture supports the actual taking of leave, especially for moms.

Childcare/elder care support.

A study we recently conducted showed that men and women reported being caregivers at nearly identical rates: 44% for women and 43% for men. However, additional results show the burden is often much heavier for women. Even before the current childcare shortage, finding quality, reliable daycare for children was a challenge—not to mention a huge expense for parents. Employers can make it easier by providing:

• Onsite childcare
• Childcare subsidies
• Back-up care for the times when regular childcare falls through, or a child is unwell and not able to attend daycare or school
• Help locating elder care or daycare centers through an EAP

One interesting idea is to tailor childcare benefits for different employee segments, such as parents with children younger than 5, parents with school-age children, or people caring for elderly and chronically ill persons.

Help with finances.

A study we conducted found that women are more stressed about finances than men. In particular:

• Over 40% of women feel dissatisfied with their financial wellness versus 31% of men.
• 53% of women are concerned with paying off debt like student loans and credit cards versus 37% of men.
• 45% of women versus 31% of men say their caregiving status has a negative impact on their financial wellness.

Whether it’s due to the pay gap, taking time off for childbearing or childcare, or because they’ve opted out of the workforce to care for aging parents or older spouses, women need financial wellness support. Access to basic financial skills and education, such as budgeting, establishing an emergency fund, and paying off debt can help. In addition, subsidized childcare and more parental leave can prevent women from leaving the workforce and suffering further financial setbacks.

Supportive leadership.

Active and visible leadership support is a huge factor in reducing stress on the job for women. Unless leaders themselves model flexible work practices, talk about their own well-being practices and how they take care of their mental health, and set boundaries for work and life, women will not feel they have permission to do so in their own lives.²

A community for women in the workplace.

Workplace Employee Resource Groups (ERGs) focus on the needs of specific segments of the employee population. If you don’t already have an ERG for women in your company, consider starting one as a way for women to find a supportive community and to advocate for better policies and benefits. Also, consider mentor programs that pair women with more senior female leaders as well as groups on workplace social media and Slack channels where women can connect.

Reproductive healthcare support.

Increasingly, women want to work for companies that will support them with family building, including fertility assistance, and adoption and surrogacy reimbursement. This is particularly important to the largest sector of the workforce, millennials, who are now in their childbearing years, as well as those in same-sex relationships. They are also looking for medical plans that support women’s reproductive health, including coverage for pregnancy, childbirth, and post-partum care without the high deductibles, co-pays, or out-of-pocket costs that some health plans feature. And, with the constitutional right to obtain an abortion eliminated, employers may look to add benefits to reimburse women who must travel out-of-state to receive care.

Some final thoughts on how to support women’s well-being in the workplace.

In summary, today’s women want to work for employers who acknowledge their unique female workplace issues and, in turn, offer flexibility, supportive leave benefits, assistance with childbearing and caregiving, financial wellness programs tailored to women, and mental health benefits. The bottom line is that when women feel supported, they’ll be more likely to stay with the organization and be positive ambassadors that attract future generations of women to your workforce.

Creating a culture of well-being.

Companies with a robust culture of well-being know that it’s about more than offering a meditation app or an onsite fitness center. A true well-being culture includes support for multiple aspects of employees’ lives, including mental health, family and caregiving responsibilities, financial wellness, social connections, and managing chronic conditions, among others. As a recent Harvard Business Review article stated, “Organizations can’t function effectively — let alone, adapt, compete, and win — with struggling and suffering workers.”

Organizations that place a priority on employee well-being reap the benefits. Research shows that there’s a strong, positive correlation between well-being, productivity, and organizational performance.¹ And, Gallup recently found that teams who feel their organization cares about their well-being achieve higher customer engagement, profitability and productivity, lower turnover, and fewer safety incidents.

So, what can we do to help employees with well-being?

First, it’s important to acknowledge that well-being is not a one-time event. It’s an ongoing practice of small, daily acts that allow people to manage stress, be more productive, and feel happier and healthier. And, most importantly, it’s about creating a corporate environment that openly supports employees taking time to look after their health and wellness.

Here are some ideas for how to infuse well-being into the workplace.

Embrace a self-care mindset.

At its core, self-care focuses on sleep, proper nutrition and exercise, and layers on care for our mental state, like actively managing stress, practicing self-compassion, and engaging in mindfulness or meditation. There is now widespread acceptance in the wellness community that practicing self-care is no longer a nice-to-have, selfish indulgence, but absolutely critical to our well-being. And it’s even more important for caregivers, who must take care of themselves in order to take care of others.

Let employees know that spending time focusing on their own well-being is something the organization supports. Perhaps most important, make sure managers and leaders visibly practice self-care themselves. That way, employees can see that the organization truly cares about well-being, and will take the time to focus on their own self-care, too.

Encourage employees to engage in physical activity during the workday.

Exercise has traditionally been something employers expected workers to do on their own time. Now, we realize that incorporating bursts of movement during the workday is essential. If possible, it’s even better for employees to step outside the office for the activity. Offer ways for employees to move more at work—including walking meetings, lunchtime strolls, steps challenges, rewards for not using the elevator, things like that. Remote workers should also be encouraged to take a break during the day for at least a 20-minute walk to refresh before jumping back into productivity mode.

Make sure the physical workplace reflects a commitment to wellness.

As many employees head back to the office, employers should ensure that the workspace has kept pace with what’s now important to people. For example, new spaces that make people feel welcome; places for collaboration as well as focused work; floor plans that can be manipulated for collaboration; creating a relaxing atmosphere with biophilia—plants, greenery, and fountains—and natural lighting will be key to supporting employees who are returning to the office after a long period away.

Offer more support for caregiving.

Increasingly, employees cite family and caregiving responsibilities as a significant contributor to stress in their lives. Evaluate your caregiving policies and determine whether you can provide additional support through onsite childcare, stipends, and/or leave.

Provide help for financial wellness.

Finances are also a significant source of stress. Consider ways to alleviate some of it by implementing programs that help with student loan debt repayment, monthly budgeting, or saving for a significant purchase. Alternative pay cycles—like those that allow people to be paid daily or weekly—can also help.

Encourage water consumption.

Water is essential for hydrating the body for optimal functioning, improving the look and quality of skin, energizing muscles, and controlling calories. Make it easy for employees to drink water throughout the day with conveniently-located water coolers. You could also host a wellness challenge around increasing water consumption and give a free water bottle away as an incentive. For employees who work remotely, consider subsidizing a monthly water service.

Lean into meditation.

Meditation trains the brain and body to relax and focus on the present instead of all the “chatter” in our heads. Even five minutes a day can be helpful. But meditation can be daunting for employees to start on their own. A discounted subscription to a meditation app can help. If space allows, transform a vacant office into a meditation space for employees to use throughout the day. If you have a dispersed workforce, consider sending calendar invites that allow people to participate in a virtual company-wide meditation together.

Make it easier to focus on nutrition.

Your employees likely have good intentions about eating better, but the busyness of life can interfere. Some suggestions for helping employees focus on nutrition include healthy, grab-and-go dinners from the cafeteria, a discount on a meal kit service, a lunch-and-learn about how to meal prep on the weekend, or even a voucher for a local fresh produce market or monthly Community Supported Agriculture (CSA) share. 

Incorporate stretching.

We all need to stretch to counteract the effects of the day, whether we’ve been sitting at a desk for hours, working on our feet, or simply trying to overcome all the stress we’ve taken in. It may feel silly at first but if you’re holding a long meeting, build in some group stretch breaks. Or, as part of a wellness update, suggest stretches and yoga poses employees can do on their own time. Better yet, offer a free yoga class virtually or in-person to reap the centuries-old benefits that yoga offers—calming the mind, lowering blood pressure, and slowing the heart rate.

Give permission to disconnect and set boundaries. 

Technology makes it possible to work anywhere at any time, but the downside is that many employees don’t take the time to disconnect. Employers should encourage employees to set times when they shut down for the day and establish hours when they do not respond to emails. Similarly, make sure employees know it’s important and ok to use their paid time off. Even if they don’t have a vacation planned, time spent away from work is restorative.

Explore gratitude and positivity.

Psychologists have documented the positive effects of practicing gratitude on our emotional and physical health. Employers can support this practice by giving employees a small notebook to record the things they’re grateful for or providing a link to a gratitude meditation. You could also encourage employees to focus on one good thing that happens every day. Doing this daily can retrain the brain to switch directions, so that when setbacks do occur, we recover more quickly.

Surprise employees with a company-wide paid day off.

Employees report that they are burned out and need a break. In fact, in a Paychex/Future Workforce study, 35% of respondents cited additional time off as the number one action that would improve their well-being.² If your organization and industry allow, try offering employees a surprise company-wide day off. Encourage people to put work away and resist the urge to check emails during the break.

Give a small token of appreciation.

Recognition and feeling appreciated are key employee engagement factors. Whether mailed to homes or desk-dropped, employees will appreciate a gift of self-care like candles, essential oils and diffusers, stress balls, healthy snacks, loose leaf tea, a gift card to a bookstore, a journal, chocolates—get creative!

We spend most of our waking hours on the job, so it makes sense that looking after our well-being is something that we can and should attend to throughout the workday. August’s National Wellness Month is a great time to start sending that message. Employers who do so will reap the benefits of a healthier and more engaged workforce all year long.

Benefits of self-care at work.

With everything that’s happened the past couple of years, it’s no surprise that people feel burned out, overwhelmed, and just overall physically and mentally exhausted. In fact, right now, employee stress is at an all-time high.¹ As a result, people can’t show up as their best selves in their lives, let alone at work.

The good news? Many organizations are realizing just how essential their role is in ensuring their employees feel cared for in all aspects of their lives. By putting in a little effort, they’ll see incredible benefits: happier employees, more productivity, improved retention, and so much more. Here are a few examples:

1. Increased Productivity: Practicing self-care in the workplace allows employees to better manage stress, maintain focus, and achieve higher levels of efficiency, ultimately leading to increased productivity.
2. Improved Well-being: Regular self-care practices contribute to improved overall well-being among employees, fostering a healthier work environment.
3. Reduced Stress: Engaging in self-care activities can help employees manage and reduce stress levels, leading to a more relaxed and focused mindset throughout the workday.

By prioritizing self-care at work, individuals can experience these positive outcomes, creating a more conducive and healthier work environment for all employees.

How to promote employee self-care at work.

Here are some ideas to help your organization encourage employees to dedicate time for workplace self-care.

Make sure your company culture aligns with well-being.

If you tell employees that you want them to spend time on workplace self-care and truly care about their well-being, but your company culture doesn’t match that, your message will fall flat—or worse, you’ll lose your employees’ trust.

A culture of self-care and well-being should always tie back to your organization’s core values and beliefs. It must act as the backdrop of everything you do—from how people lead to how you treat employees and customers. Once this culture is established, people will feel more comfortable making time throughout the workday to improve their well-being—including self-care. One of our clients even conducted an employee self-care survey to determine what was most important to their workforce so they could build appropriate activities and resources to support them.

Empower employees to set boundaries.

Every employee is different, which means their working style may be different as well. Some may need to block time on their calendars to remember to get up and take a real lunch break, while others may block time to do deep focus work without distractions. Others may dedicate family time right at 6:00 and won’t check in on work again until the morning.

The point is, setting boundaries can help people take control of their schedules so they can better balance everything they need to accomplish each day. Encourage people to set boundaries that work for them. Then, make sure your culture ensures that others respect those boundaries!

Offer flexible work arrangements.

People have a lot on their plates these days. A flexible schedule can allow people to make space throughout the workday for walking the dog, picking up kids, going to doctor appointments—whatever they need to get done in their personal lives without stressing about work or fearing any negative consequences. And remember, what works for one person might not work for someone else. So, have managers check in with each person on their team to determine what kind of schedule and flexibility would work best for them.

Promote your benefits.

Your company-provided benefits should have many resources to help employees with self-care—and if they don’t, you should add them soon! The importance of taking care of your team is all too critical right now. Make sure your employees know about self-care tools that are available to them, such as:

• Mental health benefits
• Health coaching
• Mindfulness and meditation apps
• EAP benefits, like free counseling sessions

Send reminders to take lunch away from their desks.

In an office environment, working during lunch is too familiar. But we know that taking time away from your desk to enjoy your lunch and truly reset and recharge can do wonders in terms of mood, focus and productivity. So, if you suspect that your team multitasks during lunch, send reminders and gentle nudges that it’s perfectly okay to take a break during this time so they can come back restored.

Encourage walking meetings.

Again, stepping away from our desks can do wonders. So it’s not surprising that getting a few steps in during the day can also help boost mood and productivity. Have managers check in with their teams over walking meetings—either in person or on a phone call—to help get some fresh air and movement during the day. Coworkers can also take walking meetings with each other to brainstorm and problem-solve, too! A win-win for workplace self-care.

Send out self-care kits.

Self-care kits are a great way to let your employees know that you genuinely care about their well-being and want them to make time for self-care. Send out surprise self-care kits filled with items that will help them relax and recharge. For example, candles, diffusers and relaxing essential oils, stress balls, healthy snacks, teas, gift cards, chocolates, journals—get creative!

Rewards and recognition.

Your employees work hard, and they deserve to be recognized. So why not gift them with a self-care experience? For example, additional time off from work, a gift card for a spa day, a free meal, or even rewardable points they can use on something that means self-care to them can be helpful and appreciated.

Create a culture of well-being that supports employee self-care.

Self-care will always be necessary. And organizations that allow employees to make time for self-care at work will be appreciated. In turn, you’ll see a happier and more productive workforce. At the end of the day? It’s a win-win. If you need help identifying ways to create a culture of well-being that supports self-care for employees, contact us at connect@webmd.net.