CEO of Green Circle Life focused on building an employee engagement platform – SmartFHR – and a culture of health and wellbeing.
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The new year can spark a complicated array of emotions for many employees. Some may feel a sense of relief to leave the previous year behind and recommit to new goals and a fresh start. Others may feel a sense of dread, especially with world conflicts, intense political division and the upcoming elections. For employers, a new year represents a reminder to support their employees, empowering them to effectively address these changes and become the best version of themselves.
The beginning of the year is a good time to establish consistent habits and implement sustainable lifestyle changes, whether they are mental, physical or spiritual. Being in a workplace environment that supports our goals and encourages healthy habits, whether professional or personal, is crucial to our overall welfare.
In 2024 and beyond, human resource (HR) professionals should reflect on opportunities for growth and implement resolutions to support employees in their commitment to fulfilling New Year’s goals. By creating a more inclusive and communicative environment, employers can support employees and increase engagement throughout the year.
Approach Health And Wellness Holistically
Are your employees happy? Holistic health includes factors that don’t always meet the eye—including mental, emotional and financial well-being—but are as important as physical health. Even if an employee appears healthy and happy, there are often health challenges that adversely impact their personal and professional lives, and this directly impacts your organization’s productivity and profitability. According to a recent article by MIT Sloan Management Review, “nearly 81% of workers face some form of burnout or mental health issue, and 68% of employees say their daily work has been interrupted by these challenges.”
Mental health and physical health are primary considerations for many employees when embarking on their New Year’s resolutions. A survey conducted by Drive Research reveals that 81% of resolution-setters are interested in improving mental health through things like therapy and meditation, while 39% of adults aim to improve their fitness. Offering employees the necessary resources to meet these goals is essential for fostering their well-being and, in turn, positively impacting a company’s bottom line.
Approaching health holistically should be the number one resolution for HR professionals, and they can focus on sharing resources to support employees’ physical, emotional, social and spiritual wellness. In the workplace, employees are putting their best foot forward but secretly struggling. Leaning on technology and benefits programs that offer the necessary resources to optimize their wellness, like connecting them with practitioners who can address any health challenges, is an important step toward improving workplace satisfaction and employee happiness.
Keep DEI Top Of Mind
In 2020, diversity, equity and inclusion (DEI) became a major focus for many companies in response to the growing attention on social movements. Organizations are committed to integrating DEI values into every aspect of their workplace, from reworking their mission statements and creating new positions to holding educational seminars and offering volunteer opportunities that enable community engagement.
According to a report from the global consulting firm DDI, the number of companies without DEI programs has increased by 33% since 2020. Why? Since an initial movement in 2020, DEI has become less of a priority as businesses focus on other strategic priorities in response to rising costs due to inflation, emerging technologies and labor shortages. C-suite support also diminished, so the incentive to continue DEI programming tapered off like many resolutions do: quickly and quietly. Additionally, political and cultural differences have made DEI a challenging initiative to sustain without dividing people further.
Despite this decline, HR should continue to emphasize inclusion and equity. Employees, especially young entrants to the workforce, are increasingly looking for positions that align with their personal values and goals. Creating a workspace that meets these expectations can foster a culture of trust and safety, helping attract top talent and encouraging employee retention.
Instead of seeing this movement as a trend, HR professionals should focus on making DEI a core value where employees of different races, religions, socioeconomic backgrounds and genders can feel welcomed and safe in the workplace. Implementing programs that support a diverse workforce can help all employees feel seen and heard, leading to an overall increase in workplace satisfaction and productivity as well as appreciation for the organization.
Communication, Communication And Communication
HR professionals should resolve to engage in consistent communication, keeping employees aware of the resources at their disposal to help them and their families meet their goals. Employees aren’t looking for a one-size-fits-all employee assistance program (EAP)—they are interested in personalized programs. The effort a company pours into a comprehensive health benefits package reflects the company’s culture and its dedication to its employees and their families.
As hybrid work becomes the norm, remote employees may not feel as connected to their workplace as the employees who work in the office. It is important to keep those working remotely equally informed as they are also a key part of your company. Leveraging an HR digital ecosystem, branded app or digital channels—such as texts, emails, push notifications, bulletin boards, pop-ups and webinars—to communicate with employees ensures they are not only aware of all the benefits offered to them and their families but also can easily find and use them from your digital app platform. Maintaining consistent communication with each employee, regardless of location, leads to improved company morale and increased retention. Remember, if it is worth communicating, it is worth communicating it often.
Start Strong
Do your employees know all the benefits your company provides, and are they using them to the fullest? Take this time to remind them of the resources they have, especially as employees recommit to their well-being. A survey conducted by Forbes Health and One Poll found that the average New Year’s resolution lasts just 3.74 months. HR should consider adopting innovative technology in the new year and maintain consistent communications. These efforts will improve employees’ personal and professional lives and help them sustain their resolutions into 2024 and beyond.
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Copyright for syndicated content belongs to the linked Source : Forbes – https://www.forbes.com/sites/forbeshumanresourcescouncil/2024/02/28/top-three-resolutions-for-hr-leaders-in-2024-and-beyond
