4 ways to rethink workplace wellness

July 7, 2023 12:14 PM

Employee well-being is an ever-evolving conversation, which means employers need to be at the ready to make changes as new challenges arise.

Whether it's addressing the embrace of cannabis as a wellness method, or incorporating new technology into paid time off policies, employers have many opportunities to tackle workplace wellness in new ways.

At Mattel, this work is a foundational part of their culture, says Keith Saucier, VP of health and well-being. Supporting a creative community means getting creative with their benefits. As such, the company has adopted a five-pillar approach to wellness, addressing emotional, physical, financial and social health, as well as career development.

"We believe the best ideas are cultivated by a collaborative culture, so we want to help build that," he shares. "Leaders should own the fact that well-being is important."

Check out how these organizations are staying ahead of the curve when it comes to fostering a healthy workplace.

Align and intertwine wellness with benefits

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How Barbie's boss puts wellness first

To maintain a competitive edge in the labor market, more and more companies are recognizing the importance of aligning wellness with their policies and benefits. But at Mattel, a multinational toy and entertainment company and the maker of Barbie, those values are intertwined.

"Creativity is Mattel's superpower, so we rely on people bringing their best, creative selves to work," Saucier says. "But we recognize that life gets in the way. We have challenges from time to time that really stop us from being our best selves. I want to at least give employees the tools to help them through the challenges so that they are freed up to really do their best work."

Embrace new conversations around wellness

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Why employers should support safe cannabis use

As marijuana has become legal in states across the U.S., many employers have attempted to stay out of conversations around weed at work. Yet with cannabis use at record highs, employers will need to contemplate what this means for their workforce.

Over 1 in 5 employees say that they have used marijuana during work hours, according to data from American Addiction Centers. Cannabis management or guidance programs are still often overlooked by workplaces in fear of the potential consequences both in employees' personal and professional lives. However, these programs guide employees on how to responsibly engage with whatever cannabis product they may be using — either recreationally and medically — in a healthy way.

Make the workplace psychologically safe

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7 fears and phobias keeping employees up at night

Eighty-seven percent of people suffer from work-related fears, most of which stem from professional pressure, according to a recent survey of over 1,000 U.S. employees conducted by resume template provider LiveCareer. As a result, the platform sought to better understand the phobias influencing employees' careers and create awareness around the obstacles they may be facing every day in the office.

"The majority of people are navigating work-related fears and anxieties," Nina Paczka, career expert at LiveCareer, said in a release. "These findings underscore the importance of building a company culture that destigmatizes and strengthens mental health in the workplace through proper employee support and resources."

Revamp PTO

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New PTO policies signal the future of employee benefits

The future of employee benefits is personalization and flexibility, and reexamining how companies approach paid time off is a critical piece of the puzzle. Taking time off is proven to help prevent burnout and improve productivity, but major barriers to doing so persist: financial stress, workplace pressures and guilt top the list. All of these have only gotten worse in the past few years.

As a result, companies are rethinking their PTO policies as a way to help improve employee well-being, while also solving some major business challenges. The focus now is on giving employees flexibility and ownership — the power to use their time off when they need, for what they need. Time off looks different for different people, and companies need to support that.