- Key insight: Learn how reframing benefits as holistic employee wellness drives uptake and performance.
- What's at stake: Rising turnover, absenteeism and productivity losses if benefits remain underutilized.
- Expert quote: Zha Dadson: Regular HR check‑ins foster holistic self‑care, improving employee workplace presence.
- Source: Bullets generated by AI with editorial review
There's nothing more important than taking care of one's well-being. This Valentine's Day, benefit managers can encourage employees to show themselves some extra love by using
Workers are struggling in multiple areas of wellness thanks to issues like financial stress, healthcare challenges, caregiving concerns and job frustrations. For example, nearly 60% of employees say
All of these things trickle down to the workplace, showing up in ways like lower productivity and engagement and increased absenteeism.
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Centering communication around the company's focus on employees' wellness, and the benefits it provides that can help them maintain it, is a great way to start, says Nike Well Collective Trainer, Pilates instructor and wellness brand founder Zha Dadson.
"There should be a healthy relationship with HR [and] managers to be able to have those weekly, bi-weekly or monthly checkins that mention the importance of holistic well-being, because if you have [employees who are] really taking care of themselves holistically, they'll be able to show up better in the workplace," she says.
Going beyond "traditional" wellness benefits
When employees hear "wellness benefits," they often picture a gym membership, therapy or stipend, Dadson says. Taking care of oneself can also mean becoming more financially secure or being better able to care for loved ones, so things like access to an emergency savings account platform or a financial adviser, or child care and eldercare assistance, can be added to the list.
Benefit leaders can also look for ways to shape company offerings and policies into wellness opportunities, Dadson says.
"For example, with companies that have unlimited PTO, [can] you to dedicate one week out of the year as a wellness week, where the office is closed and work is on pause unless absolutely necessary?" she says. "This is a week … where people can just breathe, have guaranteed pay and there are no expectations other than to take care of themselves."
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Bringing wellness into the workplace
Building connection and community within the workforce is something wellness benefits can do on a daily basis, Dadson says. From employer-provided healthy lunches to early-morning yoga sessions in the office, employees can be given time to do good for themselves, while also interacting with co-workers, she says.
Designating an in-office wellness week is another option, with each day providing resources that meet various interests. Dadson suggests modeling it after a school spirit week, with each day devoted to a specific subject such as fitness, finance and healthcare, and bringing in professionals in these areas to engage with workers.
"[This is] an opportunity for people to see these systems embraced, and to believe that their companies actually do care about them," she says. "Actually living and breathing it gives benefit leaders an opportunity to truly shine."
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The combination of giving employees broad wellness benefits and being an active participant in their well-being makes them feel truly valued, Dadson says.
"Not often do I hear people say how awesome [this kind of] programming is," she says. "Employers should have more responsibility in making sure that people who work for them have an opportunity to take care of themselves."
