Developing a culture of wellness to improve employee retention involves more than implementing initiatives. It is also about creating an environment where employees feel valued, supported, and motivated to take advantage of what the employer offers. - BY Donna Chan

Culture quitting is a term used today that refers to people leaving their jobs because the workplace culture leaves them feeling stressed and unhealthy. There are many reasons why employees believe their physical and mental health is suffering, like too much pressure to produce on a daily basis or unable to achieve work-life balance. It is a recipe for a high turnover rate.

Implementing health and wellness initiatives is important, but if the way talent is managed negates the benefits of participation, there is no culture of wellness. Developing a supportive, positive culture with high employee retention requires a workplace that considers physical and mental health in every aspect of the employee experience, and a holistic approach that encompasses physical, mental, and emotional health. That may sound a bit idealistic, but there’s a business imperative in play. A well-rounded approach increases employee engagement, which reduces retention.

Developing Consistency in Messaging

Employers talk about health and wellness in some workplaces even as employees experience exceptional stress. Culture matters. Research has found an association between a workplace culture of health and wellness and employee emotional well-being. Carefully developed talent management strategies that prioritize employee physical and mental health contribute to a culture that offers tangible ways to improve and manage wellness. It is a continuous cycle. Health and wellness strategies contribute to a culture of employee engagement, increasing employee utilization of initiatives and programs. A positive culture contributes to employee health and wellness.

Inconsistent messaging contributes to employee turnover. For example, some employers talk to employees about workplace wellness benefits and encourage them to take advantage of the opportunities yet management policies do not, in day-to-day practice, support a wellness culture. Maybe company policies do not allow employees to take walking breaks, the workload is excessive, or managers contact employees at home. Healthy workload management is crucial to developing a culture of health and wellness, but this depends on organizational leaders employing tactics like ensuring a fair distribution of work and communicating realistic deadlines. A reasonable and fair workload prevents employee burnout and maintains a sustainable work pace that supports long-term retention.

Training leadership to proactively promote physical and mental health underlays the success of any management strategy that prioritizes employee health and mental and emotional wellness. The training should include frontline managers because they are the leaders who influence the workplace culture. They can encourage employees to participate in programs and initiatives, give them information and encourage them to join employee support groups. They are the people who have the most day-to-day interaction with employees and can recognize when staff members have issues. Frontline managers are the people who give employees time to participate in Employee Resource Groups and wellness programs.

Designing Effective Strategies to Prioritize Employee Well-Being

There are many approaches to supporting employee wellness. Some organizations implement comprehensive wellness programs that include resources for physical health, mental health, and stress management. These strategies include program elements like employer-subsidized gym memberships, stress workshops, and counseling services in benefits packages. There are many other practical approaches to prioritize employee well-being beyond gym memberships.

Another strategy is offering mental health support by providing access to mental health professionals and resources. This approach provides employees with the support they need and reduces the persistent stigma of mental health. Some tools and resources employers are implementing include Employee Assistance Programs (EAPs) and mental health apps. Ensuring mental health benefits are included in the benefits package is also crucial to making mental health an integral part of the workplace culture. Related to mental health, regular stress management training is offered. The training can equip employees with tools to manage stress effectively, whether working onsite or remotely. Training workshops may address mindfulness, resilience, recognizing the effects of stress, and stress relief activities.

A culture of health and wellness considers employees’ entire experience. While onsite gyms or gym memberships, health workshops and health platforms, and mental health resources are essential to employee wellness, the employee experience needs consideration. For example, workplace stress is attributed to many factors, one of which is difficulty achieving work-life balance. Offering flexible work hours and remote work options can speak to this and show that a company prioritizes employee well-being. Additionally, these policies have proven to enhance perceptions work-life balance, reduce burnout levels, and measurably increase job satisfaction.

A final management strategy is fostering a culture of open communication where employees are comfortable discussing their well-being. There are different ways to build trust and transparency, but the goal is to assist employees with addressing their issues early. Some resources include regular check-ins, anonymous feedback systems, and mental health forums. Employee feedback on their well-being and job satisfaction gives managers the information they need to respond to issues and actively work to strengthen employee engagement by offering the resources employees need.

Culture is in the Details

Companies serious about developing a culture of health and wellness pay attention to details. For example, what kind of snacks are in the vending machine? How inviting are the break areas? Are employees encouraged to partner in a buddy system to support each other?

Management strategies like establishing employee wellness committees and group activities engage employees. Recognition and awards programs are proven strategies for engaging and motivating employees. Recognizing and rewarding employees who participate in wellness challenges or can earn incentives for engaging in wellness activities proves the employer is willing to commit resources to employee health and wellness.

Keeping a Focus on People

All in all, the most successful management strategies to promote employee health and wellness are holistic approaches. A supportive culture is fundamental to employee holistic well-being. Fostering a supportive workplace environment reduces the stigma attached to many physical and mental health challenges, whether it is being overweight or experiencing extreme stress. While providing resources is absolutely critical, the resources need the support of management policies and leaders who are trained in managing employees in a way that supports holistic health.

An effective strategy also considers what it will take to engage employees in health and wellness programs or initiatives, meaning they must be tailored to the workforce. What works in one business may not work in another. Gathering employee feedback is imperative to increasing retention. Who better to explain work and personal needs than the employee? The most effective management strategies to promote holistic employee well-being are based on employees' needs.