6 workplace wellness trends your business needs to embrace in 2022

6 workplace wellness trends your business needs to embrace in 2022

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1. A holistic approach to employee wellbeing

The “seven dimensions of wellness” are well established in academic and wellness circles.  If you work with a third-party workplace wellness provider, you and your employees might already be familiar with these. What are the seven dimensions? – Physical – Emotional – Intellectual

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1. A holistic approach to employee wellbeing

– Social – Spiritual – Environmental – Occupational For many years, workplace wellness was focused narrowly on the occupational dimension.  As such, you might have developed a means of measuring job satisfaction and employee engagement, but 

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1. A holistic approach to employee wellbeing

without considering how external influences would affect these. Now, workplace wellness should be far more holistic, considering your employees' needs across their entire lives. If anything, the occupational dimension may become the one you focus on the least. People being at peace across the other dimensions is more 

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1. A holistic approach to employee wellbeing

likely to make them healthier overall and happier in the workplace.

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2.  An emphasis on mental health

Mental health is the perfect example of something that many businesses were giving an increasing focus to pre-pandemic, but that has become even more significant in the past couple of years. Businesses, in general, have gotten better at being understanding of employee mental health challenges through the years. For example, 

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2.  An emphasis on mental health

offering things like paid "mental health days" was a positive step in this regard.  However, now your role as an employer is to play an active part in helping your people to maintain and improve their mental health, rather than simply being understanding and giving them the time to deal with any challenges they're facing.

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3. A real commitment to work-life balance

Work-life balance is another area where businesses have made improvements in recent years, but also where there is much more they can do. Previously, assisting employees with their work-life balance might have involved little more than reassuring employees that they shouldn’t deal with emails at the weekend.

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3. A real commitment to work-life balance

In 2022 and beyond, it will be increasingly vital to ensure you're actively helping your teams manage their work-life balance.  This is true not just for employee engagement and satisfaction but also for attracting and retaining talent. In a similar vein to helping employees with their mental health, ensuring they achieve a 

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3. A real commitment to work-life balance

better work-life balance may mean looking at how and where they work, your annual leave model, and how things like commuting impact their day-to-day lives.

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4. More focus on healthcare equity

The COVID-19 pandemic shone – and continues to shine – a bright light on healthcare inequity and inequality worldwide.  As an employer, you must ensure that your employees enjoy equitable access to healthcare. Whether you do this by taking out a group private health plan or by another means, it’s a step that will 

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4. More focus on healthcare equity

enhance your employee benefits, increase job satisfaction, and give you a more engaged team. You’ll also enjoy added benefits like reduced employee absence and avoid the losses such events can inflict on your bottom line.

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5. Consideration of financial wellness

One of the fastest-growing trends in workplace wellness is financial wellness. This is something else at least partly driven by the COVID-19 pandemic, which may have put your employees under financial stress, particularly if you had to cut hours or put people on leave. A considerable number of your employees are likely living 

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5. Consideration of financial wellness

paycheque to paycheque. With the cost of living spiralling in many parts of the world, their situation could be set to worsen.  If your teams are coming to work or clocking in from home with worries about their financial situation, there's no way they're going to be as engaged or as productive as you want.

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5. Consideration of financial wellness

At the same time, financial matters are sensitive, and people often don't like discussing them.  As such, make the inclusion of financial tools, resources, and advice a vital part of any workplace wellness program you develop for your teams.

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6. An evolution towards dealing with causes rather than consequences

Workplace wellbeing solutions are – or should be – continuously evolving. After all, your employees’ situation and needs will change over time, so your workplace wellbeing plan should evolve to reflect that. One permanent shift we’re seeing in workplace wellness – and something that all the other trends we've explored allude to – is a move towards helping 

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6. An evolution towards dealing with causes rather than consequences

people deal with the causes of issues rather than the consequences. Essentially, your workplace wellness program should help your employees get great at life. I nstead of only helping them deal with mental health, financial, or any other issues before they arise, your program should offer your people the tools to stop problems developing in the first place.

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