Wellthy’s Post

Supporting employee well-being is not only right but strategic. Meeting employees' diverse care needs fosters equitable and thriving workplaces.

Indeed, the generational shift is crystal clear, and it appears to have caught some managers off guard. For older generations, working through all kinds of mental and physical ailments was a matter of pride. Some employees, particularly non-parents, would go years without taking a sick day. “It was a badge of honor—and you probably infected many others in the office,” says Ron Porter, senior partner at Korn Ferry. For Gen X, the concept of “taking a mental health day” was a joke. Today, to Gen Z, doing so is a perfectly viable option, and experts say that these younger workers may feel genuine surprise at the distrust that their sick-day habits can engender around the office, particularly if they do not understand the heavy lift that teammates pick up in their absence. The confusion is especially acute at companies that encourage employee well-being and the use of benefits. “It’s a massive switcheroo on company culture,” says Kate Shattuck, global co-leader of the Impact Investing, ESG, and Sustainability practice at Korn Ferry. #sickdays #genz

"As more companies offer benefits emphasizing the importance of empathy, particularly during personal crises and major life transitions, the landscape of workplace benefits is evolving. Integrating empathy into their non-traditional benefits is more than a kind gesture for these employers—it's a strategic investment." -Christine Michel Carter, Senior Contributor to Forbes We hear this feedback all the time from employers who love PERKY Leave, particularly how it's a resource for those expecting parents that are still keeping their secret, but looking to plan out their leave! #employeeempathy #familybondingleave #strategicemployers

As we applaud the shift towards flexible working conditions, it's crucial to recognise that flexibility alone isn't the panacea for working #mothers. To the working mama who juggles 'flexible' hours but still feels unfulfilled, overwhelmed, and undervalued—you are seen. Your struggles validate a greater need beyond just adaptable work hours. To employers who champion flexible schedules yet observe declining performance and morale, it’s a signal to delve deeper. Flexible working conditions are undoubtedly vital and appreciated, but they are just one piece of the puzzle. The real challenge lies in ensuring mothers are well-equipped to thrive within those hours which can significantly reduce absenteeism, curb the hidden costs of presenteeism, and boost confidence and productivity. Truly enabling a mother to succeed on their terms within those hours. This is true now but is going to become even truer in the future with the emergence of Alpha mothers—mental health and wellbeing focused, tech-savvy, and high-expectation (regarding their workplace) mothers—marking a pivotal shift. This generation not only demands flexibility but also expects comprehensive support for their emotional, physical, and mental wellbeing. They envision a workplace that respects them as individuals and mothers first, appreciates their different phases of life and nurtures a supportive work-family environment. The transition into motherhood is profound. The employee who returns from maternity leave isn't the same person who left. Her responsibilities, health, relationships, and worldview have transformed. This underscores the necessity for a holistic approach to support that aligns with her new reality not just whilst on maternity leave but when she steps back into the workplace to. As business leaders, we must broaden our support frameworks to genuinely empower our largest untapped talent pool. Post-maternity, a woman’s professional journey is far from over. In fact, roughly two-thirds of her working life remains, yet 37% of all mothers feel isolated when they return to work and consider leaving their job. It’s high time we build a workplace that not only adapts but also actively supports and celebrates this significant life transition. Your business, and the mothers it employs, deserve more. Let’s commit to making the workplace a truly supportive environment for every working mother. Your feedback and ideas on how we can improve are invaluable—let's open up this crucial conversation.

Managers need to understand that older workers are not a uniform group. It is important to develop age-relevant approaches to support the work-life balance of older employees. At Health by Design, we have over 25 years of experience in showing employees how to find that balance and strategies for managers to support staff with their personal wellbeing journeys. Talk to us today.

Sunday, July 14, 2024 07:42 From: Dr. Richard Francis Viktor Hogan Re: Family life in Workplace ✅ Remember, investing in family-friendly workplaces benefits families, businesses, economies, and societies at large: — Family-Friendly Policies: • Implement policies that help workers balance work and family lives. These may include flexible work hours, parental leave, and support for caregivers. — National Work + Family Standards: • Employers can follow best practice guidelines to support employees’ work, family, and well-being needs. Initiatives like the Family Friendly Workplaces certification recognize employers as “Family Inclusive Workplaces” based on these standards. — Flexible Work Arrangements: • Encourage telecommuting, job-sharing, and part-time options. This flexibility allows employees to manage family commitments effectively. — Childcare and Elder-Care Solutions: • Develop innovative solutions to support employees with childcare and elder-care responsibilities. • Predictability and flexibility are key. — Promote Work-Life Balance: • Foster a culture that respects employees’ commitments outside of work. Prioritize well-being and create a connected, trusting team. -30-

A recent article shows that "Around 70% of working parents say that working for a company with benefits that foster a healthy work-life balance are non-negotiable." Parents not only want support and a flexible work environment but expect it. Providing this support is a great way to attract and retain talent. Read more here: https://lnkd.in/dPPkqFJv #workingparents #employeewellbeing #worklifebalance #workingmoms

Are you struggling with employee retention? It might be time to rethink your benefits package. At FORTIS, we've noticed a growing trend: employees are increasingly interested in holistic benefits that prioritize their health, well-being, and work-life balance. Our latest blog post dives into the key components of a holistic benefits package, from listening to your employees' needs to prioritizing mental health. Read the full post to learn how you can transform your hiring approach and retain your best talent: https://lnkd.in/euxecntF #HolisticBenefits #EmployeeRetention #FORTISResourcePartners #2024SalaryGuide

Let's be real; employees are looking for flexibility and understanding from their employers. In this day and age, people place stock in a work arrangement that allows them to succeed in their career while also enjoying time with their family and friends. Flexibility is the cornerstone of a family-friendly workplace. Tailoring your return-to-office policies to include adjustable work hours or the ability to choose office days can make a significant difference. This approach not only benefits employees but enriches your organization with a culture of understanding and support. Partnering with a PEO like Insperity can help you provide the benefits that employees are searching for; thereby supporting you in attracting the top talent you need to take your business to the next level! #EmployeeBenefits #WorkLifeBalance #FlexibleWorking #WorkingParents https://lnkd.in/eSRKi_x8

As business leaders look to build and achieve a strong, influential company culture, it’s important to define what environment and results your organization needs to be successful. You want your company’s standards, values, mission, and purpose to be the center of what people do and why they work to reflect and accomplish these goals. Looking into several successful companies with strong company cultures, here are some of the common practices they implement that keep teamwork strong and employees engaged: -Strong healthcare benefits for physical and mental well-being -Paid time off for vacation, personal time, sick leave -Family planning benefits - Fertility treatments and adoption assistance -Parental and family leave -Flexible work arrangements -Employee recognition -Cell phone and internet reimbursement -Career development opportunities -Childcare support These are just a few of the advantages offered in some of the most successful companies today. Part of their success comes from fully invested employees who are treated well, respected and appreciated and that creates a culture of loyalty, service, and retention. What are some ways that your organization supports employees and helps to build an effective culture? #CompanyCulture #EmployeeBenefits #EmployeeRetention