With over 50% of employees working from home during the week, maybe your traditional employee wellness programs have run their course?
In today’s world, operating a business or scaling startup is not what it used to be. Gone are the days of your traditional, expensive, hard to implement business software and SaaS has come to be the saving grace for us all. SaaS is cost effective, user driven, and has almost a zero learning curve. Making managing employees and running a business easier than ever.
With SaaS has come more remote teams. Communication and project management tools such as Slack, Trello and Basecamp have created an environment where anyone can live up their Tim Ferriss, work from a beach in Fiji lifestyle.
Working remote has become mainstream and almost a requirement for any size company.
That being said, when managing remote teams, we must be careful that they’re not out of sight, out of mind. The programs and perks that we offer must scale from inside that WeWork in Brooklyn, Crowsnest in Montuak, all the way the that Tim Ferriss beach we mentioned before.
When looking at employee wellness, scaling across cities, states and countries can be a challenge. Think about it, what are the common traits of your traditional employee wellness program?
- Company step challenges with an office leaderboard, which is full of interoffice competition….Looking at you Karen
- Reimbursement at 13 local gyms in your area, which took HR months to negotiate discounts.
- Yoga, massage, pilates, life coaches, personal trainers, and whatever other perk at lunch or during that “employee wellness week” we all love to go to.
As you can see, the point I’m making is that employee wellness as we know it, does not work in the world we either live in or are trending to.
Much like the communication and project management tools mentioned earlier, we must find better and more inclusive ways to drive health in our organizations.
p.s. if you want to skip all this reading, feel free to request access to the Employee Wellness for Remote Teams infographicbelow.
Step one: Optionality is key
As we discussed before, wellness is not a one sized fit all program, it is a subjective and personal decision steeped in emotion.
And it is not just gym reimbursement or step challenges anymore, employees today want:
- Bike share access
- Exclusive fitness classes in their city
- Races, sports leagues and events
- Team building activities
- Wearable and activity tracking
- All the data
- And amazing user experiences!
Step two: A successful wellness program should live outside the company.
With attrition rates as high as they are, along with some remote employees being virtually nomadic, making sure to engage with a platform that works inside or outside the company is key.
Employees today like what they like, and asking them to join some corporate gym, to run a “non mandatory” 5k on a Saturday with the office or to take that HRA for a premium discount is out the door. Your employee wellness platform should feel like a consumer product, not an enterprise solution. That HRA should assist them in helping them improve, not just support your budgetary concerns.
With LEON, we found that users want to commit to a wellness program for them, not you! Thats why we built LEON to be an ecosystem designed for long term engagement. When an employee leaves a company, they can maintain LEON….All the discounts, all the reporting and all the access.
When they start at a new company and or leave an old one, they simply connect or disconnect in one click of a button.
Simple, easy and built for life.
Step three: Integrate to engage
Going back to an earlier topic, if you work in a company, there is a good chance you world revolves around some sort of SaaS platform. From ordering marketing materials, communicating to customers, to managing sales leads, SaaS platforms are everywhere.
Knowing that, we built a specific integration to drive wellness through where you and your team live everyday, Slack!
In one click of a button, your team can book a class, sign up at a gym or join a coworker in a wellness activity. And for those remote teams, you have the ability to segment into specific groups and offices.
And no worries, auto posting to Slack or any of our other social channels can to be turned off at any time. Seamlessly integrated and scalable to any size company.
Step 4: Data drives decision making
Employee wellness is notorious for minimal data and limited demonstrable ROI. Understanding where your employees engage, how they engage and the ultimate pay off in regards to health changes should be a mandatory thing.
And what about brands? What brands do your employees love? And which brands do the best job getting your employees healthy? LEON can tell you that.
In regards to Health Risk Assessments, LEON is slowely rolling out our version of an HRA which will help you understand how healthy your company really is (on aggregate of course), but more importantly, how your wellness benefit affected the overall health of your organization.
From a user perspective, they get real time recommendations on their current state of health, and as they get healthier, the recommendation algorithm updates to drive momentum forward.
Now possibly tie that into sleep tracking, activity data and subjective questioners, the level of wellness intelligence can get pretty robust.
Employee wellness has changed, now it’s time for you to catch up.