Think of curating an effective wellness program as treating a patient successfully. Treating a patient for say, a chest infection, involves several steps from diagnostic procedures, including a simple physical exam to laboratory investigations and chest X-rays, to identifying the right antibiotic regimen for the patient. Similarly, providing the most effective wellness programs for your employees requires first investigating to understand what their real health and wellness challenges are and then providing solutions that work for them.

Many HR professionals whom we have spoken to shared that they had offered many well-being initiatives for their employees but they were not having the impact they had hoped for on the workforce.

Well-being takes a holistic approach. For many organisations, offering leadership training for managers, training and re-training of employees, recruiting more employees, improving communication channels in the workplace, and putting in measures to check burnout are the most urgent and most common solutions that employees need.

In tackling these problems, leaders of the ogranisations need to ask tough questions and have difficult conversations.

What is our organizational culture?

What changes do your employees really want to see?

What are their deepest concerns about work?

What are their mental and physical wellbeing challenges?

How is work impacting their quality of life?

What can be done differently?

A mismatch between actual problems and solutions offered inevitably leads to poor outcomes. Organisations might need to re-prioritize resources invested in routine biometric assessments and incentives into providing coaching services for employees, a key to improving their personal and professional well-being.

It is important to understand that well-being programs are not one-size-fits-all; what works for one organization may not work for the other. A mental health lunch & learn week may fit just right for an organization that has a strong culture of wellness and is supportive of its employees’ health through strategic solutions but may be ineffective for an organization that is yet to resolve these primary issues. Wellbeing programs need to be customised depending on the needs of the workforce and what stage they are in in the well-being journey.

Part of creating a customized wellness program for your organisation is also personalising these offerings. Even among a group of employees with similar well-being issues, solutions that work best for each employee can vary. Providing a customised wellness plan for employees involves understanding their individual situation, identifying their social, economic, and health factors and integrating these nuances into their wellbeing solutions.

Curating the right wellness program for your ogranisation requires paying attention to the granular issues of wellness and health in your organization. Well-being and health are not independent issues and they are dependent on a large number of factors, including organizational culture, workplace issues, and personal health circumstances. Understanding these contexts help leaders to identify their employees’ actual wellness challenges and implement the most effective solutions.

Need help planning your corporate wellness program?

We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier live collectively and seamlessly. Learn more about the PUML Corporate Wellness Program.

The post <strong>Corporate Wellness Programs</strong> appeared first on PUML Better Health.

Extend remote work options fairly

For many employees, the pandemic has proven they don’t necessarily have to be in the office to be productive. For others, it highlighted that they enjoy the opportunity to socialise face to face. Whilst some are certainly eager to return to the physical workplace, others have no intention of going back — at least, not permanently.

Some companies have already assured employees that they won’t have to come back to the office if they prefer not to do so. For example, Square announced that employees would have the option to work from home indefinitely since May 2020. Since then, many others have followed suit, going 100% remote or moving to a hybrid workforce model.

It is important to give employees assurances as often as possible even if leaders of the organisations are still finalising their post-pandemic workforce plans. Aim to make your work policy as extensive and equitable as possible, and provide clear guidelines around eligibility so that no one feels unfairly left out.

Listen — really listen — to your employees.

Engagement starts with understanding your employees. This can include conducting an Employee Engagement Survey with specific well-being questions or a specialised well-being assessment. At the peak of the pandemic, a lot of emphasis was placed on employee well-being, with experts fearing that the stress and anxiety created by the health crisis — compounded by isolation — would hasten burnout.

The assessment should include different dimensions of well-being such as one’s physical, emotional, mental, spiritual, financial, and social needs. By collecting and analysing feedback from those who have left the organisation, you can better understand why people are leaving and take action on the highlighted areas (e.g., remote work options) that will drive the biggest impact. Keep in mind seeking feedback from employees should be an ongoing process, not a one-off activity.

Focus on customisable solutions to support employees’ health and wellness needs.

The pandemic has been challenging for many employees and it is important to note that experiences during the pandemic have differed widely for employees depending on personal circumstances. Stress has been a constant, as well as the uncertainty of what the future will bring and how the pandemic experience will impact a person’s health. Focusing on customisable solutions that are sustainable to support employees are important. There is no one size fits all strategy, so it is also important to consider how organisations can best help every employee with customisable solutions that are sustainable.

Ensure you’re addressing employee development needs.

Employees in today’s day and age are more than ever valuing opportunities to learn and grow. If they can’t do that within your organisation, they’re likely to seek those opportunities elsewhere. Even if you don’t have many opportunities for employees to move into higher position roles, you can still provide them with ways to learn new skills or take on more challenging projects.

Ensure pay equity and transparency

A powerful place to start is with pay equity because if organisations are not transparent and have not made any significant progress in this area, employees are more inclined to look for other better opportunities elsewhere. The first step toward pay equity is understanding if there are any gaps in your organisation. Transparency is paramount – If your organisation is not comfortable disclosing exact numbers, consider sharing salary ranges. This not only gives employees a way to confirm they’re being paid fairly, but can also give them more confidence that you’re committed to equity.

Need help planning your corporate wellness program?
We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier live collectively and seamlessly. Learn more about the PUML Corporate Wellness Program here.

PUML powers better health for a more fulfilling life. We aim to create future-proof solutions. Our technology is user-friendly, highly engaging, and easy to use. We help organisations save time and cost.

The post Preventing and overcoming “The Great Resignation” appeared first on PUML Better Health.

Poor well-being has serious implications. It can manifest in physical symptoms like headaches and fatigue or mental ones like anxiety and depression. As well-being is something that improves or declines gradually, it can be difficult to spot the early signs that it’s headed in the wrong direction. This is where employers can step in.

Of course, not everyone in the organisation is going to have the skills to spot anxiety before it rears its head. However, you can have balances in place to try and recognise when staff are at risk.

Indicators of Good Wellbeing at Work

When people are well, they will generally display it through the following:

1. Resilience

E.g. the ability to cope with stress and setbacks.

If someone is struggling to bounce back from a difficult situation, their resilience is low.

2. Engagement

E.g. how motivated and invested an individual is in their work.

If someone is feeling disengaged, they may start to feel like their work isn’t worthwhile.

3. Satisfaction

E.g. how content an individual is with their job.

If someone is unhappy with their workload or working conditions, their satisfaction will be low.

4. Energy

E.g. How much physical and mental energy an individual has.

If someone is feeling constantly tired or run down, their energy levels are likely to be low.

Warning Signs of Poor Wellbeing

It’s normal for resilience, engagement, satisfaction and energy to fluctuate. No one is static at all times. But, when it becomes problematic, it may be displayed like this:

• Increased absenteeism
• Decreased productivity
• Increased mistakes
• Withdrawal from social activities
• Changes in appearance
• Changes in behaviour

Of course, it’s important to remember that these are just potential signs and not definitive proof. Different people will show different signs of poor well-being.

What Can Employers Do?

Employers need to both watch for these signs and introduce wellness management into the corporate culture to minimise the risk of well-being decline. Here’s how:

Encourage a healthy work-life balance

Ensure that staff have enough time for both their work and personal lives and remember that everyone’s idea of a healthy work-life balance will be different. One thing is for sure, though, hybrid work will be part of this conversation. Seventy percent of workers want to keep their hybrid remote work options. Well-being plans must factor in ways to engage employees both in and out of the office.

Promote open communication and offer support

Create an environment where staff feel comfortable talking about their well-being, whether that’s with their line manager or HR. Normalising these conversations means that employees will come to you sooner, and it makes them feel less alone. Removing that feeling of isolation is itself a powerful tool to combat poor well-being.

Outside of open communication, offer support, such as an Employee Assistance Programme or access to counselling services.

Be proactive

Try to identify the early signs of poor well-being and take action to address them before they become a bigger problem. Do this by holding regular reviews to check in with staff and consciously address some of the indicators above to gauge how they’re feeling inside and outside of work.

Encourage healthy lifestyle choices

Healthy food options in the workplace, encouraging regular breaks and introducing wellness programs all help to keep staff happy and healthy. PUML Better Health is one solution that rewards staff for participation and encourages engagement with challenges that can be set up company or team-wide. No matter whether they’re at home, abroad or in the office.

Need help planning your corporate wellness program?

We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier live collectively and seamlessly. Learn more about the PUML Corporate Wellness Program.

The post How to Recognise Poor Wellbeing and Avoid Employee Burnout appeared first on PUML Better Health.

Healthcare

Health is wealth. Being able to offer healthcare support to your employees is one of the most popular additional benefits. This helps them lighten the burden of medical costs including things like yearly check-ups, treatments, and dental and vision coverage. These healthcare benefits may also extend to cover family members which is highly desirable.

Wellbeing support

Well-being support has been gaining more traction and many organisations have started to realise the importance of offering their employees a well-being support program. In addition, many organisations have also learned that well-being support comes in many forms and is personal to the individual employee. It is essential to offer a suite of well-being tools and resources to help navigate each individual’s well-being challenges and preferences.

Examples of wellness offerings include

• Mental health resources
• EAP service
• Access to gym memberships
• Meditation sessions at work
• Counseling sessions
• Personal time-off
• Access to virtual workout classes

Discounts

Financial wellbeing is a very important issue globally and everyone is looking for ways to save money. Employee discounts allow them to save money on items from essential grocery runs to occasional purchases such as activewear apparel. Using the PUML App, users use PUML coins, earned from their healthy habits to redeem rewards including: supermarket vouchers, sports retail brands vouchers and much more.

Paid personal time off

These come in various forms and many organisations have started offering more time off to employees as they recognise the importance of rest. One example is a paid day for birthdays, this is highly beneficial for employees to relax and enjoy themselves on their special day. Another one is a paid day to reward employees who have done a good job and similarly, this is a highly beneficial reward for employees to not only rest but also acknowledge them for their hard work. PUML clients have also taken advantage of this to reward their employees for hitting their health goals.

Learning and Development budget

Increasingly, more people are not just looking for a job, but a successful career. This means organisations must put in the time and financial resources to invest in the professional development of their employees. This is especially crucial in today’s constantly evolving world where up-skilling is high on the agenda for many professionals. Organisations can also benefit as they develop and train their talent to take on bigger responsibilities and more senior roles instead of hiring externally.

Need help planning your corporate wellness program?

We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier life collectively and seamlessly. Learn more about the PUML Corporate Wellness Program.

The post Five Popular Employee Benefits appeared first on PUML Better Health.

We may be online more than ever before, but technology has allowed us to life-hack our way to better wellness. This trend is moving with us into the web3 world. Health and wellness are being further enhanced, not lost.

What is web3?

Web 3 is a cultural movement, an entirely different way of thinking. It goes beyond just coding and crypto. Unlike our web2 present, where intermediaries like Google and Facebook own the content we create (the very contributions we individually and collectively make to the web2 world), web3 allows creators and users to capture the value they create. And we are all creators.

The internet is built by people. Not just those who built the infrastructure where we post but the content that goes there is the heart and soul of the online world. The users’ contributions make it a place we want to visit, not the platforms themselves.

Web3 principles put the power in the peoples’ hands. It removes the present dilemma of private data in exchange for services and gives users more control over how they engage with platforms and with others online.

Wellness in Today’s World

The wellness industry is rapidly transforming. As technology evolves, better solutions are designed to improve user experience. It was once revolutionary that you could watch an exercise video online. Today, you can custom-build workouts on apps, friend people on your preferred wellness platform, track your performance from your smartwatch and have gamification designed to get you up, moving and feeling proud of your progress.

Smart devices are everywhere, acting as personal trainers and life coaches to keep us on track, and focused on the goals that matter. The goals that make us happy and keep us healthy.

Now, enter web3, and you can have all of the above, plus:

• users own their data, and
• move-to-earn and MoveFi enter the equation.
• more privacy than ever before
• unique gamification and earning opportunities

The Rise of Play to Earn and MoveFi

Play to earn (also called move to earn or M2E) is a blockchain-based concept where users are rewarded with real digital currency for their achievements. Exactly as the name suggests, they play (or move) to earn rewards. These activities can be tracked and verified on the blockchain, meaning that there is no need for a centralized platform to issue or manage rewards. There is no sneaky business.

This creates a number of advantages:

• It’s completely trustless (no single entity in control)
• It’s more secure (because it’s decentralised)
• It’s more engaging (because users are directly rewarded for their efforts)
• It’s more motivating (because there is a real incentive to participate).

This concept takes the existing practice of gamification, which is present in all fitness apps today and adds a financial portion (GamFi) to really boost the incentive.

MoveFi is then using web3 technology to create a decentralised fitness ecosystem. It does this by connecting people, apps, devices, and data on the blockchain. It’s the blending of movement technology with the financial aspects of the on-chain ecosystem.

What does that mean for wellness?

A decentralised fitness ecosystem rewards people for their physical activity with digital currency. This currency can be used to buy fitness-related products and services, it can be donated to charities, or it can be cashed in for other currencies. Users that engage with web3 fitness platforms are rewarded not only with health, but financially as well.

There is no greater motivator than that.

Learn more about PUML’s move-to-earn platforms here.

The post Health and Wellness in a Web 3 World appeared first on PUML Better Health.

Physical Wellness:

Move more, eat well

This dimension of well-being focuses on practicing healthy daily habits. It encompasses a variety of healthy behaviours including regular exercise, proper nutrition and other physical activities that support bodily health. It also means learning about and identifying symptoms of disease, getting regular medical check-ups, and protecting yourself from injuries. Developing such healthy habits today will not only add years to your life but will enhance the enjoyment and quality of those years.

When it comes to exercise, everyone is different, and PUML supports all fitness goals and levels. Use PUML to build healthy habits wherever you are — designed to incentivise healthy habits in the most ‘fun; way possible. This means that we actively congratulate and reward participants with discount codes, merchandise, NFTs and $PUMLx Coins.

Emotional wellness:

Practice Gratitude

Emotional wellness focuses on the ability to acknowledge and express human emotions well including validating and managing emotions constructively. It also means having the ability to love and feel loved and achieving a sense of fulfillment in life. Mental health is one of the most talked about topics today.

PUML hosts virtual wellness challenges including Meditation challenges and Gratitude challenges which are aimed at improving mental health.

Social Wellness:

Connection

Social well-being focuses on cultivating healthy relationships with friends and family. This means learning good communication skills, developing intimacy with others and creating a support network of friends and family members.

PUML understands that it’s hard to keep company participation levels up and that is why we have company leaderboards to gamify the experience and add a level of social motivation.

Spiritual Wellness:

Nourish your soul

Spiritual wellness involves seeking purpose and meaning in one’s life. This can encompass activities like praying and meditating.

To enhance spiritual well-being, PUML offers various wellness challenges such as meditation challenges, gratitude challenges and Live Corporate classes like Yoga.

Intellectual Wellness:

Boost your brain

The intellectual dimension encourages creative, stimulating mental activities. Our minds need to be continually inspired and exercised just as our bodies do. Continuous learning and participating in activities that arouse our minds are important.

PUML programs are customisable for YOUR workplace. You can choose which activities to include in your bespoke corporate wellness program and even allow your employees to participate collectively in their preferred activity.

Occupational Wellness:

Live with purpose

Occupational Wellness encourages fulfillment in the workplace while also balancing other life responsibilities. It means successfully integrating a commitment to your occupation into a total lifestyle that is satisfying and rewarding.

PUML offers Employee Wellness Analytics where your employees will be surveyed before and after your wellness program. You will receive a dashboard with analytics on participation levels, how your employees have improved their wellness and other key insights which help you to understand and support your employees in the area of occupational wellness.

Environmental Wellness:

Love the earth.

Environmental wellness is an awareness of the unstable state of the earth and the effects of your daily habits on the physical environment. It includes being involved in socially responsible activities to protect the environment.

Did you know… PUML offers charity integration where you can choose a charity your company would like to sponsor and we will integrate a donation option as part of your wellness initiative.

As your employees earn PUML Coins, they can choose to donate them to the charity right in the app.

Improve corporate wellness with PUML in just a few steps.

Creating a health challenge is a fantastic opportunity for businesses to join the health revolution in a positive and engaging manner that motivates and rewards people for making healthy choices.

For more information visit PUML at https://puml.io/puml-for-corporates/

The post The Seven Dimensions of Wellbeing appeared first on PUML Better Health.

As people are working remotely, it is becoming increasingly difficult for leaders to identify early warning signs that someone might be struggling and aren’t able to take action in time to help them. Mental health issues have become an increasingly prevalent problem, and companies that take steps to address them can gain a competitive edge.

Organizations must take into account their employees’ experiences no matter where they’re located. Here’re 3 key actions that can help organisations enhance employee wellness post-pandemic:

Take time to understand your employee’s level of well-being

Creating an Employee Wellbeing Strategy begins with understanding your employee’s level of well-being and thereby determining the gaps that may exist. This can include conducting an Employee Engagement Survey with specific well-being questions or a specialised well-being Assessment. The assessment should include different dimensions of well-being such as one’s physical, emotional, mental, spiritual, financial, and social needs.

Focus on customizable solutions that are sustainable

During the pandemic, many of us learned that everyone has vulnerabilities and a life outside of work, and that is normal. One of the most important things an organisation can do for its people is to trust them and give them the freedom to find a working routine that suits them best. Employees frequently go to their leaders for guidance when they’re looking for a sense of purpose and that does not mean a focus on the business’s financial goals only. It is not possible to offer a single solution for everyone; therefore, it is also important to think about how an organisation can best support each individual employee with customized solutions that are sustainable.

Create a workplace where employees feel safe to speak about their wellbeing

It’s important to create multiple channels for your team members to share their thoughts. While some employees may be comfortable sharing their thoughts in a meeting, others may prefer to have more personal space to share their thoughts. Besides having regular one-on-one meetings, ask your team members to provide feedback by sending emails or using online collaboration tools, like Slack or Microsoft Teams. Furthermore, encouraging personal reflections like writing down thoughts and practicing self-affirma­tions can also help people feel supported.

Need help planning your corporate wellness program?

We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier life collectively and seamlessly.

Learn more about the PUML Corporate Wellness Program.

The post Wellness in a Post-Pandemic World appeared first on PUML Better Health.

Before then, she was an accomplished netball player representing the Wide Bay Thundercats in the Queensland State Netball League. Team sports have been a lifelong passion, and cricket is her chosen path. In 2015, Holly was selected for Australia’s touring party in the Women’s Ashes in England. She was the first signing for the Brisbane Heat in the inaugural Women’s Big Bash League, and she played for New Zealand’s Northern Districts Spirit in the 2015–16 season.

After an injury in 2016, she dropped out of the Australian squad for surgery and recovery before bouncing back to join the Melbourne Stars’ squad for the 2018–19 Women’s Big Bash League.

Currently a Cricketer Commentator for Channel 7 and a player for the ACT Meteors and the Melbourne Renegades, Holly is a force to be reckoned with.

While training is an important aspect of maintaining her competitive fitness, Holly believes that overall wellness is holistic. She says she has found that having good mental health, enough sleep, and practicing healthy habits helps keep her balanced.

This is how she discovered PUML.

During the lockdown, step challenges on PUML helped Holly use the motivating charge of the community to get out and do something just for her. Listening to music, playing podcasts and going for walks became a nourishing form of exercise that was low intensity.

As a lifelong player of team sports, the community and social elements of PUML were hugely motivating for Holy. In her own words, “other people are essential”. Achievements are only as good as when you can share them with someone. Sharing the hard times, too, helps everyone to lift each other up.

The community centricity and range of holistic programs on the PUML app inspired Holy to want to build her own community.

What is the PUML Train With Me Campaign?

PUML’s Train With Me campaigns connect inspiring athletes with a community that is eager to engage and get active. For Holly, it’s an opportunity to engage young adults and encourage their lifelong journeys of good heath and wellbeing.

Collaborating with women in sport, PUML encourages athletes to develop their own challenges based on their unique values and passions. Step challenges, hydration challenges, mindfulness, journaling and many other styles of challenges are being developed by enthusiastic athletes excited to share their wellness hacks with their community.

Supported by the Queensland Government’s ActiveKIT program, PUML is recognised as a truly impactful way to engage users, not just to sign up but to get involved and build better lifestyles.

Blockchain technology enables this community-centric design for online communities. PUML’s decentralised software creates more significant incentives to use the app, which leads to greater user participation. PUML can offer real rewards on the blockchain, such as PUML Coins and NFTs of athletes with real intrinsic value.

PUML coins can be used to purchase real goods and service. You can donate them to charity partners through the platform. NFTs can give you access to exclusive events or athlete training opportunities. This type of engagement transforms the way athletes can provide real impact to their communities. They’re not just helping people improve their overall well-being. They’re rewarding them for doing so.

“The Train With Me Program allows youths to start with where they’re at. It doesn’t matter what level of fitness you are. There is something out there for you. The best thing you can do is take that first step, take the leap, have a go. You never know what might be around the corner.” — Holly Ferling.

JOIN HOLLY’S CHALLENGE TODAY!

The Holly Ferling ‘Train with Me’ challenge runs from September 1st — September 30th, 2022. Download the PUML Better Health App to join the challenge!

https://get.puml.io/

The post Holly Ferling x PUML appeared first on PUML Better Health.

As a leader in the move to earn (M2E) market the PUML team, was eager to join the event. This year PUML will be taking the opportunity to mingle with other leaders in the space and speak to the Australian corporate sector about how to encourage and engage staff in meaningful mental health and overall wellness activities. PUML co-hosted their first Gold Coast meetup this week to great success with around 50 locals coming to mingle at the PUML Offices in Coolangatta.

Leading the crusade for better employee health

In 2021 PUML Better Health launched into the corporate sector with a clear goal and revolutionary technology to achieve it.

The goal: tackle the health issues of the sedentary workforce.

The tech: decentralised M2E technology that rewards staff for participating in Corporate Wellness Challenges.

Well-being programs help employers attract and retain top talent by creating an environment where employees feel valued and appreciated. They are 46% less likely to have sick days, 125% less likely to burn out and 32% less likely to quit. Encouraging movement by encouraging physical activity improves employee job satisfaction and leads to improved life outside of the office.

It’s not always easy to get people to move, however. A sedentary lifestyle is common in a society where people spend most of their time sitting at desks. Breaking bad habits is difficult. Innovation has been necessary to tackle this problem from a different angle.

Blending Gamfi, Socialfi and MoveFi, PUML Better Health’s corporate offering allows corporates and enterprise clients to engage their staff in better health using Web3 principles.

Already adopted by major global corporates and enterprise clients, PUML has helped employers improve their staff’s mental and physical health and well-being. As a white-label solution, businesses simply set up their own wellness or fitness challenges — such as step challenges, meditation challenges, hydration challenges, sleep challenges or a variety of custom activity challenges — and wearable data from Fitbit, Garmin, Apple Health, Google Fit or Samsung help to track and reward their progress.

Built into the solution, these Gamfi challenges encourage and engage employees in a way that only blockchain technology and Web3 principles can facilitate. As employees engage, they are rewarded with PUML Coins, which are redeemable in the PUML marketplace for real tangible goods. PUML Coin can also be donated to partner charities, making PUML a powerful CSR initiative for charitably conscious organisations.

PUML x Workplace Wellness Festival

At the event, PUML’s COO Debora Kocak and Head of Partnerships Emma Crudgington hosted the PUML exhibition stand and Debora was a part of a panel, heading up on stage as an official speaker to address the festival about how to keep employees engaged in the workplace and the Move to Earn movement.

For Emma, it was a wonderful experience to be surrounded by so many other inspirational companies and to hear so many amazing stories. Not to mention it was the first big conference they had attended IRL in two years. We look forward to attending again next year!

Need help planning your corporate wellness program?

We can survey your employees, create challenges that fit your workplace and deliver wellness content. Learn more about the PUML Corporate Wellness Program.

The post Move to Earn + Corporate Wellness appeared first on PUML Better Health.

Nobody wants to be unhappy at work.

A positive workplace culture helps shape an employee’s mindset about health in various different aspects. It’s especially important during these uncertain times when HR managers are faced with the challenge of reassuring their staff that they’re returning to a healthy and productive workplace.

If you want to encourage healthy actions and behaviors among your staff, then you need to create an environment where they’re encouraged to be healthy at work. They’re productive and feel supported, which leads to reduced absenteeism, illness, conflict, and, ultimately, turnover.

This is driven by a few factors including the incorporation of healthy lifestyle practices (i.e. wellness programs), along with supportive workplace culture, minimal occupational hazards, and an overall inclusive workplace.

Here are a few ideas for keeping work a healthy place:

Utilize your wellness committee/programs — There’s no better time than now to drive home the importance of health and wellness. Encourage your employees’ participation in your wellness programs, benefits, and other incentives to encourage your employees’ commitment to staying healthy throughout the entire year.

Encourage rest days — We all need a mental health day from time to time. Encourage your employees not to be glued to their desks during the weekdays but to take some time off from work on the weekend.

Show that you care for your employees — The world may feel a little overwhelming now, but it’s important to focus on positive things to navigate each workday. Speak positively to help employees develop an optimistic mindset. When talking about work projects, start by acknowledging their good points first. Then offer some constructive criticisms or suggestions.

Promote flexible work arrangements — During the COVID-19 pandemic, companies had to change their business models and adjust to the new way of doing things. Flexible work arrangements were one of the key changes made by employers. This included a shift from fixed working hours to flexible ones, as well as the introduction of remote working options for employees.

Be inclusive — Above all, be inclusive in your healthy work environment. This can keep teams working together well and help individuals be recognised for their contributions to the by being inclusive, you offer unique perspectives and voices to be heard that might otherwise be silenced.

Need help planning your corporate wellness program?

We can survey your employees, create challenges that fit your workplace and deliver wellness content. Learn more about the PUML Corporate Wellness Program.

The post A Mentally Healthy Workforce appeared first on PUML Better Health.