Kiley Mutschler, a regional manager with Active Wellness, shares a few ways to ensure you are meeting the well-being needs of your employees.
In the health club industry, we remain very outwardly focused on helping our member’s live healthier and happier lives through the different modalities we offer in our clubs. While it is important to stay focused on improving the well-being of our members and giving them a purpose to continue their journey with us, it is equally important to make sure we are focusing on our internal team members to support them in the same regard.
Employees have the ability right now to find a job opportunity that aligns with their personal values and needs. This could include having benefits, paid vacation, or a common cause/purpose through philanthropy, etc.
Here are a few ways to ensure you are meeting the well-being needs of your employees:
1. Ask your employees what they want/need.
We survey our members constantly looking for feedback; but how many times have you completed an employee survey? If you have yet to complete an employee survey, how do you know if you are meeting your employee’s needs and/or what resources or tools they would value for their own well-being? By gathering direct feedback from your employees, you can begin to build out, revamp and/or add to your employee wellness program.
Employee benefits and programs tend to cost, so you want to make sure you are putting your money where your employees will find value. Engaging your team in building out your resources is critical.
2. Provide your employees with the resources.
Make sure your employees know what you offer them in terms of resources. Resources may include a comprehensive benefits package, employee assistance programs, paid mental health days, mandatory days off, free continuing education opportunities, and/or even a “fun” day once a quarter.
If it is not in your budget to offer full medical/dental coverage, there are still ways to provide your team with benefits. Collaborate with a provider to offer an Employee Assistance Program (EAP), which would allow you to leverage both group and 1-1 sessions for your team for a set price per year. Another option is to schedule and organize paid time off for volunteer opportunities that your team completes in the community.
3. Support your employees.
A huge component of a successful employee wellness program is the support from management and upper level leadership in the company. If employees opt into any of the programs and/or resources you have, they should feel comfortable to use the benefits without a sense of guilt for taking advantage of them. Encourage your team to engage and participate in the programs and resources that will best support them. An engaged employee is more likely to be productive and more fulfilled than those who do not feel engaged.
At the end of the day, no wellness program and/or benefits package can replace the importance of human connection. It is important your team feels appreciated, heard and valued regularly. Managers and leaders need to understand their role in fostering those relationships with their employees, both as individuals and as a part of the larger team.
“Connection is why we’re here; it is what gives purpose and meaning to our lives.” – Brene Brown