Employee well-being continues to be a critical conversation for HR leaders. But that doesn’t mean that there is only one avenue to take care of your workforce, says Melissa Jones, CHRO of CSAA Insurance Group.
“HR teams can ensure they evaluate the full spectrum of wellness needs across social, mental, physical and financial sectors” says Jones, whose organization, based in Walnut Creek, California, has 4,000 employees and an estimated $7 billion in revenues. “This can prove valuable for keeping the needs of their diverse workforce in mind during the development process.”
Jones shares strategies to holistically think through employee well-being initiatives, how to handle remote vs. hybrid vs. in-office work environments and the importance of mental health resources.
To create a healthier workplace, what wellness initiatives should HR executives consider? What initiatives have CSAA implemented and why?
As companies navigate creating healthier work environments, it’s important for HR executives to ensure that wellness programs are tailored to their employees’ unique needs. In today’s hybrid work landscape, social well-being and connection are more vital than ever, demanding our proactive attention.
At CSAA Insurance Group, digital transformation that supports a hybrid workplace has been essential for this. Moreover, we’ve discovered that designing meaningful in-person events helps to boost collaboration, strengthen relationships and ensure that our employees feel connected and supported in every environment.
From my experience, there are three key approaches that HR executives can adopt when evaluating their wellness initiatives. First, HR teams can ensure they evaluate the full spectrum of wellness needs across social, mental, physical and financial sectors. This can prove valuable for keeping the needs of their diverse workforce in mind during the development process.
Regular check-ins and open dialogue through programs like town halls, informational webinars and surveys can further enhance our understanding of these needs. Engaging in these conversations can empower employees to take charge of their well-being and provide reassurance that the organization’s efforts are impactful.
Additionally, finding opportunities to improve physical and financial health together is a great way to demonstrate the company’s commitment. Our company hosts quarterly company-wide step challenges, rewarding participants for tracking their daily activity.
We also stress the value of preventive care and regular check-ups, in addition to offering financial assistance programs, such as one-on-one sessions with retirement counselors, student loan repayment assistance and virtual financial well-being fairs to help employees meet their financial goals.
Clear and consistent communication is a major part of creating an environment where everyone thrives.
As companies and employees grapple with return-to-office preferences and expectations, how have well-being programs shifted? Should a wellness model be national or focus on in-office wellness?
Before the Covid-19 pandemic, many organizations’ well-being programs were centered around in-office activities. Likewise, at CSAA, we encouraged participation in activities like onsite fitness classes, walking groups, meditation sessions and lunch-and-learns. We also partnered with our onsite cafeterias to offer healthy options and educational programming. Post-pandemic, however, we shifted to a model where more than 90 percent of our workforce is remote.
Transitioning to a national, virtual model that better supports remote work has been a game changer. It’s allowed us to offer programs more widely and at the convenience of our employees.
Redirecting our budget toward virtual tools and technology has also significantly boosted engagement and social connection. For example, we’ve invested in a new well-being platform that features apps for fitness and meditation. Participants can choose their preferred activities and earn rewards for their meaningful engagement.
The decision to adopt national versus in-office wellness models ultimately depends on a company’s unique business needs. However, it’s evident that delivering virtual programs on a national scale offers substantial benefits, including opportunities for collaboration across other business areas that influence well-being, such as professional development, ergonomics, and inclusion and belonging. By taking this approach, HR leaders can provide holistic well-being support to employees.
Can you share tips on how companies can prioritize mental health? Why is this a necessity for organizations?
First, let’s foster open and candid conversations about mental health. When leaders share their personal stories and challenges, it helps break down barriers and reduce the longstanding stigma. Every shared story makes a difference.
Second, it’s crucial to ensure your available benefits truly support employees’ needs. Just ticking a box to say you offer therapy or counseling isn’t enough. Ask yourself: Can employees easily access these services? Are they satisfied with what’s provided? Regularly review your offerings and don’t hesitate to make adjustments.
Lastly, empower managers and leaders to spot mental health issues. Our team has given all employees access to mental health first aid training, resulting in more than 250 trained individuals. We’ve also created an in-house, condensed version of MHFA training that employees can complete on-demand.
In the modern workplace, it’s more important than ever for organizations to prioritize mental health. With many companies talking about returning to the office, workforce reductions and lingering job insecurity, anxiety and fear are on the rise. All of these factors can negatively impact mental health.
Implementing these strategies can help companies stay proactive in addressing these challenges.
What role does financial fitness play in overall wellness and mental health?
Financial fitness holds a pivotal role in both mental health and overall well-being. Countless studies, including one published in the Journal of Family and Economic Issues, have shown that when individuals feel financially fit, stress and anxiety levels can decrease significantly.
Achieving financial fitness can also encourage healthier behaviors. When people feel financially secure, they’re more likely to invest in preventive healthcare, nutritious food and regular exercise.
Moreover, knowing you have a safety net for unexpected expenses brings a sense of security and peace of mind. Financial fitness goes beyond money; it’s about creating a sense of stability, security and control that contributes positively to overall well-being and mental health.
My advice to HR professionals is this: Let’s go beyond simply informing our employees about their 401(K) and retirement plan options. Let’s strive to help them understand the broader range of resources available, so we can empower them to achieve a more secure financial future.
