Category: Blogs

Over the past several years, we’ve witnessed events of great magnitude on a global scale. Industries upended and countries facing tragedy and turmoil. It’s challenging to stay focused on work each day, knowing what’s going on in the world. As an organizational leader, how can you support employees’ mental health during challenging times? 

Acknowledge what’s going on

The blending of work and home life throughout the pandemic taught us that we cannot pretend to work in a silo. The world’s happenings influence organizational leaders, employees and the business itself. However, it’s impractical to speak out on every event or issue, so use discretion to decide when it’s appropriate and justifiably right.

Considerations for deciding when to speak out on an issue:

• Does the issue align with your company’s core values?
• Is speaking out only for performative purposes?
• Does silence say more than words?
• Is your approach honest and authentic?
• Is there an appropriate action to implement (e.g., offering support tools)?

Suppose you internally or externally acknowledge an overwhelming issue impacting mental health. In that case, your people will feel more supported by understanding they are not the only ones feeling this way. It also opens the door for them to come forward if they require mental health support.

Encourage employees to establish media boundaries

Everyone has different coping factors based on support systems, life experiences, personal beliefs and existing stress. While some people can manage a constant barrage of negative news, others will experience a toll on their mental health. If someone comes to you feeling overwhelmed, encourage them to establish boundaries for media consumption. Since headlines are intended to capture attention and evoke emotion, taking a break from scrolling through the news can help reduce stress. Others, however, may feel more anxious by the lack of information, so encourage people to find the right balance that supports their mental health.

Provide mental health support

If you notice many people are overwhelmed by a particular issue, consider organizing a support group where people can discuss how they’re feeling. Communicate that attendance is optional, so no one feels obliged to join the discussion.

Tips to offer employees who are feeling overwhelmed:

• Disconnect from social media and the news for a certain amount of time each day
• Talk to a friend or family member about how you’re feeling
• Engage in self-care; take time to do something that brings you joy
• Complete an act of kindness to improve your mental well-being

While these short-term actions can make a difference in improving mental health, there will always be someone in your organization who is facing challenges. To ensure employees are supported at all times, provide the tools and resources they need to improve their health long-term. Digital wellness programs with personalized action plans give members support tools tailored to their needs, presenting the best conditions to improve well-being.

Get in touch with our team to discover how BestLifeRewarded Innovations can support your organization with its customizable wellness program and best practice approach.

The way we work has exponentially evolved as a result of COVID-19. With many people returning to the workforce, the unemployment rate is lowering, but people have new expectations and demands. Employees are now calling more of the shots and are willing to leave their roles if their standards are not met.

How can you engage employees to both attract and retain high-quality talent?

Sub out “sick days” for “personal days”

Most employees are entitled to a certain number of personal days each year. These days are commonly called “sick days,” implying that employees should only take them if they feel unwell. To create a more positive organizational culture, change how these days are perceived. Referring to them as personal days sends the message that they can be used for other reasons beyond illness, such as a birthday, a tire change, or a doctor’s visit. With much of the workforce working remotely, some people are more inclined to work through their illness and don’t bother taking a personal day. Since employees are entitled to this PTO, they should have the option of using the time for reasons other than being sick. This puts a certain level of trust in the employee’s hands to not take advantage, but it also gives them a reason to choose you. This is a simple yet effective way to attract and retain talent.

Conduct stay interviews

Exit interviews are a standard business practice that provides employers with insight into their operations and helps target areas of improvement. However, why wait until the employee has already checked out before gaining this valuable insight? Consider implementing stay interviews to connect with your employees on why they choose to work with you, what motivates them and what they value. During these competitive times, it’s imperative to identify what makes a great employee want to stay. Stay interviews should be informal discussions so people feel comfortable enough to communicate how they truly feel.

Examples of questions to ask in a stay interview:

• What do you look forward to the most in your workday?
• What do you think about the way employees are recognized?
• Have you experienced a day that caused you stress and frustration, and, if so, what was the cause?
• How can we improve your experience?
• Do you feel that your health and well-being are supported? Are there ways you could be better supported?

Share employee experience stories

Whether you’re focusing on improving retention or trying to find new talent, it’s essential to tell good news stories. Ask employees to share a written testimonial, a photo, or a short video clip that captures their experience; you can even consider offering a small incentive to motivate people to contribute. The most important thing to remember is to be authentic in your storytelling. Avoid using stock images or content, but instead, tell real stories from real people. Highlight any unique perks or engagement strategies you offer to help differentiate yourself from the competition, particularly regarding health and well-being, which has become a top priority in recent years. Focus on making a difference for your people and sharing their stories to attract new talent and remind employees why they choose to stay.

Get in touch with our team to discover how BestLifeRewarded Innovations can support your organization with its customizable wellness program to attract and retain employees.

As we accept the longevity of remote work, it’s important to acknowledge that employees have more employment options than ever before. Geographical borders no longer hinder workers; employees can work anywhere if they are willing to adjust to different time zones and have a strong broadband connection. Make your organization stand out amongst the ever-growing competition by enhancing the employee experience. To attract and retain talent, show how you can make a difference for your employees by creating a welcoming and positive environment.

Let’s review four ways to make a difference for your employees.

1. Offer multigenerational benefits

There are currently four generations in the workforce: baby boomers, Generation X, millennials and Generation Z. Managing a diverse employee population with evolving needs, wants and values can be challenging, so assess your employee benefits packages to create as robust an offering as possible. Multigenerational benefits will increase benefit utilization and, in turn, increase talent retention.

For more information about setting up a group plan, please visit the People Corporation website or email grs.info@peoplecorporation.com.

2. Embrace modern leadership

What does it mean to be a modern leader? Traditional leadership focuses on directing employees, evaluating performance with standard criteria, and sometimes serving as gatekeepers. Modern leadership implements elements of traditional leadership while focusing on mentorship, development and connection. When evaluating leadership styles, you must consider employee personas. Some individuals are driven by achieving goals, others by socialization or collaboration, and some by having clear-cut tasks. Modern leadership methods prove to be more successful in recognizing and managing diverse employee personas by focusing on mentorship and the development of each individual.

3. What gets recognized gets repeated

Recognition is one of the best ways to boost employee morale. People who do the same job every day can often forget the difference they make and undervalue their contributions. Recognize people for their work to help them feel like they belong and are an essential part of the organization. Employees who have a strong sense of belonging are less inclined to look for a job elsewhere and feel more satisfied and supported with their role. Furthermore, when people are recognized for their good work, they are motivated to continue and repeat that positive outcome.

4. Be a wellness champion

Wellness programs are imperative to employee experience but implementing a wellness program isn’t always enough. As an organizational leader, serve as a champion for wellness. Encourage program participation, help to drive engagement and share success stories. Leverage digital wellness solutions that offer implementation guides to help you plan initiatives and develop a best practice approach. When leadership teams champion wellness and are vocal about its importance, employees are motivated to engage and more likely to improve their health behaviours.

Get in touch with our team to discover how BestLifeRewarded Innovations can support your organization with its customizable wellness program and best practice approach.

The pandemic led to what has been coined as, “The Great Resignation,” throughout the United States. In the month of September 2021, a record number of 4.4 million Americans left their jobs (U.S. Bureau of Labor Statistics). So, what does this mean for Canada? While Canadian organizations are not currently seeing a drastic number of resignations, there are certainly lessons to learn.

What can we do to improve retention and prevent the Great Resignation?

Extend flexible work options

While there are many programs, perks, and bonuses you can offer to retain employees (and we’ll get to that), flexible hours are one of the most attractive employee offerings. In this new age that embraces remote work and hybrid models, employees have more options than ever before. To maintain a competitive advantage and create a culture that values work-life balance, extend your employees the option of flexible hours. As long as quality work is being produced and deadlines are being met, allow your employees to take a little extra time at lunch to attend a workout class or leave work early to drive their child home from school and finish their project that evening. These types of small gestures that typically have no impact on the business can significantly improve the employee experience and, in turn, retention.

Listen to employees and action feedback

To create a work environment that employees do not want to leave, listen to what makes them want to stay. Beyond having candid conversations with your team, collect employee surveys that capture their feedback on employee experience, organizational culture and areas of opportunity. If you are already implementing surveys, consider what you are doing with the comments received. The only thing worse than not listening to your employees or collecting their feedback is collecting feedback and not actioning it. Look for common themes and try to implement suggestions in a meaningful way. Notice that when your employees see that you act on their feedback, they will have increased confidence in the leadership team and feel more valued.  

Establish your organizational culture

Organizational culture represents the shared values and beliefs that influence how your business operates. From leadership behaviours and attitudes to employee outcomes, these values and beliefs are cultivated top-down. Strive to embed your culture into the employee experiencing by sharing and reflecting business values in everything you do. Ensure that leaders, management, HR and all teams are on the same page and sharing the same messages in touch points, meetings, communication documents, etc. Employees should be able to clearly identify their organizational culture, which will help them feel a sense of inclusivity and contribute to a positive employee experience.

Emphasize and support employee well-being

Well-being programs are no longer a “nice-to-have.” Organizations must be proactive about employee wellness to maintain a competitive advantage and increase talent retention. Personalized programs that look at wellness holistically offer members an inclusive experience that meets them wherever they are in their health journey and no matter what they are trying to achieve. Investing in digital wellness programs demonstrates that you care about your employees and gives them more reason to continue working at your organization.

Get in touch with our team to discover how BestLifeRewarded Innovations can support your organization with its customizable wellness program.

The pandemic disrupted life as we know it, with a severe impact felt by families with children. Parents’ roles as caregivers became consuming, forcing them to balance work, childcare and schooling. While some children have gone back to school full- or part-time, working parents are still experiencing repercussions from increased caregiving responsibilities on their careers.

How can you implement workplace strategies and flexibility in your organization to support working parents?

Open communication

Strive for open communication within your organization, creating an environment where individuals feel comfortable discussing matters of importance. This “person-first” approach recognizes how an employee’s experiences, needs and well-being impacts their performance and allows organizational leaders the opportunity to identify solutions that can support individuals in areas they need it the most. Consider creating specific resource groups for employees to converse about parenting and caregiving, cultivating a company culture that is inclusive and supportive.

Promote flexibility

The simplest step an organization can take to support working parents is allowing a flexible schedule. Parents who work a typical 9-5 workday will often have to balance an overlap with their caregiving duties. Instead of mandating parents be online within regulated business hours, allow for flex-time when possible. As long as the work is getting done and employees are present for required meetings, give working parents the option to work outside of regular hours when they need to. Offer support to parents who may be struggling by mutually agreeing on deadlines and bringing in additional resources when needed, especially if they are experiencing childcare changes due to the ongoing pandemic.

Recognize the impact on women

It’s important to note that while all working parents experienced disruption due to the pandemic, women, who typically spend more time on childcare than men, were disproportionately affected. One and a half million Canadian women lost or left their jobs in the first two months of the pandemic, the majority being single mothers and women with young children (RBC Economics). The pandemic continues to take its toll on working mothers, who are scaling back on their careers to take care of their children or are leaving the workforce altogether. As businesses determine the best way forward in the pandemic recovery, strive to recruit and retain diverse talent with a focus on equality.

Provide self-care and well-being tools

Working parents who balance their careers with childcare are susceptible to experiencing burnout, particularly during the stress of the pandemic. Employee wellness programs are the most efficient way to provide working parents with an accessible and personalized solution that is fun and effective. Working parents need a one-stop-shop to meet all their wellness needs, giving them a place to track their holistic well-being and ensure they remember to prioritize their health. This can, in turn, drive employee engagement, satisfaction and productivity. In bringing the convenience of self-care to an identified high-risk population, wellness programs can create sustainable health improvements among working parents.

Get in touch with our team to discover how BestLifeRewarded Innovations can support your organization with its customizable wellness program.

In previous years, workplace wellness programs often consisted of short-term initiatives that focused on physical health. We now understand that wellness is multifaceted and requires a holistic approach beyond exercise and diet to include mental and emotional factors. Since mental and physical health results from one’s environment, it’s essential to examine how external stress can have a significant impact. Since the leading cause of stress in Canada is finances (2020 Financial Stress Index), the three pillars of wellness are essentially comprised of physical, mental, and financial health. The synergy between the pillars constitutes an individual’s overall well-being.

With November being Financial Literacy Month in Canada, let’s review four ways to support your employees’ financial health and overall well-being.

1. Communicate your benefits

It’s important to select valuable benefits for employees, but you also have to effectively disseminate information about your benefits to drive utilization and impact employees’ financial well-being. Many employees aren’t aware of what’s available to them, so leverage your internal communication channels to summarize what benefits your employees can use. Communicate details about healthcare coverage, your group benefits plan, and your retirement plan to improve employees’ financial health and resiliency.

2. Consider a group retirement plan

If you don’t already have a group retirement plan, consider options to help make your employees feel more secure about their futures. Group plans are a highly valued benefit to many people and can drive talent attraction and retention, increasing your competitive advantage in the market. They improve long-term financial health for employees by expediting savings for a more comfortable retirement, but they can also improve physical and mental health by alleviating stress. Employees can also become more productive as they are motivated to work toward improved financial health for their retirement. For more information about setting up a group plan, please visit the People Corporation website or email grs.info@peoplecorporation.com.

3. Promote financial literacy and resilience

Encourage employees to develop their financial skills and understanding of financial matters such as budgeting, investing, and management. Understanding the financial market can seem daunting, especially when people receive mixed information from different groups and service providers. Equip your team members with accessible resources and tools to advance their financial literacy and build financial resilience that allows them to persevere through unforeseen financial situations, such as unemployment or health problems.

4. Implement a holistic health program

Sharing financial resources with employees is an effective step to improving financial literacy. However, to truly achieve sustainable improvement in financial well-being, the recommended approach is implementing a holistic digital health program. We now understand the repercussions that poor financial health can have on mental and physical well-being. Digital health programs that focus on the synergy of all areas of wellness will offer the most excellent chance of success in helping employees to improve their financial health and overall well-being.

Get in touch with our team to discover how BestLifeRewarded Innovations can support your organization with its customizable wellness program.

October is Canada’s Healthy Workplace Month. While every month should be dedicated to employee well-being, this is an ideal time to revisit what can be done to implement or maintain strategies that sustain a healthy workplace. To commemorate the occasion, let’s review four of the best practices for creating a healthy workplace that sustainably improves employees’ well-being.

1. Build a Positive Workplace Culture

Creating a healthy workplace starts with company culture. Ensure this is recognized by promoting a “person first” approach that appreciates how an individual’s experiences, needs, and well-being impact who they are and how they interact in the workplace. A healthy workplace environment improves morale, engagement, productivity, and well-being. Celebrate your employees’ accomplishments, encourage them to succeed, and maintain an open channel of communication, so employees feel safe to voice concerns.

Listening to your employees can also help to guide your wellness initiatives.

• What are employees looking for to support their wellness in the workplace?
• Is employee health impacting motivation and engagement?
• Is there a population of employees who may be at higher risk for neglected health (e.g., caregivers, working parents, front line workers)?

Once you have an idea of your employees’ needs, you can develop strategies and programs that best support your people.

2. Think Holistically

In previous years, workplace wellness programs often consisted of short-term initiatives focused on physical health (diet, exercise, etc.). We now understand that wellness is multifaceted and requires a holistic approach that encompasses physical, mental, and financial health.

It’s also important to remember that each individual in your organization is at a different place in their health journey. They all have unique and diverse goals and have different levels of motivation and confidence that will allow them to meet their goals. Thinking holistically allows you to consider the diversity of your organization and presents a greater chance of providing your people with the tools and resources they need to improve their health.

3. Leverage the Science

At this point, you understand what your people are looking for and recognize the importance of a holistic approach. Now how do you develop a strategy that will actually work and improve the well-being of your people? To create a healthy workplace, you must create conditions where your people can improve their health behaviours. Numerous behaviour change models are proven to succeed, and when combined together, present the best conditions for success.

Best practices:

• Wellness programs are not one-size-fits-all; wellness initiatives should be personalized with tailored action plans and messaging
• People are motivated by rewards; offer incentives to drive participation and improve motivation
• Drive engagement through online and offline initiatives
• Measure results to guide program development

4. Invest in a Wellness Program

There are many small steps you can take toward creating a healthy workplace, but to truly achieve a healthy workplace that sustainably improves employee well-being, the recommended approach is to invest in a digital wellness program. Wellness programs are based on science and cater to the individual while also cultivating a sense of community through digital connection. Digital programs give employers access to real-time analytics with aggregated data to see improvements in health behaviours and track employee engagement and satisfaction.

Any step you take toward creating a healthy workplace is a valuable one, but in doing so, consider how you can pursue this important cause beyond the month of October and for years to come. Contact our team to discover how BestLifeRewarded Innovations can support your organization with its customizable wellness program.

When COVID-19 was declared a pandemic, the working world was forced to quickly navigate to a remote environment, many with limited to no experience in this way of work. Since 2020, we have gained a thorough understanding of how to leverage technology in a way that allows our businesses to not only function but thrive. Tech tools enable organizations to rely on data-informed decision making, automate routine tasks, support wellness, and more!

How can you prioritize digital solutions to build your business as we enter the new working world?

Leverage Data Analytics

Real-time access to robust and accurate data presents valuable insights that will guide your business decisions. This level of informed decision-making is critical to organizational performance. Data analytics will give you an improved understanding of your clients’ needs, highlight areas of opportunity, and demonstrate areas where your organization excels. Data analysis is one of the most important digital solutions you can leverage to streamline operations, allocate resources, drive innovation and increase profits.

Automate Routine Tasks

Your internal team is made up of unique individuals with innovative ideas and specialized skills. Allow them to contribute to the business by automating routine tasks that might not require human touch or skill. New technologies can support varying management and administrative tasks, allowing employees to focus on value-driven projects that contribute to the business. In doing so, you can see increased productivity and optimized operations.

Create a Digital Community

If your business has employees working from home or in different locations, it can be challenging to stay connected. It’s normal for some people to feel isolated in a remote work environment, so organizational leaders must prioritize building connections, regardless of where employees work. The key to a positive employee experience is optimizing digital communication tools to create a virtual community for all members, promoting a culture of inclusion, support, and motivation. 

Utilize Digital Wellness Programs

The most valuable asset an organization has is its people. Invest in your employees by offering digital wellness solutions to support their overall health and demonstrate your care for their well-being. Digital wellness programs give employees the motivation and tools to improve their health on their own time, no matter where they are physically working. Since the onset of COVID-19, health is more important than ever; ensure that you prioritize digital health solutions as we enter the new working world. Contact our team to discover how BestLifeRewarded Innovations (BLRI) can support your organization with its customizable wellness program.

As COVID-19 restrictions begin to lift, organizations are navigating how they will move forward in a post-pandemic world. For some, employees will return to complete onsite work; others will employ a hybrid model with a mix of onsite and remote employees; and some organizations will embrace the evolution of fully remote work, with plans to continue this model indefinitely.

What is the best approach to moving forward as an organization while supporting employee well-being?

Continue Remote Work Options

If your organization is beginning to navigate its way back into the physical workspace, continue offering remote work options where possible. While the vaccine rollout and policy development are still in progress, staff members may feel uncomfortable re-entering the office, and others may be at a heightened health risk. If your company can continue working remotely without disruption to its business, this is the ideal approach to prioritize safety measures until your region removes COVID-19 restrictions.

A Flexible Future

Job flexibility continues to be top of mind. Employees are now proficient in virtual communication, and many hope to continue working remotely in a hybrid setting. Consider ways you can reinvent flexibility to drive productivity and engagement while supporting employees’ work-life balance. In this time of digital innovation, it is easier than ever before to stay connected and build a sense of community, no matter where employees are physically working. 

The Benefits of a Hybrid Model for Recruiting

As recruiting ramps up and employment opportunities increase, organizations must stay competitive. An exponential number of candidates are now looking for remote or hybrid work opportunities. Organizations that can employ remote workers have access to a much wider pool of experienced and knowledgeable candidates. In addition to expanding your reach for distant candidates, focus on streamlining your application process and marketing all opportunities to your intended audience.

Invest in Employee Well-being

After working through a global pandemic, the importance of work-life balance is undeniable. While many struggle to manage work-life balance and their overall well-being, it is the responsibility of organizational leaders to be responsive and demonstrate compassion for employees and their health. Invest in digital wellness programs that provide personalized support to employees as well as a sense of community. Contact our team to discover how BestLifeRewarded Innovations can support your organization with its customizable wellness program.