Here's the business case for prioritizing employee wellness. It all starts with employee needs — and how to meet them.
In an ideal world, all organizations would understand the importance of investing in wellbeing as the right thing to do from a moral perspective. They wouldn’t need a business case to justify investment. But wellbeing, done right, can have a tangible business impact. When Accenture made an investment in a wellbeing program, it led to an 8 percent increase in employee engagement, 9,000 hours’ reduction of absenteeism, and a 3 percent increase in productivity. And the Human Capital Management Institute found that when companies invest just one dollar per person on wellbeing, those employees outperform their peers and experience an 11.7 percent productivity gain.
But a wellbeing program may not result in a lightning bolt of productivity. It may not have obvious results at all, which is just one reason senior leadership may be skeptical when it comes to wellbeing initiatives. But there are effective approaches to getting support — as well as better meeting the wellness needs of employees. First of all, reframe it as a cultural way of being, not a list of isolated perks to check off. To have an impact, it needs to meet a whole series of employee needs.
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