The pandemic has highlighted the importance of good health and well-being programs and many companies are taking this to heart.
A survey of 2,500 employees and HR leaders by Aon found that 37% of employers chose to invest in health and well-being strategies to support productivity and motivation.
The “Rising Resilient” report also found that 35% of organizations invest in well-being strategies to improve job performance. However, despite 80% of employers seeing the benefits of health and well-being initiatives, the report found that this does not have a significant impact on creating a resilient workforce.
The report also revealed that just 15% of employees are resilient at organizations that offer no health and well-being programs, just under a third (29%) are resilient if a partial health and well-being strategy is introduced, while 45% of staff are resilient if they are offered a broad health and well-being program.
When it comes to well-being strategies, 13% of employers do not offer initiatives focused on healthy living, with almost half (43%) of employees working for these organizations claiming that there are no benefits focused on this issue. Almost one-fifth (18%) of employers do not offer emotional well-being benefits, with 44% of staff believing that there are no initiatives in this area. Additionally, 12% of employers do not offer strategies based on flexible work or skill development, and a further 39% are unaware of the benefits that may be available to them.
Resilience at work increases employee enthusiasm by 45%, energy by 39%, followed by concentration at 27%. Additionally, confidence and satisfaction levels have proven to be impacted by resilience, with these factors seeing an increase of 32% and 44%.
Just over two-fifths (42%) do not feel secure in their job, with a further 52% not feeling a sense of belonging, while over half (55%) of staff that are non-resilient do not believe that they can fulfill their potential. Additionally, just over one-third (37%) of employees who are non-resilient feel that they can take care of their personal needs at work, compared to 88% of resilient employees. A further 28% of non-resilient staff believe that they can go to their manager for support.
In terms of job satisfaction, the most common reasons for insecurity in staff roles are employer-controlled factors (50%) and the economic environment (42%). However, 72% of employees who feel secure in their jobs are likely to stay with the organization for the foreseeable future.
“Developing resilient employees is complex. It requires balancing many different factors and the recipe for how to do it well is evolving just as employees do,” said Geoffrey Kuhn, senior vice president and actuary, health solutions at Aon. “Yet smart, strategic investment is more than good housekeeping; it is part of what makes a business thrive.”