Instead of offering predictions about what will happen in employee wellness in the coming year, here is what I hope to happen:
- When we advocate new strategies, we’ll cite peer-reviewed evidence to support our case.
- We’ll assess and listen carefully to what employees really want.
- Organizational leaders will recognize that employee wellbeing is everyone’s responsibility — not just the wellness coordinator’s.
- Wellness coordinators will recognize that employee wellbeing is everyone’s responsibility — not just theirs.
- We’ll study models of job stress, including demand/control/social-support (job strain), effort-reward, organizational fairness, and job demands-resources (JD-R), and understand their relevance to overall employee wellbeing.
- We’ll open up to the possibility that behavior change isn’t the be-all-and-end-all of employee wellbeing.
- We’ll expect vendors to accept their fair share of financial risk for results, without just baking it into their pricing.
- We’ll identify a forum for wellness practitioners and industrial/organizational (I/O) psychologists to experience cross-learning about assessment and enhancement of work, wellbeing, and productivity.
- Our major wellness conferences will connect their attendees with nonprofit (or under-resourced) employers in their host cities to model wellbeing interventions for employees who otherwise might not have access.
This post is excerpted from 9 Employee Wellness Trends that Won’t Happen in 2018 (and 9 that Should), originally published on LinkedIn on December 12, 2017.