What wellness vendors sell, and what employers buy, often contrasts with what employees want. Over the course of my career, I’ve heard directly from more than 100,000 employees via surveys and face-to-face interactions, and this is one of the most valuable lessons I’ve learned.
Using an unscientific approach, I’ve summarized some of the differences below. In the context of my observations regarding “Wellness promotes…,” I use “wellness” to refer to the wellness industry, including vendors, employers (purchasers), consultants, and thought leaders.
Wellness Promotes… |
Employees Ask For… |
| Work/Life Integration | Work/Life Balance |
| Resilience Programs | Skilled Leaders |
| Metabolic Syndrome interventions | Weight Watchers |
| Fitness Apps | Gym Memberships |
| Gratitude Programs | Gratitude |
| More websites | Fewer websites |
| Recognition platforms | Opportunity |
| Purpose | Acceptance |
| Healthy Food | More Choice |
| Headspace | Personal Space |
| Financial Wellness | More Money |
| Fight the always-on culture | Scheduling flexibility |
| Health Incentives | Less expensive health insurance |
| Health coaching | Respect |
| Communicating Company “Values” | Observing Company Values in Action |
| Self-Defense Instruction | Safety and Security |
| Fun-at-Work Events | Supportive Work Environments |
| Wellbeing | Health |
Employees can’t always get what they want, of course. Besides, often, they do: In the realms of financial wellness and work/life, some employers are accommodating employees by offering companywide minimum wage increases, student loan repayment assistance, and paid family leave.
And often, the two aren’t mutually exclusive: An employer can promote what they think employees need and provide what employees ask for.
Assess Your Assessment
If you’re not hearing from employees the items in the “Employees Ask For…” category, you may be dealing with a unique population of employees. Or maybe it’s time to assess your assessments.
For example, when employees are asked about the source of their job stress, many cite “role” issues, like:
- They’re not clear about what’s expected of them
- Different bosses give them contradictory direction
- Their work role interferes with their personal-life role, and/or vice versa.
But a conventional wellness needs assessment won’t ask about the source of stress. It just asks how important stress management is to the employee, or whether they prefer resilience programs over mindfulness programs. Using a wellness needs assessment that’s old-school or not thoroughly thought-out, you’ll overlook what employees really want or need, especially if your organization
- Doesn’t host listening sessions to collect deeper, qualitative data, and/or…
- Fails to leverage other sources of wellness needs data, such as employee engagement surveys, turnover stats, training and development data, disability claims, and so forth.
Needs assessment has always been viewed as an essential step in the employee wellbeing process. How’s yours going?
Does your wellness strategy provide employees with what they are asking for?
About The Author: Bob Merberg
Bob Merberg, Principal Consultant of Jozito LLC, has 20+ years of experience leading employee wellbeing strategies and now channels his knowledge and experience to help employers bolster employee wellness and organizational outcomes. He recently introduced Mental Health First Aid Training into his practice to help employers address the burgeoning employee mental health crisis.
More posts by Bob Merberg