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How Companies Can Improve Their Employee Well-Being Programs After Adopting Remote or Hybrid Work

  • Companies should ensure that their employee well-being programs remain current as they develop remote or hybrid work schedules
  • HarvardPilgrim Health Care offers tips on how employers can improve their programs
  • Employees are more likely to quit to seek other opportunities if they are dissatisfied with their current job

Summary by Dirk Langeveld

As more companies make permanent the remote or hybrid work arrangements brought on by the COVID-19 pandemic, they also must ensure that their employee well-being programs are able to adapt to the new situation.

HarvardPilgrim Health Care recently offered tips on this subject. The insurer said it is a crucial time for employers to understand and meet employees’ needs, as millions of workers are finding it to be a good time to seek other opportunities if they are dissatisfied with their current job.

The advice includes:

  • Seeking employee feedback through methods like surveys and one-on-one conversations to understand their needs
  • Assessing current well-being programs to determine what is working well, what is popular, and what underutilized programs might need improvement
  • Finding ways to encourage a sense of community at the company, including employee resource groups or virtual wellness challenges
  • Developing programs to address issues of particular concern, such as anxiety or depression brought on by the pandemic

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