The company’s Dan’Cares program provides medical coverage for most significant health-related risks, and the company has implemented a global parental leave policy. Well-being plays a crucial role in multinational food company Danone’s overall business strategy, which is based on the two pillars of economic and social growth. 8 Salesforce, for example, prides itself on giving employees seven days of “volunteer time off” each year to help them feel purpose at work. Research has found that student loan support is one of the most highly regarded well-being benefits, as are volunteerism and opportunities for local citizenship. It is our view that expanding well-being programs to encompass what employees want and value is now essential for organizations to treat their people responsibly-as well as to boost their social capital and project an attractive employment brand. As the chart below illustrates, substantial gaps remain in many areas between what employees value and what companies offer to their employees.Įxplore the data further in the Global Human Capital Trends app. Yet despite increased corporate attention and investment in well-being, our research indicates that companies must do a better job connecting well-being programs with employee expectations. For example, two-thirds of organizations now state that well-being programs are a critical part of their employment brand and culture. 6 And as the market has grown, so has leadership’s understanding of the critical role these programs play in defining an organization. Propelled by these innovations, the corporate wellness market-including health care programs, screening, assessment, education, and apps-has reached nearly $8 billion in the United States alone, where it is expected to hit $11.3 billion by 2021. These now include innovative programs and tools for financial wellness, mental health, healthy diet and exercise, mindfulness, sleep, and stress management, as well as changes to culture and leadership behaviors to support these efforts. Today, however, the definition of wellness has expanded dramatically to include a range of programs aimed at not only protecting employee health, but actively boosting performance as well as social and emotional well-being. The corporate wellness marketplace began decades ago with a highly specific focus on employee physical health and safety. 5 Well-being emerges as a strategic priority More than $2 billion in venture capital has been invested in this area over the last two years, creating a flood of online videos, apps, and tools to help assess, monitor, and improve all aspects of health. In response, the digital well-being market is exploding. ![]() 3 And, according to Deloitte’s millennial survey, a majority of surveyed millennials in 19 out of 30 countries report that they do not expect to be “happier” than their parents. In some countries, individuals are working more hours and taking fewer vacations than ever. ![]() 2 Hourly workers might complain of inflexible schedules, while white-collar workers often complain of an endless stream of emails and messages that make it impossible to disconnect from their jobs. ![]() 1 Driven by the always-on nature of digital business and 24/7 working styles, studies now show that more than 40 percent of all workers face high stress in their jobs, negatively affecting their productivity, health, and family stability. While the issue of highly stressed workers is not new, the relentless pace of business today has made the problem worse. We first wrote about the “ overwhelmed employee” in 2014. This investment responds to the needs of workers, companies, and corporate leaders, and is being addressed by a growing number of well-being resources and tools. Many major organizations are rethinking their reward and development programs to include some version of holistic, end-to-end well-being programs, which are now both a responsibility of good corporate citizenship and a key element of an enterprise talent strategy. ![]() While organizations are investing heavily in this area, our research reveals there is often a significant gap between what companies are offering and what employees value and expect. This article was featured in Deloitte Review, issue 23Īs the line between work and life blurs, providing a robust suite of well-being programs focused on physical, mental, financial, and spiritual health is becoming a corporate responsibility and a strategy to drive employee productivity, engagement, and retention. Download the full 2018 Global Human Capital Trends report or create a custom PDF
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