Companies are now focusing on employee experience as a critical driver of engagement. They're also looking at the factors that drive employee experiences. It turns out that there is more to this than just a discussion about work-life balance, one that is focused on employee wellness.

Although it sounds great on the surface, what we mean by wellbeing is much more than just a discussion about physical and mental health or reducing stress going well beyond the discussion of having employee engagement activities for employee wellbeing.

Gallup identifies five components that are essential to achieving "holistic wellness," according to a report. These areas will help people be more engaged at work, creative, collaborative, and open to learning new things.

These are the five elements of wellbeing:
1. Social - Meaningful relationships
2. Career - Enjoy Working
3. Physical - Energy to succeed
4. Community - Living in a comfortable neighborhood
5. Financial - Smart money management

Although it may seem like this is something not within the company's scope, employee wellbeing is defined by how their job impacts their lives overall, and that is something within the company's per view. But where should you begin?

Monitoring Wellbeing Stamina

It is vital to monitor mental wellbeing by providing regular and structured opportunities for employees and managers to 'check in' with each other - encouraging peer support. This will help build trust in the employee-manager relationship and reduce the need for employee retention strategies.

Use and recommend techniques for staying calm, present, and focused. Reaffirm the importance of staying active to reduce stress levels and mindfulness for mental clarity.

Everyone should be aware of signs that someone is having difficulty. If possible, analytics can be used to identify vulnerable "hot spots." Then, implement mechanisms to ensure that at-risk employees receive empathy and concern and not just practical solutions.

Employee Engagement & Wellbeing Strategy

Employers must manage employee exhaustion and stress by constantly delivering optimum output, even during a crisis.

In addition, many people will feel guilty if they are unable to care for their family members due to work & others will suffer if they isolate themselves from their loved ones in fear of transmitting.

In times of crisis, it can be challenging to keep your employees motivated. A clear, concise roadmap will help you mobilize your team towards a common goal. In addition, it is a great time to revisit your values. They will help you keep your employees grounded and provide a guide for how to navigate during these uncertain times.

Clarify your plans for leading through this period and while you are at it, align your COVID-19 management strategy with your larger purpose. As you communicate your organization's roadmap, make sure to include your organizational purpose and values in all communications.

Recognize and give a shout-out to those who live the values even during the most demanding situations. Keep communicating even if you don't have the answer.


Employee Retention & Future-proofing your workforce

A comprehensive employee wellbeing strategy provides immediate support to employees while simultaneously delivering long-term preventative wellbeing strategies that offer stability over time; however, the question "How to retain employees in the post covid Culture-Focused Economy?" has been asked many times; and the answer is straightforward: CARE!

This pandemic has fundamentally altered the dynamics between employer and employee relationships. Today, employee retention depends on care.

Here's how to make sure your company has a care-based culture that keeps employees loyal:

Invest In Flexibility

Even before COVID happened, we knew the tide was shifting towards younger people, who have adapted to a different way of working. As a result, post-pandemic perks will not include office snacks or gift cards.

Instead, these perks will be employee-directed stipends to support wellbeing, flexible time for parents, work from anywhere policies (if applicable), and more generous PTO. To retain them, empower their choices whenever you can.
Improve communication

Invite an open communication channel between the managers and the leadership. To retain employees in your company, make sure that managers are heard and supported.

Leaders and managers should establish touchpoints that offer insight and vulnerability. Allow them to vent, listen to their concerns, and then act.

Summary

As the pandemic continues, leaders need to ensure their employees are physically protected and psychologically & socially supported. This will allow them to emerge from the crisis, ready to take on new opportunities.

I agree with this advice, but unfortunately employers usually do not follow it

An experienced boss knows that an attentive approach to employees, timely encouragement, and response to blunders, winners triangle is the key to business success. Unfortunately, such practices are not applied everywhere. Companies with rather poor management practices do not think to change. Often the firm's administration acts the old-fashioned way: it rewards the best, punishes the worst, and holds annual corporate parties for everyone. But such a scheme does not always work. Hardly want to go to a corporate party if the daily work environment is depressing.