How to Make Financial Wellness Happen in the Workplace

How to Make Financial Wellness Happen in the Workplace

With unemployment rates at a 49-year low, one would assume that U.S. employees feel comfortable with their current financial situation. However, a recent financial wellness study from PricewaterhouseCoopers (PwC) indicates quite the opposite, with more employees than ever admitting to feeling stressed about their financial circumstances.

This is bad news for employers – especially since 35% of employees report that issues with personal finances have been a distraction at the office, which can negatively impact productivity and quality of work. That’s why it’s critical for employers to make financial wellness happen in the workplace. Here are five ways to get started.

Consider financial education

Why are employees increasingly stressed out by their financial situations? It may have to do with the fact that two-thirds of American adults can’t pass a simple financial literacy test. Without this basic foundation, it’s no wonder that employees are confused about their finances and consequently mismanage them. Employers may want to consider investing in classes to help employees navigate their personal finance decisions.

Such classes can cover a broad range of topics from managing debt to paying off credit cards to learning how to save for a big milestone like a home mortgage. Empowering employees with a basic understanding of financial management can help them feel more in control of their situation.

Offer financial counseling

If you want to take financial education to the next level, counseling is a good second step. Financial counselors can help people get out of debt, build up an emergency fund, and catch up on bills that have gone unpaid. The same PwC study found that employees want both to make their own financial decisions and to have an expert to validate their choices. Counseling provides a great opportunity for employees to call the shots on their finances, but with a little professional support.

Help employees plan for the future

The majority of current workers are putting their dreams of retirement on the back burner due to financial stressors. More than 80% of today’s employees believe they’ll still be working during retirement. If you break it down demographically: less than half of Baby Boomers and just one-third of Millennial and Gen X employees are confident about retirement. Not only are they not saving enough, but 27% of employees are actively withdrawing money held in their retirement plans to pay for other expenses. In the future, 49% are likely to dip into retirement savings.

There are many ways employers can support long-term saving. The first one is to offer 401k financial assistance, which is one of the primary ways employees are saving for retirement. You can offer 401k matching options to encourage employees to contribute a portion of their salaries. Or, if this isn’t within reach, you can invest in educational resources, so employees know how to leverage these retirement accounts most effectively.

Get creative with financial wellness benefits

As financial wellness becomes an increasingly important issue in the workplace, companies are coming up with creative benefits to address this issue. For instance, student loan repayment is a financial wellness benefit that’s on the radar of some companies. This is a great idea since 49% of Millennial employees have one or more student loans and 80% of them say that their student loans have a moderate or significant impact on their ability to meet their other financial goals.

Another top employee concern is healthcare. Employees across all generations – Millennials in particular – are concerned that rising healthcare costs will impact their retirement. Health Savings Accounts (HSAs) are a benefit worth considering to help employees toward their financial wellness goals. They can help employees save money for their next healthcare emergency or even be used as a vehicle for retirement savings. Just make sure to invest in education with this benefit as well: of the 60% of employees who are covered by a high or mid-deductible healthcare plan, only 38% of them are contributing to their HSAs. It’s another tax-free way to save money, so encourage your employees to contribute to and use their HSA. Your employees can integrate their HSAs into the HealthJoy experience and even get guidance from our healthcare concierges about usage and product eligibility.

Provide access to online financial management tools

As an increasingly digital society, we’re seeing online financial management tools and robo-advisors abound. This can be anything from simple budgeting trackers to investment management platforms. These tools are a great option since one in four employees ranks a financial wellness benefit with access to unbiased counselors as a benefit they’d most like to see in the future.

Finally, if you’re worried about the utilization of your financial wellness programs, don’t be! The PwC study found that 71% of employees with employer-provided financial wellness services say they’ve used the benefit. The bigger problem is that only 24% of employees indicate that their employers offer such services, which shows that supply isn’t meeting demand. But by putting a few of the outlined steps into action, you can change that situation in no time.

Why Your Company Needs to Address Mental Health

Why Your Company Needs to Address Mental Health

Many people end up spending a quarter to a third of their lives in the workplace. So it’s no wonder the state of employees’ mental health is largely tied to their jobs: One in four Americans recently named their job as a source of anxiety. That’s why it’s critical for companies to address employee mental health issues in the workplace.

Thankfully, mental health topics are being more openly discussed, which has given rise to related employee benefits like meditation apps, online counseling, and self-care days. If you’re still on the fence about whether these benefits are worth the investment, here are six advantages that come with addressing mental health issues in the workplace:

Increases employee productivity

Employees with conditions like depression or anxiety aren’t only struggling mentally – they feel it on an emotional and physical level as well. This makes it incredibly challenging to get out of bed each day, focus on work, and build relationships with coworkers. As a result, the World Health Organization estimates that depression and anxiety cost the global economy $1 trillion per year in lost productivity.

However, if you give employees the tools they need to manage their mental health conditions better, it makes a difference in both their wellbeing and performance. Whether it’s by offering counseling services, or providing access to meditation apps, giving employees resources to take care of themselves can help them reset and produce better work.

Saves company healthcare costs

It shouldn’t be surprising to hear that mental health issues are expensive. It’s not only because of the costs related to lost productivity, as mentioned in the previous point. But it’s also due to the treatments, medications, and doctor’s visits employees seek out to manage their mental health problems. A study looking at the financial impact of employee health problems found that depression was the most expensive condition, followed by obesity, arthritis, back or neck pain, and anxiety.

Investing in the wellbeing of employees can drastically reduce these costs. Research has found that for every $1 put into treatment for common mental disorders, there’s a return of $4 in improved health and productivity. Not to mention that proper mental health management could potentially reduce the number of doctor’s visits or prescription medications needed in the future.

Boosts morale

It’s an incredibly isolating experience for employees to go through mental health struggles alone. The experience is made worse when working at a company that isn’t accommodating of mental health needs. That’s why offering benefits and – more importantly – creating a company culture where it’s OK to talk about these issues is such a big deal. Taking these steps will also show employees that you’re invested in their wellbeing, which will lead to a noticeable boost in morale, loyalty, and overall happiness.

Lowers absenteeism

According to the National Institute of Mental Health, the leading cause of absenteeism in the United States is depression. Employees may be debilitated by their condition, or they may feel overwhelmed from having to juggle their work and mental health issues. Regardless of the reason, absenteeism is a big deal and costs roughly $3,600 per year for each hourly worker and $2,650 each year for salaried employees.

But it’s not just the financial impact that’s harmful. Absenteeism can create a vicious cycle: the more days of work an employee misses, the more overwhelmed they feel. This can worsen their condition until they find a better way to manage their mental health issues. Proactively addressing this issue can lower the harmful effects that come with absenteeism.

Reduces turnover

Every year, more companies are investing in benefits focused on the physical and mental wellbeing of their employees. If you’re one of the few that doesn’t follow suit, you’re likely to lose talent and see high turnover rates. Why should an employee stay at an organization that doesn’t support their mental and physical health – especially when there are so many other companies that will?

On the flip side, being one of the companies that offer impactful mental health benefits will improve your recruiting efforts. It will also keep your existing employees happy and more likely to stay at the organization.

Decreases number of accidents in manual positions

Finally, mental health isn’t only an issue among office workers. It’s just as prevalent in workers with manual roles, such as construction or manufacturing. While people are aware of the physical impact manual laborers deal with, mental health issues aren’t as frequently discussed. It’s reported that one in five construction workers struggle with mental health issues.

Given that there’s a strong link between your mental wellbeing and physical health, this is an important issue that companies need to address. A manual worker who is depressed, losing sleep, or abusing substances is much more likely to get hurt on the job than someone who is mentally well. Finding ways for these workers to access the care they need can decrease accident rates and improve their overall wellbeing.

While it’s great to see progress around mental health in the workplace, there’s still more to be done. Many employees still don’t feel comfortable raising mental health issues with their managers. This indicates that companies have to do more to create a culture where mental health is openly addressed and supported. We encourage all employers to look into the growing number of mental health benefits that are available for their employees.

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How to Get Your Employees to Love Their HDHP

How to Get Your Employees to Love Their HDHP

High deductible health plans (HDHP) are skyrocketing in popularity: Surveys report that enrollment has grown from 4% in 2006 to 29% in recent years. While these plans are a great alternative to the traditional PPO or HMO, HDHPs tend to face resistance from employees because they’re believed to be more expensive, complicated, and inconvenient to use. Unfortunately, many of these assumptions are based on misinformation.

As an employer or HR leader, how do you overcome these misconceptions and show your employees the positive side of HDHPs? Here are four actionable tips you can use to help employees fall in love with their new plans.

Provide education about your HDHP

People are already confused when it comes to basic healthcare decisions: less than half of Americans are confident they can choose the right insurance plan. It’s no wonder that employees resist adding another option to the mix. That’s where education plays a key role. It’s important to set employees up for success by clearly communicating upfront what an HDHP is, how it differs from their past insurance plans, and how it may impact it their healthcare and financial decisions.

For instance, if you educate your employees ahead of time about the high deductible that comes with an HDHP, they can save money in advance and be prepared for their first healthcare visit. Otherwise, they may be in for an unpleasant surprise when they receive a medical bill.

Here are a few additional tips to consider:

  • Cut out jargon. Healthcare is chock full of confusing acronyms, convoluted language, and boring explanations. Do your employees a favor and cut the jargon. Instead, create materials, emails, and decks that have straightforward language and eye-catching content to increase the chances that they’ll actually be read, heard, and understood.
  • Use multiple channels of communication. Survey your employees and see which channels of communication resonate the most with them. It could be email, printed collateral, in-person presentations — or a combination of these things. Use this information to customize your communication strategy to your workforce, instead of defaulting to a cookie-cutter solution.
  • Offer office hours. If you have the time, set office hours and encourage employees to come with any concerns or questions they have about their HDHPs. Healthcare decisions can be incredibly stressful for employees to make, and this is a great way to show that you’re there to support and educate them on an issue that will have a direct impact on their lives.

Communicate the tax benefits of HSAs

One of the greatest benefits of an HDHP is that most of the plans qualify for a Health Savings Account (HSA). For those who aren’t familiar, an HSA is a tax-advantaged account designed specifically for healthcare. The goal is for employees to use this account to put aside money while they’re healthy and later dip into those savings when they need it. The HSA can be used to pay for a variety of qualified medical expenses, from prescription medications to contact lenses to dental services.

To make it easier to understand, you can think of an HSA as a 401K – except that it’s designed for healthcare and has even more tax advantages since you can put aside part of your salary pre-tax, grow that money tax-free, and use it later for qualified medical expenses (again, without paying taxes). Also, unlike an FSA or HRA, the money in an HSA rolls over year after year so you don’t have to worry about losing it. There are so many incredible benefits associated with the HSA that, when utilized properly, can save your employees money in the long run.

Emphasize the lower premiums

Most employees transitioning to an HDHP for the first time are likely rolling off a PPO or HMO plan, which have higher premiums and lower deductibles. Individuals may experience sticker shock when they see how much their new deductible is and forget that they’re also paying a much lower premium every month.

Employers need to help their workers reframe the situation. Let’s say your employee historically paid $400 per month in premiums for a PPO, but now pays $100 per month in premiums on an HDHP. If they go six months without utilizing any healthcare services (which is entirely plausible for young and healthy employees), that’s $1,800 in savings.

Mercer has found that employees save around 30% on premiums when they’re on HDHPs. So while the deductible amount may be higher, you can remind employees about the money they’ve saved from paying lower premiums each month.

Showcase the cost savings for healthy workers

It’s important to be honest and acknowledge the fact that HDHPs aren’t the best fit for every employee. However, given the way that the plan is structured, it’s most likely to benefit younger, healthier employees. Since they’re less likely to utilize healthcare services, they’ll reap the benefits of a lower premium and put away a significant amount of savings in their HSAs.

While the most ideal way to accommodate the needs of every employee would be to offer multiple plan options, we recognize that this isn’t feasible for many companies – especially given the continuously rising costs of healthcare. However, based on the fact that millennials will make up 75 percent of the workforce by 2025, HDHPs may be your best bet when it comes to finding a plan that’s beneficial for the majority of the workforce. Showing your younger workers that the HDHP was designed with their preferences in mind and demonstrating that it can save them money is a great way to get a large chunk of your employees to embrace this plan.

Transitioning employees to an HDHP can be challenging – especially if they’ve historically been on PPO or HMO plans. It takes time, patience, and effort to get them comfortable with the HDHP, but you shouldn’t be discouraged if you find that employees don’t warm up to it right away.

All it takes is an investment in education and smart communication around the advantages of this type of plan, and you’ll eventually see employees shift their attitudes to loving their HDHPs!

Why Tackling Benefits Awareness is Vital for Your Company

Why Tackling Benefits Awareness is Vital for Your Company

As an employer, you invest a lot of resources into making sure your employees are taken care of and have a competitive benefits package. This often comes in the form of providing health insurance, dental, wellness, 401k, and other essential offerings. But are your employees aware of all the excellent benefits you offer? This may seem like an odd question to ask, but the truth is that simply providing benefits doesn’t guarantee your employees will know about them and use them. There’s a lot of work that goes into generating awareness, and it’s a step that many companies don’t focus on as much as they should. Let’s take a look into the current state of benefits awareness to understand this issue better.

The current state of benefits awareness

A Gallup study found that more than 85% of large employers offer a wellness program, but 40% of those employees aren’t aware that the plan exists. Just imagine, if your company is paying for 1,000 people to be part of a wellness program and 400 people aren’t aware that you’re even offering the program. Is that money well spent?

While this study focuses specifically on wellness programs, this is a trend that’s observable across all benefits. It’s difficult to pin down exactly why awareness rates are so low across the board, but there are a few likely reasons:

  • Little to no investment in education. It’s easy to spend all your time thinking about which benefits to offer and forget about the second half of the equation: education. Without strategically sharing basic information often – like which benefits you offer and where they can be accessed – employees will continue to remain in the dark.
  • A high-friction benefits experience. Healthcare and employee benefits aren’t known for having particularly consumer-friendly experiences. The benefits experience can be particularly frustrating for employees since information tends to be scattered across multiple places – making it difficult for employees to access and use. That’s why a seamless benefits experience is an important factor to consider when it comes to awareness. A list of ten websites and phone numbers is a poor holistic experience.

  • Lack of available guidance. Lastly, as an employer, you may recognize that you have a benefits awareness problem. But you’re not sure what steps to take to fix it. People want access to help wherever and whenever they need it. Searching a collection of websites or waiting for office hours for help can be less than ideal.

Why boosting benefits awareness is vital for your company

Boosting benefits awareness isn’t just a box to check – it’s a critical step every company needs to take if they truly want to maximize their offerings. You’ll quickly see that investing the right resources into this problem can lead to impactful results, such as:

  • Increase in engagement: The most obvious advantage that comes with boosting awareness is that it will lead to employees actually engaging with their benefits. This, in turn, will create a waterfall of other positive outcomes and also ensures that the offerings you invested in don’t go to waste. Everyone knows that things like wellness programs or telemedicine deliver a positive ROI, but increasing engagement has been difficult in the past.
  • Boost in employee satisfaction: You can provide the world’s most comprehensive benefits package, but if your employees aren’t aware of them, it may as well not exist. And no employee is going to be happy working at a company with no benefits – especially considering that 84% of employees with high benefit satisfaction also report high job satisfaction. The more you can make employees aware of the fantastic benefits they do have access to, the happier they’ll be.

  • Cost savings: Benefits are ultimately designed to save employees time, money, or both. So whether it’s properly using their health insurance or taking advantage of a gym reimbursement, you can see why increasing awareness would lead to cost savings for the employee. The same goes for the employer – you already invested in these benefits, so it’s a huge waste to have them sit around without being used. Plus, you won’t reap the financial benefits that come with having a happier and healthier workforce.  

The solution

To combat low awareness, you need a robust plan that can be put into action throughout the year. We encourage you to get creative with your ideas, but in case you’re feeling stuck, here are a few tactics you can start off with:

  • Host a lunch and learn. Depending on the size of your company, you can host monthly or quarterly lunch and learns where you gather the whole company and review your benefits together. This ensures that everyone has exposure to this information multiple times throughout the year and also presents a space for employees to ask questions. 
  • Launch an email campaign. Ask your HR and marketing team to join forces and launch a creative email campaign around your benefits offerings. This is a great way to create regular touchpoints with your employees and share valuable information. Employees will also have the flexibility to go back and review past emails if they ever need a refresher. 
  • Print educational materials. I Leave brochures in the common spaces or hand them out during team gatherings so your employees have something to reference when they have questions. Even the visuals of having materials around the office can help keep benefits top of mind for employees. Posters around the office also work great to build awareness. 
  • Leverage technology. In the last few years, the availability of virtual assistance and artificial intelligence has changed the benefits awareness game. Having a proactive virtual assistant working year round to educate and engage your employees can increase benefits satisfaction for your entire offering. View technology as a partner on your journey to creating a better benefits experience.

While the current state of benefits awareness is less than ideal, the good news is that there’s lots of room for improvement. Now that you’re aware of the advantages of boosting awareness around your offerings, you can take some of the steps we outlined to bring more well-deserved attention to your benefits.

Why Employees Need A Seamless Benefits Experience

Why Employees Need A Seamless Benefits Experience

What makes it so easy to use a service like Amazon? There are a number of reasons: you can access product offerings in one place, filter for cost and quality, and easily see where you qualify for Prime shipping. In short, the experience is seamless.

There are few experiences in healthcare that mirror this type of consumer-friendly service. One area that tends to cause a lot of frustration for employees, in particular, is around a company’s benefits offerings. Not only is it frequently unclear which benefits a company offers but benefits information also tends to be scattered across multiple places – making it difficult for employees to access and use.

While this may not seem like a big deal at first glance, it can actually lead to negative outcomes, from unhappy employees to increased healthcare costs for your organization. Here are a few reasons why it’s important to create a seamless benefits experience for your employees:

Redirection to lower-cost care

Presenting benefits information in one place saves time and money. Let’s say one of your employees comes down with the flu in the middle of the night. Due to a complex benefits experience, he isn’t aware the company offers a free telemedicine benefit and goes to the emergency room or urgent care instead. Not only does he pay an unnecessarily high out-of-pocket cost, but he also waits hours to receive care. If he knew about his telemedicine benefit, he could have saved himself the trouble and achieved the same outcome.

But it’s not just about short-term cost savings. Your employees may miss out on the opportunity to access truly life-changing benefits that can improve their health and, as a result, save money in the long run. For instance, many companies offer programs that help employees manage their weight or chronic diseases. This is a benefit that can save people from unnecessary doctor’s visits and hospital bills down the road.

An increase in employee benefits satisfaction

One of the worst feelings – for both employers and employees – is to discover an awesome benefit the company offers halfway through the year. A seamless experience helps make employees aware of the generous benefits you’ve already invested in, letting them know you care about their wellbeing. This can lead to improvements in happiness, productivity, and retention; that’s why 84% of employees with high benefit satisfaction also report high job satisfaction, according to a workplace benefits study by Guardian Life.

Also, keep in mind that the war for talent is more competitive than ever before, with unemployment rates at an all-time low. This makes it critical for companies to not only offer an attractive benefits package but also to make sure their employees are actually gaining something positive from it. Otherwise, you risk losing your best employees to a competitor who both offers and makes it easy for employees to access their benefits offerings.

Year-round engagement

It’s a problem when your employees are only engaging with their benefits around open enrollment. Benefits shouldn’t be something they “set and forget.” They’re offerings that have a significant impact on the physical, mental, and financial wellbeing of employees. When you take steps to make benefits easily accessible, you’re also increasing the chance employees will engage with them. If there’s too much complexity, you risk employees unnecessarily dipping into their own wallets for a benefit that’s already covered or – worse – foregoing care.

That’s why it’s so important to invest in education efforts throughout the year – not just around open enrollment season. We recommend creating multiple opportunities for employees to learn about their benefits, so it’s always top of mind for them. You can use tactics like regular lunch and learns with benefits vendors, ongoing email campaigns, or monthly webinars where employees can bring their burning questions to the table. There are tons of creative ways to teach employees about the amazing healthcare benefits they have within their benefits package.

Time saved for HR

Finally, let’s give our friends in HR a break. Presenting all of your employees’ benefits in one easy-to-find location will drastically reduce the number of questions the HR department receives, such as “do we have an HSA or FSA?” or “where do I access the company’s gym discount?” These are all questions that should be easy for employees to answer for themselves. Trust us; your HR department will thank you later.

Also, if you have a benefits experience that also includes a healthcare concierge service, the time (and cost) savings can be even greater. A concierge can personally guide your employees through the process of finding high-quality and low-cost care, make calls to doctor’s offices on their behalf, and check to see if care is in-network.

Creating a seamless benefits experience for your employees doesn’t have to be a heavy lift on your end, but it will pay huge dividends. As a next step, assess the current state of your benefits experience and identify where the gaps are. Then find a partner who can help you fill in those holes to make the process of finding, accessing, and utilizing benefits truly seamless for your employees. As a result, you’re likely to see cost savings, more satisfied workers, increased engagement, and a happier HR department.

Ten Ways to Boost Employee Morale At Your Company

Ten Ways to Boost Employee Morale At Your Company

As a company goes through its natural ups and downs, employee morale will change over time. That’s normal! But if left unchecked, negative morale can have a long term detrimental effect on your company. Getting a pulse on your employees’ morale on an ongoing basis is extremely important to ensure a great company culture. We use tools like OfficeVibe to continuously monitor our company, identify issues, find areas of improvement and add hard data to the process. Over the last five years, we’ve used ten methods to increase employee satisfaction and boost morale.

Have a great mission

People want to work for companies because they believe in their mission and the kind of work they get to do. It’s an essential part of hiring and helps your company stand out.  At HealthJoy, our mission is to help employees make better healthcare decisions. We help people save time and money, and we’ve even saved a couple of lives along the way. It’s a mission that our employees are passionate about, and we remind them of the importance of their work everyday by sharing success stories. Almost every company has a purpose other than just making money and giving people a paycheck. Make sure to highlight your mission and talk about it often with your employees.

Give praise

The phrase “you catch more flies with honey than you do with vinegar” is true with morale as well. It’s important to give negative feedback to an employee, but you need to make sure to give praise where praise is due. Even if it’s “someone job,” people want to hear praise for a job well done. Be specific and sincere. Highlight the less obvious; it’s easy to tell the office manager good job for getting the office lunch. It’s less common to praise them for going all “Container Store” on your marketing material and making you feel like Marie Kondo came for a visit (thanks Mallory).

Have fun together

It’s easy to get stuck in professional “work mode” when you have a ton to do, but having fun in the office is a great morale booster. It also allows you to see other team members in a different light. You can plan events or go for a last minute happy hour. It doesn’t matter what you do but have a little fun! At HealthJoy, we do a happy hour twice a month. We’ve gone ax throwing, seen the Cubs play, played WhirlyBall, gone on off-sites on the lake and much more. It’s important that people grow bonds outside of work.

Step up when needed

If you want to boost employee morale, stick up for your employees. If you have an angry client on the phone, take the call instead of leaving it to the entry-level employee. Have a client that everyone hates? Fire them! It might seem drastic, but put your people first. At HealthJoy, I’ve seen the CEO use a toilet plunger. No one is “too important” to do the smallest jobs. Everyone at our company will do anything to help our clients have the best healthcare experience possible.

Let them vent

Sometimes, an employee only wants to be heard. Ask for feedback and do it often. Don’t just expect people to volunteer feedback; be proactive. You can use a free tool like SurveyMonkey to create surveys and get a pulse on what’s going on. HealthJoy has been growing quickly – we’re doubling our headcount this year alone – so we can’t leave feedback to chance.

Celebrate the wins

Want to achieve your lofty company goals? Celebrate the small victories. Realize that big goals aren’t going to happen overnight. If you fail to celebrate the smaller accomplishments, you’ll diminish the motivation you need to keep in the right path. We grew our member base last year by 600% and by celebrating every small win along the way.

Allow people to pursue passion projects

At many companies, your yearly goals are your only goals. Any work that strays from that goal can be viewed in a negative light, but it doesn’t have to be like that. Side projects can be a useful outlet for creative energy and allow employees to explore new tools and ideas. It can be projects that are done outside of the office or giving people time to explore a concept during work time. At HealthJoy, our employees have amazing lives that we celebrate. Khem Khoeun was the first Cambodian-American woman elected to public office in the United States when she became a Skokie Park commissioner. The entire office went to her swearing ceremony to celebrate her win.


We help our members every day with their healthcare, but that doesn’t prevent us from volunteering as a team for great causes. It’s a good team building activity and increases collaboration. Next month, HealthJoy is volunteering atUrban Initiatives, a great program that helps empower Chicago’s youth to become community leaders. Researchers have also noticed that Millennials are extremely socially-aware and civic-minded, with 70% of this age group sharing their time with charitable causes. What’s not to like about giving back!

Get rid of a jerk

Have you ever had to deal with a toxic employee at the workplace? They usually decrease the productivity of others, demotivate other employees and may even put your business at risk. Sometimes this behavior can be fixed by helping the individual understand the issues and putting in steps to remedy the situation. If the behavior continues, sometimes it’s better to cut your losses and get rid of them. Getting rid of a bad apple will instantly improve employee morale.

Vacation days

WIth the constant influx of emails, deadlines, and work, it’s easy to get stressed from work. Some level of stress is healthy, but continuous pressure can be a health issue. Studies have shown that taking a vacation reduces stress, increases immune function and increases productivity. People are also more creative after a vacation. Adding a generous vacation policy and encouraging people to use them is a great way to boost employee morale. At HealthJoy, we offer unlimited vacation days but come the new year, a large percentage of our client’s launch. This leads our Customer Success team to working long hours under lots of stress. We make sure that quickly after the madness, everyone take a few days off and disconnect. It’s vital to both their short- and long-term health and happiness.

Promote a healthy lifestyle

When we launched OfficeVibe at the office, one of the things that surprised us was our wellness scores. They were lower than we would have liked, so we made a change. We brought in treadmill and bike desks, increased access to healthy snacks, added more fish options to our weekly catered company lunches and encouraged physical activity. Our wellness scores have gone up, and we’ve heard lots of positive comments from our employees.

Track the pulse of employee morale

It takes constant work to maintain a dynamic company culture. Even small decisions can have unintended consequences for your employee morale. The only way to make sure you’re headed in the right direction is to track and continuously work on keeping things positive.