One of the big players in the energy space has gone one step ahead and made well-being as a part of their KPI. They reached out to their people to understand what they wanted as a part of the wellness program. Inorder to create buy-in around the program they made select leaders go through the program once. Well Being Labs were created and sponsored by the leaders. The program has received a very good response from employees and has increased employee engagement scores.
Another entertainment brand has made wellness as a way of life in workplace. As a part of the CARE program, the brand offers very progressive health insurance policies for employees and their dependents. They have also opened activity clubs and hobby clubs for their employees. They do not miss any opportunity to show to their people how much they care about them. Small gestures of sending gifts to their parents, compensating for a bad day at work, offering thank you gifts to supportive co-workers go a long way in ensuring social wellness. Innovative leave policies and friendly maternity program has been welcomed whole-heartedly by all employees.
A large multi-national financial services organization has opened healthy living wellness center at various locations. Apart from physical wellbeing they also offer healthy mind assistance program to their employees. The multi-faceted program is branded well and is provided a strong leadership support.
The investment in wellness program is primarily a reallocation of existing budget in different categories rather than new budget allocation. Thus, not only large organizations but even smaller sized organizations could implement such initiatives.
(This article has been curated from the session Next Generation of Wellness Programs at the Total Rewards Conclave 2017. The Speakers: Shabana Ali Lodha from Scneider Electric, and Suman Paul from Viacom18, and Bhavesh Shah from AmEx)