Get up offa that desk.
And move till you feel better.
And try to release that stress!
As work gets more stressful in the lead-up to Christmas, employees need help prioritising their well-being over work expectations. In fact, 90% of employees believe wellbeing and wellness support are as important to them as their salary, yet many feel employers are falling short.
Work stress is the leading cause of declining mental health for employees across most generations. Some employees would consider leaving their current employer due to a lack of focus on wellbeing, signalling that it remains a non-negotiable and may be an employment dealbreaker.
This is especially true for Gen Zers, who prioritise therapy and mindfulness to manage their work stress.
ASICS, the sportswear brand, recently conducted a Global State of Mind Study, surveying over 26,000 employees across 22 countries. They found that it only takes 15 minutes to achieve a mental uplift from exercise at work. This means the more employees move, the happier they’ll be and the better mood they’ll be in.
That’s no real surprise given it’s no secret that exercise is linked to our mental and physical health.
Workplace wellness programs are on the rise and are a valuable strategy to get people back into the office and promote physical activity among employees. But, with the number of employees on long-term sick leave at an all-time high, how can HR encourage employees to integrate movement back into their lives and the workplace?
Let’s look at wellbeing and some strategies to encourage movement at work.
Wellness is a holistic state of wellbeing encompassing an individual’s physical, mental, emotional, and financial health.
It goes beyond the absence of illness, like proactive measures to maintain and improve fitness, nutrition, sleep quality, emotional resilience, and a sense of work-life balance. In the workplace context, wellness also means access to resources and policies, like healthcare coverage, mental health support, flexible work arrangements, and financial wellness tools that empower employees to thrive personally and professionally.
So it’s really an unavoidable truth for HR:
Ignoring this truth impacts individual wellbeing and carries significant costs for businesses in terms of lost productivity and turnover. So, wellbeing should no longer be viewed as a perk but a core business strategy.
It’s also about adding value to your organisation. Organisations in the US see up to $2 in return for every dollar spent on wellness programs, showing these strategies aren’t just extras. Lowering financial hurdles also makes a massive difference because financial stress often limits your ability to invest in wellness.
So what’s the best way to integrate wellness without overthrowing your current people policy?
Allowing employees a short desk break every day could help boost productivity. According to the ASIC research, productivity, confidence, and focus are boosted after only 15 minutes.
Create a workplace culture that encourages people to move, not just go to the gym after work, but have classes during working hours. Ensure you communicate clearly about the importance of stepping away from desks. ASIC’s HR team quite literally took things one step further by baking in a contractual right to a 15-minute desk break into their employee contracts.
Organisations that offer wellness programs see significant improvements in employee wellbeing and engagement. It’s more than a gym membership, it’s a holistic approach to stress management.
They blend physical, mental, and financial health support into accessible benefits. They might include fitness memberships, nutrition guidance, meditation classes, therapy coverage, and sleep improvement tools. By offering resources that meet employees’ unique needs, these programs show genuine care, boost engagement, and reduce stress.
Outgrow your traditional benefit programs
While paid time off and health insurance remain staple benefits, employees are increasingly interested in more impactful, tailored benefits.
Stock options and wellness programs often overshadow traditional choices like retirement plans and life insurance. These newer offerings deliver tangible support for current needs, from financial security to mental health and fitness.
Also consider reviewing your benefits program individually, which essentially means offering different employees bespoke wellness packages and benefits depending on their situation. For example, if you want to encourage certain employees to get out more and move their bodies, offer those employees benefits.
Forward-thinking employers recognise that offering old standbys like life insurance and gym fees aren’t enough anymore. They’re investing in benefits that meet today’s workforce expectations, helping attract new talent, retain their best people, and stand out in an increasingly competitive landscape.
Leadership support is crucial to embedding wellness into a company’s culture.
When leaders openly prioritise their own health, take breaks, exercise and discuss mental wellbeing, they send a powerful message that self-care is valued.
It empowers employees to follow suit and normalise conversations around mental health and personal challenges. Additionally, transparent communication about available benefits and genuine encouragement fosters trust and eliminates stigma.
Hosting informal wellness chats, sharing success stories, and actively praising employees who invest in their wellbeing can reinforce a positive environment. When leaders walk the talk, the organisation moves toward healthier, happier habits when leaders walk the talk.