Workplace Health and Well-being Services
Solutions
We work with organizational leaders to foster, promote, and maintain a Psychologically Healthy Workplace. Some additional areas include Employee Financial Well-being, Employee Engagement, Employee Communication, Well-being at Work, Stress in the workplace, Occupational Health, Culture, Leadership, People Management, Values and Principles, and more.
An overview:
- Workplace Needs Assessment Well-Being Research
- Employee Well-being and Wellness Strategic Planning
- Reduction of Absenteeism and Presenteeism
- Stress Management
- Mental Health at Work
- Anti-Bullying and Harassment at Work
- Diversity and Inclusion Management
- Anti-Sexual Harassment at Work
- Workplace Violence Prevention
- Work-Life-Balance Strategies
- Health and Safety at Work
- Customized well-being strategies and services to meet organizational needs
Why Invest in Workplace Well-Being?
Employees’ health and well-being are embedded in how people interact with one another daily at work, it also relates to working conditions, management practices, communication, change strategies, and performance. The importance of employee health and well-being is growing in recognition of the need for employer well-being practices to address working life's psychosocial and physical aspects.
An overview:
- Employee Well-Being Drives Productivity.
- Well-Being is Everything! Every aspect of your employees’ lives can influence their productivity at work.
- Providing a culture of health and well-being and encouraging employees through engagement, collaboration, and stress reduction results in a more active, healthier, and satisfied workforce.
- Lost employee productivity costs employers 2-3 times more than they pay in annual healthcare expenses.
- Employees that are less stressed, healthy, happy, and engaged are more productive. They are more alert on the job, more successful, and safer. They are more present on the job and likely to stay with your organization longer.
- Employees less stressed with positive well-being will lower their health risks, resulting in lower health concerns, worker’s compompensation claims, absenteeism and presenteeism.
