Well-being is often deployed as an employee benefit for self-managed improvements to work and life quality. Leading organizations are leveraging the documented correlation between employee stress management and productivity to incorporate well-being factors into their formulae for workforce understanding. Still, most enterprises focus on reducing the cost basis of formal health and financial benefits through encouraged, proactive, and self-guided/engaged employee life management practices.
Goals and Objectives
Well-being is a key source of initial awareness about employee work-life balance. When combined with sentiment data, organizations have most of what they need at their fingertips to understand employee demands for work conditions. Deep understanding of the connection between sentiment and life management automatically guides employers to what they can strategically offer to improve the quality and balance between work and life for their employees. On the back end of deployment, employers can track well-being as a key driver in employee engagement and productivity to correct safety concerns, mitigate attrition risk, and reduce burnout.
Well-being, safety, and flexibility are supported by mental, physical, and financial well-being tools, pulse surveys, feedback channels, communications, digital assistance, recognition, and people analytics. Machine learning supports dynamic resource allocation based on underlying analytics that preempt employee needs the more employees engage in the resource systems. Formulaically connecting feedback and the well-being use case into proactive HR metrics requires HR and IT participation.
Use Case Summary
Entering employees into a cycle of resource use, data contribution, feedback, and resource adjustment helps organizations smartly align well-being and workplace resources by engagement to support stress management, improve employee health, boost sentiment, and improve workplace safety accessibly per the actual employee resource use case. Feedback and stress management trends also support employers to introduce added tools for work flexibility, like shift swaps within the constraints of workplace requirements.