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Employee Wellness Programs
Improving Job Satisfaction and Productivity
Name: Parvinder Singh
Purpose of EWP 2
• Equity, Development and Inclusion (EDI) is better ensured with Employee
Development Program (EWP).
• EDI ensures policies and programs are unbiased.
• With EDI, Organization provides equal potential outcomes to every worker.
• Makes employees goal-oriented.
• Employees feel comfortable working within organization.
Employee Wellness Program
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• Employee Wellness Program (EWP) are essential for
betterment of the health of Employees.
• Through implementing EWP, Return on Investment
(RoI) is ensured from employees.
• In order to resolve issues of Employees, which include
discrimination, disrespect, imbalance in work-life, non
inclusion, inequality, presenteeism, absenteeism,
performance and productivity, EWP are implemented.
• Such programs improve satisfaction and productivity of
employees.
Recommendations for EWP
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1. Adoption of inclusive approach to improve work culture.
• Inculcation of foundational values through EWP in employees makes them
committed towards their work (Moon, 2018).
• Foundational values include:
• Honesty, Integrity, Objectivity, Empathy, Sympathy, Probity, and Compassion
towards serving the common people with respect.
2. Incorporation of Work-Life balance to reduce absenteeism and presenteeism
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World Health Organization’ Healthy Workplace Model.
• World Health Organization has said that inclusion of Healthy Workplace Model is essential
for improving the health of employees and for maintaining their work-life balance
(Holcomb, 2020).
3. Reducing presenteeism and absenteeism through improving mental and 6
physical fitness of employees.
Lack of Mental and
• Researchers have viewed that presenteeism Physical Fitness
accounts for 77% and absenteeism accounts
for 23% of all loss of productivity (Holcomb,
2020).
Presenteeism Absenteeism
• Personal Health Questionnaire Depression
Scale (PHQ-9) report viewed that depression
in employees was 30.2% pre-intervention and
it declined to just 12.6% post-intervention by
the organizations (Falkenberg, 1987).
4. Improving engagement of employees with different stakeholders
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• Forbes report says Improved engagement
brings 21% higher profitability (Forbes,
Reasons for quiting Jobs by Em-
ployees
2023).
60%
• Pew Research Centre report has viewed 40%
20%
0%
lack of advancement opportunities among
employees leads them to quit their jobs
and 63% of employees find this the
primary reason for leaving their jobs Column2 Column1
(Forbes, 2023).
5. Celebrate Achievements of Employees. 8
• Giving appreciation to employees for their better performance.
• Providing cash incentives.
• Suggestions of employees must be considered.
• Providing gifts to employees (Anwar, 2021).
• Sharing success stories of employees.
Next Steps
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• Ensure open communication among employees about their mental and physical health
(Amu, 2022).
• Shift perspectives of employees on performance reviews by making them less
intimidating.
• Provide benefits flexible or hybrid arrangements of work, paid time for enjoying mental
health day, zero tolerance towards bullying and harassment, performance incentives and
preventive health check-up, contests and initiatives for monthly wellness, employee
recognition for outstanding job performance (Amu, 2022).
• Employer must learn management tips from prestigious people by scheduling lunch or
coffee.
Conclusion
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• Employment Development Program must fulfil their aspirations of employees in
satisfactory way.
• Equity, Development and Inclusion of employees keeps them motivated and
productive.
• More investment in physical, mental and financial wellbeing of employees encourages
them to work smarter with innovative ways.
• Hence, safety and health of employees make them assets for companies.
References
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Amu, H. (2022, 6). Improving Employee Mental Health: A Health Facility-Based Study in the United States. Retrieved from
[Link]
Ali, B. J., & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and Its Influence Job Satisfaction. International Journal of
Engineering, Business and Management, 5(2), 21–30. [Link]
Falkenberg, L. E. (1987). Employee Fitness Programs: Their Impact on the Employee and the Organization. Retrieved from JSTOR:
[Link]
Forbes. (2023, 3 8). Improving Employee Retention In 2023 With A Positive Workplace Culture. Retrieved from
[Link]
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Holcomb, B. (2020, 11). The Effects of Health-Based Wellness Programs on Employee The Effects of Health-Based Wellness Programs on
Employee Productivity . Retrieved from The Corinthian: [Link]
Moon, T.-W. (2018). How Employees' Perceptions of CSR Increase Employee Creativity: Mediating Mechanisms of Compassion at Work and
Intrinsic Motivation. Journal of Business Ethics, 629-644. Retrieved from [Link]
