9 Employee Well-Being Programs From The 100 Best Companies To Work For
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Some employees, they have practical needs such as child care assistance or tuition reimbursement. For others, they may have deeper needs such as supportive counseling to relieve sadness or understanding of how to establish a work-life balance. Like any relationship, an employer-employee relationship needs to be based on trust, and to thrive requires genuine care and support.
But how can companies bring that to their employees?
Below are examples of Employee Welfare Programs highlighting the key factors in employee happiness from some of the Top Companies surveyed with Great Place to Work.
1. Onboarding at Atlassian
A formalized, empowered referral process can kick-start recruiters’ integration and lay the groundwork for connections and close friendships with colleagues and their managers.
At Atlassian, each new employee is required to write an introductory blog to share with the entire Company. This introduction gives the new employee the opportunity to detail their role, interests, and motivations.
In addition, new employees will be introduced to the entire Company in the main lobby weekly and assigned a working partner through the Atlassian Buddy Program who can help with inquiries, referrals and more so more.
2. Coaching at Synchrony
Nothing could be better than direct help. At Synchrony, the Company relies on coaches working with employees to create a personalized wellness strategy based on strengths and values.
Working with a coach is a positive, rewarding and motivating experience that helps employees identify and work towards their unique goals – providing a safe space to discuss their specific needs. Coaches take care of wellness as well as assist HR leaders in navigating conversations.
3. Building awareness at American Express
At American Express, the Company created a new campaign in honor of Mental Health Awareness Month: “Here for you. Here for Each Other”. Throughout the month, the Company has organized seminars and shared discussion tools for senior leaders, all with the aim of ensuring colleagues understand that it is okay to ask for help and to ask for help.
The Company’s advisors are always available to participate in group counseling sessions, creating a safe space to discuss any issues. These efforts normalize the importance of self-care and reduce stigma, thus addressing the root of the obstacle to helping those in need of mental health support.
4. Support assistance at EY
Having a program or method to support employees is one thing, making sure they know how to use it again is another. At EY, the integrated employee assistance and life management services program has served professionals and their families for over 40 years. Through the 24-hour hotline and the Website, employees can access:
- Introduction of short-term and long-term consulting services
- Solutions for health and happiness
- Referral to child and elderly care resources
- Daily life and home services
- Dependent care
- Personal travel
Thanks to the hotline, employees are impressively easily accessible when wanting to avail of the Company’s support.
5. Recognition at First American Financial
By validating employee performance, companies can boost their morale while keeping a smile on their faces. First American has established a “fantastic” recognition platform, where employees can express their appreciation to colleagues who have demonstrated the core values of integrity, commitment, service, and integrity. service, leadership and teamwork.
Managers can also recognize employee excellence and meaningful contributions by awarding points. Each point is worth a dollar, and employees can cash out to buy items like gift cards, experiences, and tickets.
6. Transitioning back to work at Adobe
Adobe created the “Welcome back” program to provide additional resources for employees and help managers facilitate a seamless transition back to work. The program is for employees returning from a leave of absence that lasts more than three calendar months.
Managers with Resource Center support developed a transition plan for each employee and discussed the need for alternative work arrangements. By providing support during employees’ return to work journey, Adobe creates a sense of psychological safety for those who are leaving.
7. Companywide time off at Red Hat
Many people struggle to use their paid time off, and when they do, some struggle with anxiety about the work that awaits them when they return. This way can ensure workers can really unplug and enjoy their time off. At Red Hat, the answer is Recharge Day. This special quarterly holiday is chosen by associates and offers all Red Hat employees the opportunity to step away from their laptops for a day off and renew.
The benefit of a collective day off means employees can truly remove themselves from their jobs and return from the holiday with an empty inbox. With no meetings and no email, no one has to work twice as hard when they return to make up for the time away.
8. Financial wellness at Tanium
An uncertain financial situation has the potential to disrupt a person’s personal and professional life in many ways. At Tanium, the Company wants to ensure that its team members have the knowledge and resources needed to make informed short-term and long-term financial decisions that benefit them and their families.
Employees can also attend regular Financial Wellness Weeks that include:
- Information sessions led by experts
- External financial advisor
- Direct financial advice
- Financing on request
Financial information sessions cover important topics such as prioritizing assets to build a stronger financial strategy, planning for the future, and managing your retirement accounts. By providing this level of support, Tanium sheds light on the many areas that contribute to strengthening one’s financial health.
9. Support networks at Atlantic Health System
Atlantic Health System has a Workforce Health Team that integrates health care delivery through annual wellness and preventive exams and programs to promote healthy living. Atlantic’s Caring for the Caregiver Colleague Program connects team members with a trained respondent when they need to talk about particularly difficult work experiences. Respondents were able to help them get home after their shift and return to work the next day feeling more resilient.
In order to retain talents and help them work more efficiently than ever, the Company must always create conditions and provide programs that are practical and bring a lot of value to employees.
Source: Great Place To Work
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