Although some businesses have offered employee wellness initiatives as government contractor benefits for decades, these programs have grown in popularity recently, particularly in the aftermath of the COVID-19 pandemic.
As employees increasingly pursue a strong work-life balance and shift to remote and hybrid working arrangements, federal contractors who wish to remain competitive in recruiting and retaining employees can tap into this valuable resource to satisfy their workforce.
However, it is essential to design these initiatives with the future in mind. The work landscape has changed dramatically in recent years and continues to evolve.
Here is a look at how federal contractors can future-proof employee wellness initiatives.
Why Federal Contractors Need Effective Employee Wellness Programs
The benefits of an employee wellness program for the workforce are obvious, but employers also have a lot to gain by implementing effective programs. For example, programs that focus on eliminating stress and burnout can improve employees’ performance and the quality of their work.
In addition to boosting employee morale, loyalty, and productivity, effective programs can keep absenteeism to a minimum, reduce healthcare costs, and minimize workers’ compensation claims.
They are also beneficial for attracting and retaining talented employees, reducing turnover, enhancing the company’s reputation, and gaining a competitive edge.
Future-Proofing Strategies for Employee Wellness Initiatives
Here are some tips for ensuring employee wellness initiatives can grow with your company and evolve with changing workforce trends.
Carry Out Regular Needs Assessments
A thorough assessment should be carried out to identify the current status of the workforce’s overall wellness. Even if the general trend is positive, it is important to highlight any areas where improvements can be made.
This also gives businesses a chance to see what their employees expect to get out of their wellness programs, which can drive future revisions to the plan. Regular assessments provide the opportunity to identify emerging needs and interests so they can be implemented before employees become dissatisfied.
While many federal contractors use surveys to assess employee satisfaction with their wellness offering, it is important to provide channels through which employees can share suggestions, concerns, and ideas on an ongoing basis to ensure the offering remains aligned with expectations.
Consider the Role of Technology
Modern technology has transformed the quality and capabilities of wellness initiatives. Forward-thinking federal contractors can take advantage of digital platforms and devices to deliver various wellness services and support, enabling employees to access them at a time and place that is convenient for them.
For example, apps that guide employees through meditation, gamify weight loss, and reward achieving wellness goals can provide significant motivation. Moreover, the companies that develop these apps are constantly innovating and improving their offerings, which means the right tech tools will be inherently future-proof.
Create a Culture of Wellness
Federal contractors can also future-proof their wellness initiatives by ensuring the entire workforce is invested in its success. Employees who feel empowered and supported in taking charge of their health and well-being will take on a more proactive role.
Coaching and collaboration can ensure everyone is on board, and this collective approach makes it easier to identify which aspects of a program are working and which are not being used to their fullest potential.
Analyze Data
In the age of Big Data, businesses have access to more information about their operations and workforce than ever before. Businesses operating in the federal contracting space can collect and analyze data about a host of well-being and health-related metrics, from biometric screenings and assessments of health risks to participation and utilization rates.
They can also measure the health outcomes employees achieve from their current plan to find opportunities for improvement. Another useful metric to analyze is the return on investment so businesses can ensure they are getting the most out of their efforts.
Consider Experimenting
A static wellness program that works well at the moment may not serve the workforce as well a few years from now. Federal contractors should not settle for a one-size-fits-all approach.
Instead, they need to find new ways to improve their offering. Experimenting with different strategies and learning from their outcomes and employee feedback helps ensure wellness programs are engaging and relevant.
Seek Outside Assistance from Employee Benefits Brokers
Employee benefits broker services can guide contractors in developing and adapting their wellness initiatives to support ongoing employee well-being, even in challenging times.
They can create tailored strategies that help federal contractors stay on top of employee needs as their workforce evolves, keep up with emerging trends, and remain compliant in the constantly changing regulatory landscape.
The knowledgeable employee benefits brokers at Business Benefits Group (BBG) have extensive experience supporting federal contractors and developing government contractor benefits.
Our team can guide you through the entire process, ensuring your wellness initiatives provide maximum return on investment while keeping your workforce healthy, happy, and productive. Contact us today to learn more about our services.