Celebrating Differences & Building Community - Employee Impact Groups (EIGs, ERGs, ECGs,)
Leveraging Your Wellbeing Network to Engage the Hard to Reach
Create a culture of care and belonging
Workplace culture consists of unwritten rules of what it really means to be an employee at a company. These are the real core values embodied and reinforced by leadership styles, procedures, and perceptions of what’s valued at your organization. Creating a purposefully planned and executed culture increases trust, boosts organizational satisfaction, reinforces healthy lifestyles, leads to social connections and a sense of belonging, and leads to employee engagement, resulting in better bottom-line business results by every measure.
Learn how to move beyond a SharePoint site and into a thriving culture.
Recognize the individual as the center of their health and wellbeing experience
Health and wellbeing are personal, not a one-size-fits-all approach. There’s incredible power in our daily habits. They can be positive or negative. Sometimes bad habits or the parts of our routine that aren’t helping us are obvious; other times, they are supporting unrecognized behaviors. Trying fixes others use on TikTok for a diet, workout, or app – isn’t the best approach, leaving people overwhelmed and confused about their own health and wellbeing and not feeling any better. Each person has their own needs centered around lifestyle, work schedule, health history, genetics, social determinates of health, medications, age, and more. Additionally, digital-only works for some; others prefer a coach or guide to learn more about their behaviors and activate behavior change.
With a complex and confusing ecosystem of ‘fixes,’ employees look to those they trust, their employer, to help them navigate their individual needs through organizational benefits. What will you do with this power to impact the health and wellbeing of your employees?
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Empower the change-makers in your organization
Virgin Pulse Science Advisory Board member Dr. David Batman shares wisdom – re-arrange the letters listen, and you get silent. While annual employee surveys and exit interviews alert urgency, your retention risks could be mitigated ahead of time by empowering wellbeing advocates. Employee-led groups can help identify and solve core employee needs leadership is often unaware of until employees begin leaving your organization. Building strong employee resource groups, communities of practice, and empowering wellbeing ambassadors and wellbeing champions and coordinators helps organizations make change happen to reshape experience and culture.
Change is a team sport
Watch an on-demand replay of how Virgin Pulse Employee Impact Groups (EIGs) activate purpose, belonging, and inclusion, including case studies and tangible takeaways
Activate your Diversity, Equity, and Inclusion Strategy
In the past two years, many organizations have taken steps to address diversity, equity, and inclusion in the workplace. In a 2021 report from Lever, DEI was among the top five priorities for employers they surveyed. Yet, DEI hasn’t moved beyond a one-hour annual training for many organizations. The urgency has never been greater. The future workforce is more diverse than ever, and Gen Z is heavily prioritizing company values in their employment decisions.
Toolkit for DEI and People Leaders
Learn from DEI experts at Headspace, Virgin Pulse, Moody’s, and ModelExpand, access guides and resources, and download your DEI action plan.
Remove the barriers that lead to burnout
Thrive Summit speaker Michelle Courtney Berry defined stress as having too much and burnout as not having enough. Watch the Thrive Replay: Building the Teams of Tomorrow Today.
Burnout isn’t about the individual; it is the workplace. With burnout now officially recognized by the World Health Organization, the responsibility for managing it has shifted away from employees and toward employers. Burnout is preventable, and you have the power to activate change in your organization. So, the question becomes: what can organizations do to banish burnout?
Download the stress awareness toolkit with resources to help you activate change in your organization.
We’ve said it before: healthy employees are happy employees. And the gift keeps on giving because (no surprise here) happier employees are more likely to be physically and mentally healthy.
Having a robust social network is associated with a reduced risk of depression and anxiety, lower levels of stress, increased motivation to engage in self-care, and longer life. Conversely, studies have noted, “Low social interaction was reported to be similar to smoking 15 cigarettes a day and being an alcoholic, more harmful than not exercising, and twice as harmful as obesity.”
Learn more about the value of social connections in the workplace and how wellbeing can help foster these connections