No one needs to remind you that you spend most of your waking hours at work. Your job can impact your mental health (and thus your physical health) as much, if not more, than any other aspect of your world.
This puts employers in a unique position. The company culture they adopt can directly impact your health.
To attract top talent, many companies have (intentionally or not) worked to: healthincludes well-marked positive engagement, a glossy mindfulness portal, and other “mental health buffet” items.
Mention of mindfulness seminars, yoga time, sleep apps, online career coaching, resilience training, mental health awareness days, and other superficial perks now regularly appear in the benefits section of job listings. It is appearing.
The pandemic and resulting mass resignations brought worker benefits into greater focus, and by late 2020, American companies had acquired a new type of advertising space: chief benefits officers.
The problem is that all of these ‘nice-to-haves’ can and do absolutely co-exist with high staff burnout, poor mental health and absenteeism.
High demands on workers and an implicit culture of overwork lead to stress and poor mental health. No amount of wellness efforts can wipe out a bad work culture.
Of course, employee happiness is a moving target and has traditionally been a hard-to-measure metric. But now Data is starting to flow in How little workplace benefits actually contribute to employee well-being.
According to a large-scale British study by Dr. William Fleming, Center for Wellbeing Research, University of Oxford; Even among companies with truly good intentions, widespread workplace health initiatives just don’t work.
The survey of 46,336 workers in 233 organizations showed that almost all interventions by companies have no positive impact on workers’ health.
What helps workers?
So if token wellness menus aren’t working for workers, what will?
last year, Bentley Gallup Business in Society The working group just asked them questions, and their report is a must-read for any conscientious hiring manager. TLDR? In one word, what workers want is to “keep working hours at a reasonable level.”
More than 70% of those surveyed believe that true employee well-being involves stipulating a 4-day, 40-hour work week, limiting the amount of work employees are expected to do outside of normal working hours, and ensuring that mental health I believe that this can be brought about by establishing a day.
In other words, people just want regular breaks.
And according to research from the University of Oxford, the only lifestyle perk found to truly improve workers’ well-being was taking paid time off to volunteer or do charity work in their communities.
Finally, there are more and more Gen Z workers in the workplace, a generation that is highly attuned to their personal well-being needs and highly invested in their definition of health. What makes a workplace psychologically safe?.
People-centered leadership, a culture where oversharing is tolerated, and inviting criticism from above as well as from the side are among the things Gen Z workers say are necessary to stay sane. .
Gen Zers, we salute our companies for taking positive steps toward health solutions that may actually work.
Find countless opportunities with employers who truly prioritize your health at The Hill Jobs Board.
Kindbody, New York State Corporation Administrator
Kindbody, a technology-driven fertility company, is seeking a corporate auditor to manage its financial reporting and operations. In this remote, full-time role he will lead a team of 6 people and ideally will have a bachelor’s degree in accounting/finance, 5+ years of management experience, and knowledge of the healthcare industry. Salary range is $185,000 to $225,000. Please see here for the detail.
Honeywell, Global Pricing Director, Atlanta
Honeywell, an engineering and technology conglomerate, is currently hiring a Global Pricing Director to be located in Atlanta. You will drive pricing strategies and initiatives to increase financial success. Part of your role will include analyzing market trends and implementing tools to optimize pricing, and you’ll work with teams across the business. Must have a master’s degree, at least his 8 years of experience in pricing in a results-oriented company, and his skills in strong financial modeling. Expertise in the latest price management tools is an added plus. Apply directly to this top role today.
Legislative and Member Advocacy Specialist, National Education Association, Washington
As NEA’s legislative and member advocacy specialist, you will take the lead in coordinating online advocacy and managing web content that supports our mission. Engaging members on federal policy issues is part of the role, as is frictionless collaboration internally with colleagues and externally with lobbyists. A bachelor’s degree, five years of program analysis experience, and proficiency in cyber advocacy are core skills sought by the NEA, as are federal legislative advocacy and project management. You also need to be a master of interpersonal communication. This role requires some travel. Learn more about.
Find your dream job at The Hill Jobs Board, with thousands of positions at companies that value happiness.
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