Saturday, October 1, 2022

Yoga for all! Why do corporate wellness programs fail?

Economist – Mexico City

Wellness programs do not always perform as expected and this is largely due to the fact that they do not have metrics, prior research, are carried out outside working hours and do not propose a culture of prevention, it states. why in some organizations that have this type of strategy continue to observe high levels of work stress, Business research revealed by startup Dell Hype

According to the report, 80% of employees express stress due to work processes, despite the fact that their organization has wellness strategies in place. Paradoxically, 75% of corporations admit that their employees have lost interest in the solutions the company offers.

“There are many different activities, like yoga classes, and they are not follow-up programs. One of the things we see is that the strategies don’t lead to a deep understanding of what partners need and what stresses them out.” “, shares Dell Hype co-founder Sylvia Ramos.

At least 9 out of 10 companies have implemented measures to look after the health of their talents as a result of the entry into force of NOM-035, a tool that is often confused with a wellness program.

Ariel Almazán, regional director of wellness, health and chams for Mexico, Latin America and Mercar Marsh Benefits, says, “Within organizations there is still more about wellness and health and risk management as a trend, fashion or simply regulatory compliance. There’s a culture of talking.” Caribbean.

In expert experience, amongst the frequent errors in the design of wellness programs are the lack of a comprehensive vision and policies focused on employees. “Workplace health and safety programs are tied to a corporate policy where everyone speaks the same language, everyone understands what the purpose of implementation is and once that is understood, we move on to the execution phase. When all this doesn’t fit the needs of your working population, it’s a shot in the air with no specific target,” he says.

Dell Hype’s research also found that most companies do not have key decision-making metrics in place for their wellness programs. Furthermore, its design is left to human resources, but without in-depth research to ascertain the talent needs.

From the perspective of Jorge Merida, Creative Partner at the Advisory Network for Wellbeing, the pandemic’s impact on people’s mental health highlights the importance of periodically reevaluating and adjusting wellness programs.

“The programs that were created as a boost by Rule 035, I think are no longer sufficient, even the wellness programs that emerged in response to the health emergency are no longer effective. Happened in the work environment This dynamic change demands that these programs be constantly updated”, points out the expert.

To a large extent, Jorge Merida points out, this obsolescence of occupational health strategies may explain why employees continue to experience high levels of stress despite providing them with the tools to cope with this reality.

more self-imposed workloads

Del Hype’s research found that during the pandemic some employees overburdened themselves to prove they were a good fit and avoided being fired, a situation that only increased the mental health toll. Gave. This is in line with what the Edelman Confidence Barometer reported last year: Mexicans were more afraid of losing their jobs than of catching Covid-19.

A key point in this scenario, explains Sylvia Ramos, is that middle management leaders were very focused on results, and there was some conversation about the importance of self-care and taking advantage of the tools companies offer. Was.

,A lot also comes from culture, such as not refusing to do an activity because the person who asks for it is your boss and it is related to how we behave at work and, however, well-being in organizations. We still have the challenge of a work culture in which we saw our parents grow up roaming or working shifts even when they were sick, and that’s another reality,” Sylvia Ramos says.

For Ariel Almazan, the current context is positive for reintroducing benefits, promoting flexibility in wellness programs, identifying employee needs, and modifying some of the structures around these initiatives. “Today we know that the pyramid of benefits is inverted, with health-focused benefits traditionally provided to senior structures, managers, and leaders of organizations,” he explains.

“A smart investment in welfare is when you have identified the needs of your population in terms of what” benefits and welfare. Because if these initiatives are not combined with these needs, which are diverse and inclusive, there is no target to hit, and that is an expense. If you point the arrow towards a set target, it is a smart investment”, he explains.

Nation World News Desk
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