Workplace Wellness Trends Report for 2022

A one-size-fits-all approach to designing benefit plans will not work without considering employees’ different generational values and career priorities.  

Daniel Freedman, Co-CEO of Burnalong, reflects the need for a push for local, authentic, and diverse programming. He expresses that by saying,“The broader societal movements on diversity and inclusion have started to impact wellness programming too, with HR departments realizing you can’t take a one-size-fits-all approach. It needs to reflect the diversity, and diverse needs, of populations.”  

This sentiment is also reflected in a response from Dino Ha, CEO of MBX. According to Mr. Ha, “You may want to consider creating a benefits plan that takes into consideration generational diversity. This is when it‘s essential to recognize that team members are at varying stages in life and will want and appreciate different things. Boomers value health insurance and a retirement plan.

In comparison, Gen X prioritize salary level and a 401K plan, while Millennials and Zoomers value paid time off and control over when they work and from where. Embracing generational diversity engages and motivates employees and makes them feel valued, enabling them to work better as a team.”

In the upcoming year, employee benefits will play an elevated role in retaining top talent. In fact, one study found that 66% of employees are waiting to review the new company’s benefits plan before deciding whether to leave the company. 

Moving forward, employers that want to avoid the long-term effects of the “Great Resignation” will need to rethink and design their wellness programs in a way that truly aligns with the needs of their employees. 

The response from Emma Maurer establishes this sentiment further, as she says, “We’re going to see more corporate wellness programs focused on mental health and mindfulness, as we continue to get through the pandemic and establish a new normal in a hybrid workplace.  

In addition, ensuring that employees have a positive work-life balance coupled with competitive benefits. Those employers focused on these factors will not only be able to retain their current workforce but attract new and upcoming talent.” 

However, Jill Holmes, Marketing Manager of Readiness.org expressed concern and shared the findings of Readiness‘s research in conjunction with the Swinburne University of Technology. According to the study, “Employees need to be able to access the wellbeing services offered by their employees directly to increase use – HR or managers are still ‘gate-keepers‘ to accessing these services in 61% of cases.“ 

Holmes added, “The solution must provide employees with direct access to these services without needing to go through HR or their managers. A solution which offers a variety of wellbeing resources is key – such as online learning, peer support, counseling, workshops, and EAP services.“  

Research also shows that mental health interventions yield the most significant ROI compared to other initiatives, so it is no surprise that this employee wellness trend will remain on the agenda for 2022.  

In the words of Jerica Amores Fernes, the HR Manager of Tomedes Translation Company, who shared their experience, “The shift to remote work has been a stressful experience for employees and has shown the need to address mental health.  

Since we at Tomedes have been on this model from the outset, mental health is something we’ve long taken into consideration. For many other companies, I believe that this will be an eye-opening experience, and we may expect to see more support for mental health through company policy and programs in the future.”