How to Create Well-Being Programs That Work
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How to Create Well-Being Programs That Work

/ Guide & Reference

Our recent report, The Next Frontier for Employee Well-Being, outlines how CHROs can create lasting improvements to employee well-being by taking steps to embed it into the business strategy and culture. Yet well-being programs remain an essential part of any comprehensive employee benefits offering.

More on this topic from The Conference Board:

Our recent report, The Next Frontier for Employee Well-Being, outlines how CHROs can create lasting improvements to employee well-being by taking steps to embed it into the business strategy and culture. Yet well-being programs remain an essential part of any comprehensive employee benefits offering.

More on this topic from The Conference Board:

Trusted Insights for What’s Ahead™

For well-being programs to work for both employers and employees, they need to align with organizational values and employers’ and employees’ priorities, be competitive and cost-effective, and provide an ROI to the business.

Our survey research yielded several insights that can provide a starting point for HR leaders to align well-being programs with organizational values and employee priorities:

  • Programs that support flexibility at work (e.g., hybrid, flexible hours) were identified as most useful by the highest percentage of both US and Europe survey respondents, among an array of options.
  • Employees also reported an openness to AI-powered platforms that provide useful “nudges” and tips to employees,1 which could prove to be more cost effective than more labor-intensive alternativ
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Authors

Barbara J. Lombardo, PhD

Barbara J. Lombardo, PhD Barbara J. Lombardo, PhD

Distinguished Principal Research Fellow, Human Cap…
The Conference Board

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Rita Meyerson, EdD

Rita Meyerson, EdD Rita Meyerson, EdD

Principal Researcher, Human Capital Center
The Conference Board

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Marion Devine

Marion Devine Marion Devine

Principal Researcher, Human Capital, Europe
The Conference Board

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