Employee engagement affects many elements of a business, including profitability, productivity, and customer experience, among others.1 Employees who are connected to their organization work harder, stay longer, and motivate others to do the same.2 Recruiting and retaining talent is a costly—but necessary—business activity that is interdependent with employee engagement. So, to acquire and keep talent, employers must invest the time and resources necessary to ensure that their employees are engaged.
A recent Gallup survey reports that only 33 percent of U.S. employees are engaged in their job, and more than half say that they are actively looking for a new job or watching openings.3 The more disconnected employees feel, the greater their readiness to job-hop. Actively disengaged employees won’t just undermine business success, but are also twice as likely as engaged employees to seek new jobs.3
With the prevalence of this “grass-is-greener” attitude, employers must take advantage of employee engagement strategies that maximize their recruiting and retention efforts to attract and keep the best employees. Essential among these strategies is providing an employee wellness program. Not only can it improve employee health (HR professionals in 88 percent of organizations with a wellness program report that their initiatives are effective in improving employee health),4 but it can also make you an employer of choice, setting you apart from your competitors and making you attractive to prospective employees.
In the Society for Human Resources Management’s “2016 Strategic Benefits Survey,” HR professionals indicate that their companies’ wellness initiatives decrease their healthcare costs, decrease absenteeism, and increase productivity, while improving overall engagement. Moreover, those employees who actively participate in their company’s wellness program are 25 percent more satisfied with their jobs than nonparticipants.5
Employees want to feel connected to their job, manager, and company. They want to feel supported and nurtured. If those ties are not there, there is less impetus to keep them from quitting, leaving employers with no choice but to begin the costly recruitment, hiring, and onboarding process all over again.
Employees are often likely to say that they would change jobs for benefits and perks that are closely related to their quality of life.3 Sixty-nine percent of employees indicate that wellness programs are an important contributor to job satisfaction,7 particularly millennial and Generation X employees, who are more likely than older employees to view wellness programs as an important contributor to their job satisfaction.7 This explains why employee wellness programs are popular, with more than two-thirds of those surveyed reporting that their company offered employees some kind of wellness program or service.5
Too often left out of these employee wellness services is on-site or near-site medical care, offering convenient availability of a primary care physician. Such an offering provides an uncommon convenience to employees, and value to management; employees wanted this benefit, but their employers often did not provide it.6 In the busy workplace, time is money, and when employees need medical attention, they do not want to wait weeks before a medical appointment or take time off from work to go to the doctor.
A concierge doctor typically serves fewer patients than a traditional physician, providing a more personalized approach to healthcare. Concierge medical practices provide an enhanced healthcare experience that typically includes: same-day/next-day appointments, unhurried office visits, and 24/7 communication and advanced telemedicine connections. Features like these are what makes a wellness program, integrated with concierge medicine, a unique and invaluable employer asset.
Integrated programs, like CCPHP’s unique and best-in-class Employee Health +Wellness, provide employees with robust wellness support and membership in a concierge medicine program. These wellness programs provide a great way to attract the best and brightest, and keep them around for the long haul.
Employee engagement can be delineated into three distinct categories:
- Engaged employees are passionate about their work and feel a deep connection to their company. They drive innovation and move the organization forward.
- Not-Engaged employees are essentially “checked out.” They are psychologically unattached to their work and disconnected to their company. They’re putting time into their work—but not energy or passion.
- Actively Disengaged employees aren’t just unhappy at work; they’re busy acting out their unhappiness. They are resentful that their needs aren’t being met and undermine what their engaged coworkers accomplish.3
- Thompson. 14 Benefits of Employee Engagement—Backed by Research, Quantum Workplace; April 26, 2018; Quantum Workplace, Omaha, NE.
- Quantum Workplace. “200 Employee Engagement Ideas for HR & Managers,” Quantum Workplace Research, 2017; Quantum Workplace, Omaha, NE.
- 2017 State of the American Workplace. Gallup, Washington, DC.
- Society for Human Resources Management. 2017 Employee Benefits—Remaining Competitive in a Challenging Talent Marketplace, SHRM, Alexandria, VA.
- Society for Human Resources Management. 2016 Strategic Benefits Survey—Wellness Initiatives, SHRM, Alexandria, VA.
- Quantum Workplace. “Workplace Well-Being,” Quantum Workplace Research, 2017; Quantum Workplace, Omaha, NE.
- Society for Human Resources Management. 2016 Employee Job Satisfaction and Engagement Report, SHRM, Alexandria, VA.