We recently ran a blog post discussing the top five corporate wellness trends for 2022. The first trend on that list was distributed, on-demand wellness. As companies seek to improve employee wellness across the board, they need to do so in ways that simultaneously improve recruiting and retention. Distributed, on-demand wellness fits the bill.
Employers have a vested interest in the health and wellness of their employees. Healthy, happy employees are productive. They bring a positive attitude to the workplace, motivating others around them. They contribute to company culture in ways that cannot be measured in dollars and cents. If an emphasis on distributed, on-demand wellness can lead to healthier and happier employees, isn’t it worth investing in?
The question is this: what does it look like? How does a company implement a distributed, on-demand wellness strategy? It starts with giving significant thought to the structure of the on-demand economy.
What I Want, When I Want It
Think of your own experience with the on-demand economy. Have you ever used a ride-share service? If so, you are familiar with the concept of wanting what you want, when you want it. You use an app to hail a ride and expect it to arrive in a few minutes.
The on-demand concept is all about choices. It is about having access to those choices at the very moment you need them. In a food delivery setting, this might mean bringing up a mobile app and choosing from among dozens of restaurants. In a health and wellness setting, it means having access to a variety of products and services you believe will enhance your wellbeing.
On-Demand in the Workplace
On-demand wellness in the workplace gives employees access to choices. As far as the ‘distributed’ part of the equation goes, it is a matter of offering employees a variety of choices that are appealing across the broadest possible spectrum. Not every choice will be right for every employee. That’s okay because each employee is given the opportunity to create a personalized basket of health and wellness opportunities.
In a distributed, on-demand model, health and wellness benefits are not limited to gym memberships and gift cards that encourage people to live healthy lifestyles. Options are much more varied. Employees can choose tangible benefits, like the free gym membership, but they also have access to mobile apps and educational resources.
In the break room, they don’t have to settle for unhealthy snacks. They can choose fresh fruits and vegetables and bottled water. Away from the office they have access to mental health counseling, health and wellness coaching, life coaching, and more.
Meeting Them Where They Are
If we had to compare this to our own healthcare kiosks, the point of distributed, on-demand corporate wellness is to meet employees where they are. The old model involves putting together a benefits package based on what insurance brokers and carriers tell you your employees need. The new model is to offer employees as many choices as possible and let them decide what is best for themselves.
The workforce is changing. Today’s employees are no longer sold on the limited health and wellness benefits previous generations had access to. Today’s workers are all about choice. They are well acquainted with the on-demand economy, and they expect the model to be applied to workplace benefits.
We encourage you to look at expanding your corporate wellness program to include the distributed, on-demand benefit model. Give your employees as many choices as you can. In so doing, you will be empowering them to take charge of their own health and wellness.