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Wellness strategies and ideas for 2024

10 Best Ideas for Employee Well-being in 2024

Employee well-being is no longer just a buzzword; it’s a strategic imperative for organizations looking to foster a happier, healthier, and more productive workforce. As we step into 2024, it’s crucial for companies to embrace innovative ideas that cater to the diverse well-being needs of their employees. In this article, we’ll explore the top 10 ideas for enhancing employee well-being in the workplace, setting the stage for a thriving workforce in the years to come.

The Health & Self-care trends for 2024

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Social, psychological, economic and technological changes influence the health & self-care business. This article highlights some of these health, wellness, and self-care trends. It supports the creation of a business strategy that is future-proof.

Welcome to “A Healthusiasm World”, a newsletter by Christophe Jauquet on the future of business in this health-conscious world.

Understand how the boundaries between healthcare, wellness, and consumer industries are blurring.

Discover the latest health behaviours, innovations and trends.

Learn what’s next for customer experience, purpose-driven marketing, and digital health.

” As people are more than ever occupied with their health, every business becomes a health business. This is one of the main drivers of the Transformational Economy. ” Christophe Jauquet

Things I need to think about

I’ve taken a long break from this newsletter over Christmas, mainly because the speaking market is gaining speed again. Bookings are again coming in for gigs that are more than 15 months away (it used to be about two months out in recent years).

But there is another reason for this pause: I’ve been reflecting upon the formula and approach of this newsletter quite a lot: Dedicating at least 20 hours every two weeks to write you a unique view on the changes in health & self-care… is exceptionally demanding. But beyond the fun and the flattering of its growing popularity, I have to be aware that this time dedicated does not generate any (direct) revenue at all. Should I tone it down? Should I stop altogether? Should I make it exclusive for clients? Or should I hide (some articles) behind a paywall? I haven’t figured it out just yet. But I realise that my newsletters are read more than my book. And even if many people have asked for my second book, is a physical book still suitable for time-relevant content today? My second book has been almost finished for over six months, forcing me to review some chapters against new evolutions…

Can this newsletter become a centrepiece of my content creation? It sure will be something to reflect upon and prepare for 2024. But you are indeed at the right place here.

Until then, let me now give you something to think about this year and for the years to come: the health & self-care trends for 2024.

Wellness in 2030

Consumers are spending more on wellness than they ever have before. Wellness is now a $1.5 trillion market globally—and it’s growing at a clip of 5 to 10 percent each year. McKinsey research shows that consumers are most interested in six wellness categories: health, fitness, nutrition, appearance, sleep, and mindfulness. Hear six McKinsey experts—Manish Chopra, Eric Falardeau, Scott Hayton, Jessica Moulton, Anna Pione, and Emma Spagnuolo—envision the future of each of those categories and the implications for companies.

Six wellness categories

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New wellness products and services are hitting the market every day. So what might wellness look like in 2030? Let’s look into the future.

What is a Chief Wellness Officer and How To Become One

The role of Chief Wellness Officer was virtually unheard of until 2015 when Deloitte and Kirkland & Ellis LLP appointed well-being leaders in their companies. Still, it took several more years and a pandemic for other organizations to take notice and recognize the need to take a deeper interest in the health and well-being of their employees.

HR leaders have reported that burnout was the major consequence of the pandemic, the US has openly declared a mental health crisis, while the WHO has reported a 25% increase in anxiety and depression worldwide since 2020. Hence why more organizations are starting to create a new C-suite position that prioritizes wellness and places higher importance on the care of their employees.

This article will explore what a Chief Wellness Officer is, the key responsibilities and skills required for the role, the average salary you can expect to earn, and the career steps to take to get there.

90% Of Companies RTO By 2024: 7 Strategies For A Smooth Transition

Resume Builder’s recent survey signals a massive shift in workplace dynamics: by 2024, 90% of companies will have completed their return-to-office (RTO) transition. While many see the benefits of in-person collaboration, a significant segment of the workforce remains apprehensive. Employers face the challenge of balancing an imminent transition with the well-being of their workforce.

This blog analyzes the survey results, explores the push-pull dynamic of RTO and future work arrangements, addresses employee concerns surrounding RTO, and provides empathetic strategies for a smooth transition.

Pressed for time? Here’s a quick summary…

RTO Movement: The transition back to the office is primarily driven by the value of in-person collaboration. Among organizations that have started requiring in-office

Push & Pull: Many employees have grown accustomed to more flexible routines established during the pandemic era, while organizational leaders cling to traditional in-office norms—a classic case of “old habits die hard.” The rise of hybrid work models seeks to strike a balance.

Ethical Concerns: RTO brings ethical concerns, including job security threats and forceful measures to enforce compliance.

Aligning RTO Policies With Employee Well-Being: Encourage and adapt to employee feedback and concerns regarding RTO policies. This involves tailoring policies to individual roles and well-being needs. Additionally, provide meaningful benefits that address common challenges, such as childcare benefits, flex-time, and mental health initiatives, which provide essential support for employees navigating this change..

Supportive Measures: Offering incentives such as commuter benefits, childcare benefits, and catered meals can address some common employee concerns regarding RTO. Upgrading the office with flexible spaces and tech-enabled workplaces can also ease the transition.

FREE Wellness RFP Template and Tools to Find the Best Wellness Portal

Is it time to find a new wellness portal to manage your employee wellness programs? Whether you’re going through an RFP process or not, check out these free resources to start your wellness vendor search.

If you’ve seen the signs that your wellness technology needs updating, or are ready to implement a digital wellness program, this blog post is for you.

Ready to Start Your Digital Wellness Journey?

Researching and evaluating new wellness management software vendors is quite an in-depth process and not something you undertake very often (thankfully!). Whether you plan to deliver your wellness program to your own employees or you’re a wellness service provider, a broker, a healthcare system, or an insurance provider – having a digital platform to host your program is a must-have in the post-pandemic world.

Are you looking for wellness technology to help design, deliver and administer your wellness programs as efficiently, painlessly, and affordably as possible?

We want to support you with this process. Below you’ll find a FREE Toolkit for Researching and Evaluating Wellness Technology Vendors that will help you to:

Identify your current pain points

Determine your project team

Establish your project goals for new wellness technology

Identify and prioritize your functional requirements for a new portal

Guide you through the entire vendor research and evaluation process

Conduct an internal needs assessment

Plus some resources to help you research wellness portal vendors on the market

Corporate Wellness Strategies

Guide Summary

Corporate wellness initiatives have gradually become expected by the multigenerational workforce. But as companies continue to adapt to new normals, it’s clear that purchasing a ping-pong table or offering a discount at the gym next door is no longer enough. With a healthy workplace environment more valuable than ever to Canadian workers, top marks go to those organizations with a positive wellness culture. Since health and wellness options can seem endless, however, we’ve crafted this guide with concrete examples you can implement in your organization. You’ll also learn why corporate wellness provides benefits to employees and employers alike, how to ensure your initiatives are successful, and much more.

Emotional Wellness Toolkit

How you feel can affect your ability to carry out everyday activities, your relationships, and your overall mental health. How you react to your experiences and feelings can change over time. Emotional wellness is the ability to successfully handle life’s stresses and adapt to change and difficult times. Flip each card below for checklists on how to improve your health in each area. Click on the images to read articles about each topic. You can also print the checklists separately or all together to share with others or as a reminder to yourself

Mindbody Releases 2024 Wellness Trends: Strength Training Leads the Way

From barbells to beauty to sleep, Mindbody says savvy consumers have high expectations for products and are looking for community experiences

Mindbody has released its 2024 Predictions report, revealing the top six wellness trends that consumers and businesses can expect in the upcoming year.

What’s on the minds of consumers as they look ahead to a new year? And how can businesses meet the unique needs of fitness enthusiasts young and old?

Read on to discover Mindbody’s six wellness predictions for 2024:

What Will the Workplace Look Like in 2025?

The shift to remote work will be among the biggest business trends in the coming years, though it won’t be the only lingering effect from the pandemic.

Before the pandemic, General Motors Co. was moving toward giving employees more flexible schedules. However, the coronavirus outbreak threw that effort into overdrive.

In November, the Detroit-based automaker announced it was hiring 3,000 technical employees, the majority of whom will work remotely. The company is offering more full-remote experiences than ever before. Leadership’s confidence to take such a bold step stems from the performance of the teams that are working remotely because of the COVID‑19 pandemic.

“Our workforce was able to meet the new challenges [while working from home] without missing a beat,” says Adam Yeloushan, GM’s human resources executive for global engineering. “We can [work remotely] well. We can do it effectively.”

‘The role of the office has changed. People aren’t going to go back to five days a week. Offices are going to be hubs of innovation and social interaction.’

Working from home became a necessary stopgap measure to keep companies running amid the COVID‑19 crisis, but it has evolved into a new business paradigm. Many employees praise their newfound flexibility, while company leaders continue to manage their businesses effectively—and less expensively—even when employees aren’t in the office. Employers also welcome the broader pool of potential job candidates, since remote employees can live anywhere.

“The role of the office has changed,” says Bhushan Sethi, joint global leader, people and organization, at global consulting firm PwC. “People aren’t going to go back to five days a week. Offices are going to be hubs of innovation and social interaction.”

That shift will be among the biggest business trends in the coming years, though it won’t be the only lingering effect from the pandemic. The virus pushed companies to grapple with health and safety issues like they never had before. Not only have they reconfigured workplaces to prevent infection, they have also grappled with how to address the pandemic’s toll on employees’ physical and mental health. Those efforts will continue to better prepare companies for other emergencies.

The killings of George Floyd and others while in police custody and the ensuing protests is the other development from this year that will reverberate through the business community for the foreseeable future. Floyd’s death laid bare the overall inequities in the U.S. and prompted soul-searching in the business sector. Companies have promised to increase diversity within their ranks—especially among executives—and the fulfilling of those pledges is now expected to top corporate agendas.

While the combination of the pandemic and social unrest have led to major new trends, the upheaval has also pushed other long-standing issues, such as environmental concerns, worker activism and rapidly changing technology, to the forefront of C-suite executives’ minds.

These are six major trends that will ripple through companies until at least 2025:

A Total Well-Being Approach: Why it’s Essential in Turbulent Times

Our AIHR experts predicted that organizations would pay closer attention to total well-being in 2023. As macroeconomic factors continue to put pressure on businesses and employees alike, this prediction is quickly becoming actualized, and with it, an increasing need for organizations to not only prioritize well-being but also build resilience across the business.

As a follow-up to the HR trends predictions, we will further unpack why total well-being remains a priority for organizations and what HR should consider when creating a total well-being offering.


Why total well-being is important

Developing an impactful total well-being approach

  1. Mental well-being
  2. Resilience
  3. Social well-being
  4. Financial well-being
  5. Physical well-being
  6. Career well-being

Global strategy on digital health 2020-2025

In 2005 the World Health Assembly through its resolution WHA58.28 on eHealth urged Member States “to consider drawing up a long-term strategic plan for developing and implementing eHealth services…to develop the infrastructure for information and communication technologies for health…to promote equitable, affordable and universal access to their benefits.” Countries and stakeholders were urged to direct their efforts towards creating a consistent eHealth vision in line with a country’s health priorities and resources, developing an action plan to deliver the proposed vision, and creating a framework for monitoring and evaluating eHealth implementation and progress. More than 120 Member States – including low- and middle-income countries – have developed such strategies and policies.In 2013, the Health Assembly adopted resolution WHA66.24 on

eHealth standardization and interoperability, which urged Member States “to consider developing … policies and legislative mechanisms linked to an overall national eHealth strategy”.

Drawing on these resolutions and recognizing the need to strengthen digital health implementation, in May 2018 the Health Assembly adopted resolution WHA71.7 on digital health, in which it requested the Director-General “to develop … in close consultation with Member States and with inputs from relevant stakeholders … a global strategy on digital health, identifying priority areas including where WHO should focus its efforts”. The strategy was developed through a consultative process launched in March 2019 that included discussions in online public forums, technical consultations, meetings of the WHO regional committees and the Executive Board at its 146th session1. The global strategy on digital health 2020–2025 was endorsed by the Seventy-third World Health Assembly in decision WHA73(28) (2020).

The global strategy on digital health builds on resolutions adopted by the United Nations General Assembly 2 and the World Health Assembly,3 related WHO global and regional Global strategy on digital health 2020-2025reports,4 regional strategies, the two-part report of the ISO Technical Committee on Health Informatics on eHealth architecture,5the resolution on ICD-11 and the WHO Family of international classifications and terminologies, the three-part National eHealth strategy toolkit,6 Member States’ current digital health situation

and status, actions, strategies, policies and investments, and recommendations of various United Nations panels on digital and innovation topics

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