Human Resources Director for Latin America North at Ecolab

Ana Cecilia García

A healthy company is a happy company. Humanity seeks well-being; sometimes, the pursuit can generate different types of discomfort. As a working professional, a person seeks economic and professional well-being. However, neglecting physical, emotional, mental, and spiritual aspects is impossible, as they all contribute to an individual's overall wellness.

A job should cover the economic and professional aspects (although it only happens occasionally). But it can also address the other components of its employees. This will bring various organizational benefits, thus impacting efficiency, productivity, and, consequently, the prosperity of the business.

Let's start with the perspective of the generations that constitute the most significant workforce: millennials and Generation Z. Delloite report high stress and burnout levels, indicating a retention problem for employers.

According to the study "Striving for Balance, Advocating for Change" conducted in 2022 by Deloitte, among 22,320 Gen Z and millennials, 29% of Gen Z and 36% of millennials see the cost of living as their primary concern. 46% of Gen Z and 47% of millennials live paycheck to paycheck and fear being unable to cover their expenses. Additionally, 72% of Gen Z and 77% of millennials do not feel secure about having a comfortable retirement.

How can we contribute to the well-being of two generations that perceive a complex present and future? What can be done from within organizations to reduce the burden of the workforce? Focusing solely on the economic aspect is not only a mistake but also fails to meet their overall expectations.

Obviously, offering a competitive salary and development opportunities is vital, but addressing employees' physical, mental, emotional, and spiritual well-being is also essential. Providing an environment that offers certainty, enhances their skills, promotes exercise, and reduces stress as much as possible is a perfect starting point for achieving corporate wellness.

It is important to note that the benefits of corporate well-being are not exclusive to employees. According to the book "Corporate Wellness Programs: Linking Employee and Organizational Health," corporate wellness programs lead to a 25% reduction in expenses related to sick leaves and healthcare plans, among others.

“Providing an environment that offers certainty, enhances their skills, promotes exercise, and reduces stress as much as possible is a perfect starting point for achieving corporate wellness”

Considering that, according to the Pan American Health Organization, physical inactivity levels in Latin America and the Caribbean have increased from 33% to 39% in the last 11 years, and this can be attributed mainly to the time spent working, it is undoubtedly the mission of companies to promote exercise. Insufficiently active individuals have a 20% to 30% higher risk of death than sufficiently active individuals.

Regarding an individual's mental well-being, the World Health Organization (WHO) recognizes burnout or professional exhaustion is recognized as a disease with negative repercussions on workers' physical and mental health, and employment directly influences this aspect. While each industry has its demands and nature, promoting efficient work schemes reduces employee strain. It allows for shorter work hours, which increases productivity in favor of the company and employee well-being.

While many organizations have focused more on mental health since the pandemic's beginning, addressing emotional and mental aspects without neglecting the physical element is essential in today's work culture. These are achieved through an initial diagnosis of the overall state of employees, as well as their perspectives and opinions must be carried out.

Once the level of well-being has been quantified, programs must be designed (or improved) to address and contribute to enhancing areas where growth opportunities exist. These programs should be an investment rather than an expense since they will ultimately contribute to the organization's success and longevity.

A corporate wellness program should address all these health issues. It should also consider an organization's specific needs based on the employees, company culture, and workplace-related issues.

The next step is program implementation, followed by monitoring and evaluation. A program that doesn't work or yields the expected results represents a waste of time. Establishing review periods allows for adjustments, if necessary, and realistically impacts individuals, their performance, and their commitment.

Another benefit for companies is that current and former employees are the first ambassadors of the company to the outside world. Good or bad comments will spread, positively or negatively impacting the internal environment or future recruitment. In short, the level of well-being generates reputation and commitment among employees and potential employees.

Currently, multiple programs are focused on specific wellness aspects provided by specialized companies. Some companies even implement unconventional and innovative measures that yield positive results, such as replacing chairs with plastic balls used in yoga practice, integration activities, volunteering, or playful initiatives that foster identity and unity.

A key goal of corporate wellness is to balance work and personal life so that employees thrive inside and outside the workplace. From the fact that a healthy worker is more productive, it is evident that addressing the various aspects of well-being benefits companies and contributes to reducing employee turnover and creating a happy company.