Fitbit Georgia Orgia McDermott highlighted the transformation of corporate prosperity during the Health և Benefits leadership conference.

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The COVID-19 crisis has created another crisis for employers – welfare.

The statistics on the impact of the epidemic on employee well-being over the past year are shocking, said McDermott, chief consultant at Fitbit Health Solutions, at last week’s Health Benefits Leadership Conference.

For example, more than half of the surveyed employees increased their time for TV and video games, and 48% ate more junk food. About half today are more or less sedentary than before the epidemic.

In addition, more than 40% lack the motivation to take care of themselves, McDermott said.

Fitbit health educators have seen that customers experience a number of new challenges that affect their mental health. Increased anxiety, feeling that they have lost control, pressure, struggling with time demands, more frequent mood swings. “The feeling that they’re just ‘trying to figure it out,'” McDermott said.

“We are definitely under a lot more stress than a year ago,” he said. “And our bad habits affect our work and our lifestyle.”

This poses a unique challenge for employers, who will already be dealing with a number of new issues related to hybrid, remote or new personal arrangements.

McDermott suggested three best practices for transforming health strategies in the post-pandemic world.

Focus on complete health. Changes caused by the epidemic mean that health plans must be comprehensive, well-designed, and address the health of the individual. Traditional health programs focused more on the physical aspects of health than the concept of emotional health before COVID took over health areas, but now it has exploded. “With new routines, new stressors, blurred lines at work, new realities of what it means to work with other people without a guarantee of safety, the task of promoting emotional health is clear,” McDermott said. However, it should be considered as only one piece of the health puzzle, as physical activity, sleep, stress management, diet և much more all work together to affect health և very small changes in each of these areas can have a biometric effect. generate positive results.

Offer support around the clock. Refurbished health strategies should take into account the new workplace, which is likely to have some remote workers, some on the spot, some working in hybrid arrangements. Part-time employees may no longer have access to gyms or a healthy eating clinic, so employers need to think about how to support all employees throughout the day, regardless of place of work.

See also: What a plane crash survivor wants HR to know about stress

F is the key. As evidenced by the CDC’s recent recommendation to abolish the mandate of vaccinated Americans, the epidemic is still rapidly evolving, and employers need to be agile in their new health strategies. They need a “versatile, adaptable solution” that can easily be slightly increased or decreased over time, McDermott said. On this front, personalization that employees are accustomed to through their other work-at-home experiences is also possible, for example, through motivations to take certain health-related steps.

In addition to this best practice, McDermott advised HR benefits managers to focus on reducing mental health stigma by ensuring managers and leaders are prepared to identify mental health challenges, build mental health days into the company’s PTO programs, and offer employees a range of engagement options. with their health to build modern, promising approaches to health.

Conference sessions will be available on request by June 11. Register here if not. Click here to view this entire session.

Jen Colletta is the Editor-in-Chief HRE:. He received his bachelor’s and master’s degrees in writing from La Salle University in Philadelphia, and worked as a newspaper journalist and editor for 10 years before joining. HRE:. It can be reached at hreletters@lrp.com.

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