Posted December 29, 2021
More and more educational organizations recognize the need to offer a range of well-being programs to teachers, administrators and staff. Some organizations follow a strategy focused on specific programs. But many others randomly provide programs throughout the year. In either situation, educational organizations should make sure their programs are holistic and fit workers’ needs. Here’s why it’s essential to offer personalized education employee benefits.
Most teachers, administrators and staff are concerned about their health. But they want to care for more than just their body. Workers want holistic health benefits that address their mental, social, emotional, spiritual and physical needs.
Educational organizations know that employees’ health impacts their attitude and productivity as well as the organization’s success. Business experts encourage companies to invest in holistic benefits programs that support employee well-being. It’s the only way that universities, schools and other educational organizations can have healthier and happier workers who are satisfied and stay longer on the job.
In nearly every area of life, people choose how they want things. So, the one-size-fits-all approach won’t work for teachers, administrators and staff when it comes to well-being benefits. Instead, benefits should be tailored to fit their needs.
Often, employers recognize the value of employee well-being, but they may be concerned about the cost. However, a small investment can provide a quick return in terms of improved employee productivity, motivation, morale, health and attitude. Educational organizations don’t need to offer an extensive menu of programs. Instead, they can provide several options and benefits to address holistic needs. Employees can select the programs and benefit levels that fit their budget and needs.
In the United States, the financial costs of poor employee health management are about $2.2 trillion annually, reports the Global Wellness Institute. If educational organizations don’t invest in holistic well-being programs, they’ll experience higher incidences of employee sickness, suicide and alcoholism. Employees also may show signs of burnout, stress and medical conditions that impact their physical health.
Holistic well-being is interconnected, so one area can impact the others, causing an imbalance. A survey of human resource professionals found that emotional exhaustion accounts for at least half of their annual employee turnover. Workers’ emotions and attitudes can impact their ability to handle diseases and medical conditions. Worrying about finances can cause teachers, administrators and staff anxiety and high blood pressure problems.
Providing personalized holistic well-being programs helps employees deal with problems in different areas (mental, social, emotional, spiritual and physical). Resolving these concerns enables education workers to bring their whole selves to work. This helps them be more engaged and focused on their students’ academic success.
Developing a year-round well-being strategy ensures that educational organizations address employees’ needs every month. Slowly roll out the plan, introducing each holistic benefit option to employees. Make sure to educate teachers and staff about their benefits package as well.
Include programs to show educational workers how to deal with problems and recover from unexpected experiences. Use problem-solving lessons to show them how to respond to work difficulties. This training will encourage employees to be more positive and optimistic. Plus, it shows educational employees that their organization is making an intentional effort to resolve needs and deal with problem areas.
Focusing on employee well-being encourages the development of a positive culture where employees support each other. Workers are more upbeat and interested in doing their best in this environment. Organizations with this culture enjoy higher engagement and productivity, resulting in more satisfied teachers, administrators and staff.