As Adams rightly points out, it’s hard to attract and retain talent today. Of course, these firm-wide shutdowns constitute more than just a nice gesture - they’re a savvy business move as well. In an effort to address this, we are listening to what our people want and need to be successful, and we have heard resounding feedback that in this 24/7, always-connected world, there is a need for more time to disconnect and focus on mental and physical health.” For more expert HR insights, check out the latest issue of Magazine: “In today’s tight labor market, it’s becoming more and more difficult to recruit - and retain - top talent. “Our evolving flexible benefits strategy is based on feedback from our staff and partners,” explains Rod Adams, PwC’s talent acquisition leader. The new Vacay, Your Way program expands that shutdown, instituting new closures around Memorial Day, July 4th, and Labor Day. With its new Vacay, Your Way program, PwC is a proposing a radical - and radically simple - new approach: Just shut it all down (every once in a while).įor a few years now, PwC has been instituting a firm-wide shutdown during the holiday season in order to encourage all employees to rest up and recharge for the coming year. So what can organizations do to effectively support employee well-being? Obviously, the most common approaches to employee wellness and work/life balance simply aren’t getting the job done. And with companies scrambling to adapt to the COVID-19 outbreak, there’s even more pressure than usual to get wellness right. Burnout has grown so pervasive that the World Health Organization has classified it as an “occupational phenomenon.” While two-thirds of HR pros believe their organizations support employee work/life balance, only half of employees agree - largely because employees feel their bosses expect them to be available even outside of the office. We also know that employees want to work for employers that support their well-being: A Zeamo survey from last year found that more than half of workers find wellness benefits to be a key factor in their employment decisions, and a little less than half of workers said they felt their employers were responsible for their health.īut giving employees the wellness support they need has proven to be a bit of a challenge. We know that workplace wellness drives organizational performance: According to a Virgin Pulse survey, 85 percent of employers said effective wellness programs had a “high impact” on employee engagement, recruiting, retention, and company culture. the last year or so, advocates of employee health and well-being have not had an easy time of it.
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