Achal Khanna on holistic wellness

Achal Khanna

According to the 2019 Employee Benefits Survey administered by the Society for Human Resource Management in April, 58% of the respondent organisations offer general wellness programs. Of these respondents, 20% reported that their organisation had increased wellness benefit offerings. Organisations are increasingly investing in holistic wellness programs, which go beyond the physical aspects of wellbeing and takes the emotional, intellectual, physical, social, environmental, financial, and spiritual wellbeing of employees into consideration. Studies show that if implemented right, holistic wellness programs can increase an employee’s physical activity, decrease medical expenses and absenteeism, and increase employee engagement. 

An initiative of the Association of Human Resource Professionals (AHRP) and the Society for Human Resource Management (SHRM), the ‘HR Think Tank Sri Lanka,’ will be hosting a ‘Think Tank on Holistic Wellness’ on 24 October. Ahead of the event, SHRM APAC and Middle East CEO Achal Khanna was happy to answer some questions.

Q. Why does holistic wellness matter in the workplace?

 Research shows that the health status of employees directly influences their work behaviour, attendance, and on-the-job performance. Therefore, improving employee wellbeing will result in a more productive workforce. That’s why 75% of high-performing companies now measure employee health status as a key part of their overall risk management strategy, and many pursue active wellness programs.

Q.  How does ‘holistic wellness’ differ from the concept of ‘health’ that we are all accustomed to?

 Traditional wellness programs are limited to physical health. Holistic wellness encompasses physical, mental, emotional, and financial wellbeing. Usually we associate health with physical health; however, other aspects of wellness are equally important.

Q.  What are the new trends in workplace holistic wellness in the APAC region?

 Ideas about well-being are changing in APAC. People are less cynical and sceptical about how things such as mindfulness and meditation can impact general wellbeing. There is a growing demand for health and wellness initiatives such as corporate fitness centres, nutrition programs, and exercise coaching programs at the workplace. 

Corporations are looking at their demographic to identify risks and remedies. This goes beyond mere diet and exercise programs and takes a genuine interest in an employee’s financial literacy, mental health, and work-life balance. Employers are trying to understand the character, strains, strengths, and traits of employees in order to design tailor-made wellness programs.

Large organisations are exploring the innovative use of technology to drive wellness programs. Technology companies are coming up with new tools to measure and drive wellness initiatives.

Q.  What can organisations do to promote mental and financial wellness in the workplace? 

 When an employee is loaded with tasks, has to meet tight deadlines, or juggle multiple responsibilities, the pressure can build up. Add personal anxieties such as financial insecurity to the mix, and the employee will burnout and become stressed. We believe employers can play a crucial role in supporting staff during these times of difficulty while taking proactive steps to promote emotional and financial wellbeing in the workplace. Sometimes a simple awareness session on better financial management can go a long way. Some employers now provide benefits such as free accommodation and transport as a benefit to ease financial and mental stress.

An organisation can bring in a specialist to train managers and HR staff to better understand the causes and consequences of financial difficulties and stress, and how they can support staff members struggling with their mental health and financial management.

Q.  What is HR’s role in promoting holistic wellness?

 High-performance organisations understand that fostering a holistically well workforce can build a significant competitive advantage. However, developing, executing, and sustaining an effective workplace wellness program is among the most challenging tasks facing human resource professionals. It is incumbent upon HR to justify costs for employee wellness programs. In doing so, HR can use healthcare claims data. Today human resource and wellness program managers must be proactive in meeting the growing demand for more rigorous evaluations of worksite wellness programs. By taking the time to objectively assess the organisation’s resources, evaluation capabilities, and needs, HR can enable the organisation to make informed choices about the organisation’s holistic wellness strategy.