By Stephanee Phillips, CHES, Wellness Coordinator, Charlotte County
“Imagine a workplace where employees step through the doors with a shared commitment: to meet not only organizational objectives but also each other’s needs. This paradigm shift in perception and practice lays the foundation for an empowered, innovative, and harmonious workforce – a workforce that thrives, evolves, and propels the organization into a future characterized by sustained achievement and shared purpose. Wouldn’t we all aspire to contribute to such a workplace?”
(Rethinking Employee Experience: A Paradigm Shift, Sean Morris, MBA Published Aug 10, 2023, LinkedIn)
Imagining such a healthy workplace might seem impossible. According to a 2024 Gallup Poll, disengaged employees aggregately account for $8.7 trillion in loss of productivity worldwide. How could we create a culture of well-being where the behaviors referenced by Morris are the norm? What systems would we need to have in place to promote an engaged, purpose-driven workforce?
Charlotte County is taking steps through best practices to make that imagined workplace a reality. There are a handful of best practices an employer can adopt, some of which are identified in a published review by the National Institutes of Health. This article will explore the steps the County has taken and the steps they intend to take. Creating this workplace is a marathon, not a sprint. One that we believe is worth the effort.
History
Historically, Charlotte County offered only a traditional healthcare plan with minimal employee assistance program (EAP) benefits. We realized that we could be more supportive of employee needs by expanding opportunities to utilize these services in two ways. First, we added 12 hours of available leave for all employees to use for medical services at the onsite clinic, then expanded to behavioral health services. Despite concerns that employees might take more time away from work, this change did not cause any uptick in time away but resulted in engagement with their medical and behavioral health care providers.
Second, we created a dedicated Mental Health Taskforce. These individuals have been instrumental in supporting our mental health initiatives and shifting to a culture that values well-being. Members of the taskforce, along with senior leaders and directors, have jointly completed the Mental Health First Aid certification. With the support of leadership and the taskforce, we have witnessed a positive cultural change.
Last year, we added the “My Well-Being” program. This program offers behavioral health services virtually and in person with licensed clinicians to support any well-being or mental health concerns. The My Well-Being services are at no cost to the employee and dependents on the County’s insurance, which eliminates the copay associated with these visits. Individuals who utilize the resources have no cap on the number of visits. The bottom line is greater access to services and less cost for the employer and employees. Furthermore, employees see this benefit as one way the County recognizes their needs and supports them in accessing the services they need.
Looking Forward
The savings we have realized in eliminating unplanned absences and encouraging preventive care continue to show a return on investment. The goodwill and strengthened engagement on the part of employees, who feel that we are planning for their needs and partnering with them to keep them and their families healthy, is significant.
What’s next? An expansion of a pharmacy will be available. Charlotte County’s additional steps are to provide resources, trainings, and toolkits for managers and employees. The dedicated educational material will allow everyone within the organization to be equipped and educated. Additionally, an employee champions group will be organized. This special group of individuals in each department will be knowledgeable about existing resources, share and adopt additional best practices, review opportunities, and be a voice for the employees. I’m excited to see what the future holds.
When your employees’ well-being is thriving, your organization directly benefits, but when your employees’ well-being suffers, so does the organization’s bottom line, according to Gallup. We’re looking forward to the journey, and we invite you to come along with us.
