How to Create Well-Being Programs That Work
Our Privacy Policy has been updated! The Conference Board uses cookies to improve our website, enhance your experience, and deliver relevant messages and offers about our products. Detailed information on the use of cookies on this site is provided in our cookie policy. For more information on how The Conference Board collects and uses personal data, please visit our privacy policy. By continuing to use this Site or by clicking "ACCEPT", you acknowledge our privacy policy and consent to the use of cookies. 

Well-Being at Work

How to Create Well-Being Programs That Work

/ Guide & Reference

Our recent report, The Next Frontier for Employee Well-Being, outlines how CHROs can create lasting improvements to employee well-being by taking steps to embed it into the business strategy and culture. Yet well-being programs remain an essential part of any comprehensive employee benefits offering.

More on this topic from The Conference Board:

Our recent report, The Next Frontier for Employee Well-Being, outlines how CHROs can create lasting improvements to employee well-being by taking steps to embed it into the business strategy and culture. Yet well-being programs remain an essential part of any comprehensive employee benefits offering.

More on this topic from The Conference Board:

Trusted Insights for What’s Ahead®™

For well-being programs to work for both employers and employees, they need to align with organizational values and employers’ and employees’ priorities, be competitive and cost-effective, and provide an ROI to the business.

Our survey research yielded several insights that can provide a starting point for HR leaders to align well-being programs with organizational values and employee priorities:

  • Programs that support flexibility at work (e.g., hybrid, flexible hours) were identified as most useful by the highest percentage of both US and Europe survey respondents, among an array of options.
  • Employees also reported an openness to AI-powered platforms that provide useful “nudges” and tips to employees,1 which could prove to be more cost effective than more labor-inte

Authors

Barbara J. Lombardo, PhD

Barbara J. Lombardo, PhD Barbara J. Lombardo, PhD

Program Director, Distinguished Principal Research…
The Conference Board

Read Bio

Rita Meyerson, EdD

Rita Meyerson, EdD Rita Meyerson, EdD

Principal Researcher, Human Capital
The Conference Board

Read Bio

Marion Devine

Marion Devine Marion Devine

Principal Researcher, Human Capital, Europe
The Conference Board

Read Bio

This publication is available to you, but you need to sign in to myTCB® or create an account to access it.To learn more about becoming a Member click here. To check if your company is a Member, click here

Sign In

Forgot your password

Create An Account

 

Keep my computer signed in

Forgot your password

Create An Account

myTCB® Members get exclusive access to webcasts, publications, data and analysis, plus discounts to events.

Other Related Resources