Quick-to-read HR news & insights
From recruiting and retention to company culture and the latest in HR tech, HR Brew delivers up-to-date industry news and tips to help HR pros stay nimble in today’s fast-changing business environment.
While often used interchangeably, well-being and wellness are distinct; the former refers to the state of an employee’s overall health (physical and mental, as well as financial) and the latter describes how an employee can maintain their health (think: exercise and meditation).
And both are HR priorities. Nearly all (98%) CHROs say they’re at least somewhat responsible for their employees’ well-being, according to Conference Board’s Q1 CHRO Confidence Index survey of 150 CHROs, which it released on March 22.
While just 26% of respondents reported that their companies increased spending on well-being in 2024, Diana Scott, leader of the Conference Board’s US human capital center, told us monetary investment isn’t necessarily an indication of their commitment.
Since many HR pros juggle multiple priorities with limited budgets, Scott told HR Brew she’s seen CHROs support employee well-being by embedding it into established initiatives like manager training, employee resource groups, and learning and development.
Scott suggested that HR might include education on the importance of sleep, for example, or how to achieve work-life balance. This, she said, can show how employees’ well-being is fundamental to company priorities.
“It’s really not about putting more money into well-being; it’s about taking the concepts of well-being and seeing how you can embed that concept into the many programs you already support.”
It’s also important for HR to support employee well-being, Scott said, by training managers to spot warning signs that their employees aren’t doing well mentally, physically, or financially.
“I think many companies are beginning to realize it’s so much more than [comp and benefits],” Scott said. “One of the things CHROs have said very clearly is it can’t just be a human resource responsibility [but] needs to extend to the leadership.”
She said a focus on well-being should also be a part of a company’s culture. This, she noted, may encourage employees to prioritize their well-being.
“The kind of culture you create for yourself and your organization is becoming tied to the well-being of your employees,” she said. “The leaders who make individuals feel like they are valued, that their voices are valued…and that they’re contributing to something that’s bigger than just themselves, so it makes it worthwhile for them to show up to work.”