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How to Become a Wellness Champion for Your Health Care Professionals

Recent challenges have forced many industries to evaluate the connection between mental wellness and retention. And for health care employees, the two factors are inseparable.""

A study from Harvard Business Review revealed 68% of millennials and 81% of Gen Zers who left their jobs in 2021 did so for mental health reasons. And according to the Centers for Disease Control and Prevention, health care professionals frequently “place the well-being of others before [themselves],” leaving them vulnerable to:

  • anxiety
  • depression
  • exhaustion
  • and other issues spurring burnout

Given the high-stress and fast-moving nature of their work, protecting the mental well-being of health care workers is crucial. But how do health care entities enhance their staff’s quality of life while maintaining the agility their industry demands?

Opposing obstacles

For many health care professionals, some amount of stress is inevitable. And considering Morning Consult found 1 in 5 employees have left the medical field since February 2020, the pandemic only intensified this strain.

At the same time, health care is slated for unprecedented expansion over the next decade. Data from the U.S. Bureau of Labor Statistics predicts about 2.6 million new jobs will be created by 2030, translating to growth of 16% for the industry.

Health care entities not only need to protect the mental health of their current staff, but also create an environment where emerging professionals want to work.

""Nurturing wellness

Promoting and maintaining employees’ mental well-being requires a full-spectrum approach. Luckily, the right strategy backed by tools to automate your wellness initiatives can help you do so, even while your team is delivering necessary care to those in need.

Managers will likely be at the forefront of this effort. Research from REBA, a benefits consulting firm, revealed 49% of employees don’t believe their manager would know what to do if they talked to them about a mental health issue. By empowering leaders with a tool to streamline their more tedious and redundant responsibilities — like verifying time sheets and approving time-off requests — they have more time to involve themselves in development and form stronger relationships with their staff.

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Managers can have a meaningful impact in their position, but it may be unreasonable to expect them to be the only mental health champions for your staff. After all, 4 in 10 American adults experience anxiety or symptoms of depression according to Kaiser Family Foundation, a nonprofit organization focused on illuminating health issues.

Offering an on-site well-being adviser to your staff gives them a place to discuss these issues in confidence while helping your managers overcome this challenge.

Likewise, reevaluating and enhancing your benefits can give your health care professionals the assurance they need to focus while elevating their well-being. In fact, adopting a tool to help them easily enroll in their benefits, while also providing extra transparency about their options and a platform to ask questions, demonstrates you’re invested in their overall health.

And if you seek to expand your benefits package, consider options that address mental and physical health. Research from the National Alliance on Mental Illness suggested people with depression have a 40% higher risk of developing cardiovascular and metabolic diseases. Thus, both sides of the wellness coin are a priority.

With persistence and a solid grasp of what health care professionals really need, you’ll have the means to deliver a work culture that promotes and protects their well-being.

Explore Paycom’s easy-to-use app for HR and payroll tasks to see how it helps you streamline operations, reduce costly errors and protect your workforce’s wellness.

DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.