A new Deloitte Global Human Capital Trends finds that companies are naturally more concerned than ever about employee wellness. 

“When Deloitte put together its 2020 Deloitte Global Human Capital Trends study, well-being was already rising on the organizational agenda, even before the pandemic. The study showed that 80% of the 9,000 survey respondents identified well-being as “important or very important to their organization’s success.” When COVID-19 took hold, the crisis cast new light on the importance of well-being and suddenly, conversations about the toll of social isolation and economic recession on workers’ mental and emotional health were commonplace, meaning there was little time to waste.”

The study points out three levels of implementing employee wellness: at the individual, team and organizational levels.

Individual. Employees should take the initiative in setting their own boundaries and making their well-being needs understood. They should influence the prioritization and design of well-being by participating in the development of flexible and responsive policies and practices that balance individual needs with those of the team and the organization.

Team. The power of teams comes from their ability to connect people with each other to unleash their collective capabilities. Tapping into those capabilities requires team members to understand and honor everyone’s well-being needs to create an environment in which the team can perform at its best.

Organizational. Leaders have a responsibility not only to invest in and promote well-being, but also to commit to it by designing well-being into work and making well-being a consideration as important as any other factor that affects the bottom line.