Investing in employee well-being pays off.
Beverley Beuermann-King, a mental health and resiliency expert in Little Britain, Ont., says the research proves it.
Return on investment (ROI) data for corporate wellness programs shows that investing in employee well-being results in improved employee engagement, increased productivity, reduced absenteeism and fewer injuries.
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“If employees are healthy then the organization is competitive,” she says.
A study by Deloitte, for example, found a median annual ROI of $1.62 for every dollar invested in wellness initiatives. When programs were in place for three years, the ROI increased to $2.18. Employees who participated in wellness programs also reported higher levels of productivity and job satisfaction.
Roberta Galbraith, who operates a grain and oilseeds farm with her husband and two sons near Minnedosa, Man., says they have become more intentional about promoting well-being since the 2016 University of Guelph surveys showed that farmers experience high levels of stress, burnout and mental illness.
And even little things can make a difference, says Galbraith.
For instance, during the busy season the Galbraiths conduct regular check-ins with employees to see how everyone is doing. As a board member of the Manitoba Farmer Wellness Program, she also encourages everyone to take advantage of the program’s nine counselling sessions available each year at no cost to farmers.
To support healthy eating and hydration, everyone is supplied with an insulated water bottle and filtered water. In the busy spring planting and fall harvest seasons, Galbraith takes healthy meals to the fields.
At 5 p.m. each day everyone takes a 20-minute break to stretch their legs, have a visit and talk to their kids.
The farm also has a health spending account which covers medical expenses such as dental and vision.
In winter, they play hockey or curl, and they host a monthly cards night for the neighbours. Galbraith says it’s important to have social opportunities because farm life can be very isolating.
Stephanie Maynard has also found it worthwhile to invest in wellness initiatives for themselves and their full-time employees at their farm in Notre-Dame-de-I’Ile-Perrot, Que. With the help of six full-time and 60 seasonal staff, she and husband, Philippe Quinn, grow fruit and vegetables, operate a farm store and run a U-pick operation.
“We have an incredible team who often work extra hours and go the extra mile. We can’t afford to have a major player out for weeks or months with an injury. We prefer to offer preventative measures to avoid that as much as possible,” explains Maynard.
The services of an osteopath, dental hygienist and personal trainer are available at no cost to employees at the farm on a regular basis. The work at their agri-tourism operation is hard and stressful, notes Maynard, especially with customer service and a large seasonal team to manage. She explains that by bringing these services to the farm, they alleviate the burden of employees booking appointments and finding the time to go to them. “By getting these things done at work, they have more time on their days off for resting, to be ready to come back to work.”
Maynard explains they prefer to offer services that are beneficial than to pay into an insurance program that staff may or may not use. Full-time staff can also submit receipts for reimbursement up to $500 annually for wellness treatments such as massage and acupuncture. “Everyone has different needs, so we’re trying to make sure there is something of benefit for everyone,” she says.
They also recognize there is a connection between mental and physical health. “If you are struggling with pain, it wears on you. Maybe you’re not sleeping well, you worry about it and all of that has an impact on your mental state.” They also try to make it easy for their employees to incorporate exercise into their daily routine because it has a positive impact on mental health.
Maynard emphasizes the importance of checking with staff to ensure that initiatives being offered are still relevant. “Is it what they want? What else do they want? We have to keep asking as our team changes, as their needs change, to make sure it’s of benefit to them.”
Beuermann-King acknowledges that most wellness programs have been designed for larger companies with many employees and can feel out of reach for small businesses. However, she points out that low- or no-cost, in-house programs can also be very effective.
What makes the biggest impact? Beuermann-King suggests employers:
- Create a safe space free of harassment.
- Show meaningful recognition and appreciation.
- Create opportunities for connection and relationship building through volunteering or fun activities.
- Improve team dynamics by investing in communication, problem-solving and conflict resolution training.
- Encourage employees to get medical checkups and monitor their health (e.g., blood pressure, blood sugar, heart health) to “get ahead of an issue before it becomes fatal or critical.”
Helping employees self-evaluate and self-manage is also efficient, continues Beuermann-King. It could be something as simple as bringing in a speaker on a wellness topic during the slow season. Or you can encourage movement through employer-paid gym memberships or fitness apps or host a walking challenge.
Beuermann-King, who grew up on a dairy farm in southern Ontario, points out that there are now a host of free mental health services available to Canadian farm families. “We should be encouraging each other to take advantage of them. There is strength shown when we reach out for help, clarity or even just to vent.”
Mental health resources
A list of mental health resources available to farmers can be found on the Canadian Agriculture Safety Association website: casa-acsa.ca/en/mental-health/
What should a wellness program consider?
Where do you begin? Beverley Beuermann-King, a mental health and resiliency expert in Little Britain, Ont., recommends asking these questions:
How are your people doing? Are they stressed? Are they sick? Is there a high rate of absenteeism? What will it cost if I don’t do anything? What resources are available through farm organizations or your financial institution?
What are we already doing to protect the health and well-being of employees? What’s already working? Do you have benefits for vision and dental? Do you golf, play hockey or host weekly card games? Do you have workplace health and safety policies in place?
What programs do employees need to keep them healthy, keep them from getting burned out and quitting?
What do we want to achieve? It needs to be measurable.
What can we afford to invest? If you can’t afford to offer full benefits maybe you can compensate employees for some of their health costs by establishing a health spending account, which can be a more affordable alternative to group insurance benefits. (Be sure to seek advice from a tax professional.)
How to design your own wellness program
Beverley Beuermann-King, a mental health and resiliency expert, created the LEADERS acronym to make it easier for companies to ensure they have covered the bases when designing wellness programs.
L stands for Living Healthy. Examples include offering support for exercise, healthy eating, and quitting smoking.
E is for Environment. For example, first aid programs, air quality monitoring, Workplace Hazardous Material Information System (WHMIS) training, harassment and violence policies.
A is for Attaining Balance. For example, offer flex time and time management strategies.
D is for Dynamics and Culture which could include team building exercises and positive workplace policies, such as letting employees step away for a moment when frustrated due to an equipment breakdown.
E is for Employee Services which could include blood pressure monitoring and fitness appraisals.
R is for Remuneration. Are you paying people appropriately?
S is for Support Building. How do you support young parents, for example?
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