The sentiment is echoed at Thirty Madison, a telehealth firm in NoMad that addresses chronic conditions.
“As a health care company committed to improving the lives of millions of people, we can’t just be patient first—we need to be human first,” said Steven Gutentag, co-founder and chief executive.
When teams began working from home early in the Covid-19 pandemic, it quickly became evident that the need for mental health support for employees was growing, Gutentag said.
Remote work meant employees were less likely to have downtime away from their laptop, he said, so the company implemented policies to ensure teams had time to recharge. Last year Thirty Madison launched wellness time that included “no camera days” to limit screen time, “no-meeting days” for focused work and “refresh days” for workers to take breaks, he said. The company provided a $750 wellness stipend and an annual vacation stipend in the same amount for those who take five consecutive days off out of their unlimited vacation days.
Talkspace added companywide vacation days on top of workers’ individual unlimited vacation days, and reminders were sent to ensure staff used them, Cirbus said.
Even smaller forms of employee validation can be important. Medly, a pharmacy company in Bushwick, provided a weekly lunch for its staff to thank those who worked at its brick-and-mortar stores throughout the pandemic.
“Weekly team lunches help build community among our frontline employees, who go above and beyond,” said Renee Kaspar, chief people officer. “Building trust and camaraderie within teams not only makes for a happier workforce but also a better customer experience for our patients.”
Aside from the behavioral health options, Medly expanded its health benefits through the use of One Medical, a membership-based primary-care benefit, as well as Cleo, a family-planning service, Kaspar said.
Health care employers especially realize that addressing stress, anxiety, burnout and work-life balance is just as important as providing health benefits, said Christine Muldoon, vice president of strategy at WebMD Health Services, based in Portland, Ore. WebMD provides well-being solutions for businesses.
In a February survey of 41 employers and health plans that had worked with WebMD Health Services about what motivated them to implement wellness programs, 80% said reducing health risks was important, and 73% said the programs could create a culture of health and well-being (respondents could select multiple answers).
Helping employees tackle stress and build resilience ultimately improves productivity, reduces absenteeism and lowers turnover, Muldoon said.
Moving past the pandemic, she said, business leaders will need to listen to their workforce as to what programs are desired, whether to address their mental, financial, social or emotional health.
“One company’s benefits might not work for another company,” she said. “And for well-being strategies to work, they have to be inclusive and communicated to the right people.”
The team at Medly agrees.
“As a technology company that’s dedicated to helping people live healthier lives,” Kaspar said, “it’s paramount that every single one of our employees has the opportunity to get the health care and familial benefits they need, on their terms.”
