The good news is that treating mental health and wellbeing in the workplace may make a difference. Studies have indicated, for instance, that wellness programs may increase employees’ performance, mental health, and self-efficacy and give other self-reported health advantages. The following are technological innovations for measuring and ensuring employee happiness.
1. Analytic Tools
Analytic tools are commonly implemented with remote data collecting utilizing the output from wearables and digital biomarkers. They may advise individual workers when they might consider taking time to recharge, for instance, or tell bosses when teams look to be suffering high levels of stress. On a bigger scale, companies might partner with solutions providers to evaluate their workforce’s wellbeing and utilize advanced prediction algorithms to relate these results to productivity. Finally, at an individual level, companies might use analytics technologies to identify workers in danger and, with their cooperation, send them to internal or external support services.
Manual handling is the cause of almost a third of job injuries. As such, several sectors have adopted robots in an attempt to automate monotonous or unsafe jobs.
A sensor-equipped portable instrument records human motion in the workplace to display movements for a robot to mimic. The approach allows non-programmers and non-technical professionals to educate industrial robots quickly and quicker, which might be a practical method to reduce accidents while also saving time.
3. Biomarker Applications
Wearables and digital biomarker applications may be utilized in a variety of ways to gather physiological data. For example, an employee may use their smartphone to self-report their mood or record their voice to evaluate their emotional condition. Alternatively, they can use their smartwatch to monitor their heart rate, skin temperature, and electrodermal activity to determine their wellbeing.
These types of innovative data collecting may be linked to larger offers; for example, if an employee reports recurrent poor mood, a digital solution may propose taking a few days off or referring them to individualized coaching or treatment. Such interventions may be conducted without disclosing an employee’s personal information; the employer sees aggregated anonymized data. Employers may utilize these data, which are more accurate than those acquired via traditional surveys, to identify and solve workplace pain spots and offer workers objective assessments of their wellbeing on an individual, team, or organizational level.
4. Online Wellness Programs for Employees
Online health and wellness programs are intended to assist and inspire individuals to achieve good lifestyle and behavioral changes in weight reduction, increased physical activity, stress management, mental health, eating a better diet, and muscle growth. Online health and wellness programs may be adapted to an individual’s unique requirements and difficulties and result in quantifiable, goal-oriented results by addressing various physical, emotional, and environmental elements that impact people’s behavior.
If you’re struggling to find time for your health and wellbeing as a result of your hectic schedule, an online program may be a better fit for you than conventional ways. Depending on the application, you may plan when the program’s activities are completed depending on your current schedule. Thus, there is no need to be concerned about scheduling and maintaining appointments. Generally, a program provides direction, instruction, and advice; you are responsible for implementation.
Employee resilience and mental-health initiatives are likely to be built on prevention and treatment solutions. They provide varying degrees of human interaction, ranging from preventative chatbots to in-person psychotherapy, and use a variety of approaches, ranging from meditation and hypnosis to cognitive-behavioral therapy.
Some are entirely focused on mental health, while others include sleep, diet, and other areas of physical health to provide a complete picture of employee wellbeing. Employers may utilize them to give workers a variety of individualized services, ranging from resilience training to clinical assistance, in combination with external professionals or skilled staff as needed. Large businesses might engage with a solution provider to adapt content to their specific requirements; smaller firms can set aside wellbeing funds for workers to spend on their chosen kind of assistance. Employers may also partner with third-party solution providers, such as Wellspace, to train workers to be first responders, conduct surveys on their employees’ wellbeing, and compile statistics on the success of support offers.
On a wide scale, digital solutions may provide treatments or encourage positive behavioral change. They are available at any time and location, assisting demand without the lengthy wait times associated with in-person counseling. Additionally, they are handy, simple to use, and anonymous.