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  • Writer's pictureAbbey Salvas

Thriving at Work: Three Ways to Champion Your Own Wellness in the Workplace

Originally posted on the Mattingly Solutions Blog.


As we start the new year, many individuals and even organizations are focused on improving wellness as a resolution. When embarking on a wellness journey at work, there are several ways that you can seek to advocate for yourself.  


This post will provide key strategies for self-advocacy for workplace well-being, including researching organizational resources, communicating your personal needs with your immediate supervisor and work team as appropriate, and setting clear goals for your wellness. A partner post will focus on how you can advocate for others as a wellness ally.


What is employee wellness? 

Employee wellness refers to any initiative or activity aimed at improving employees’ well-being. These initiatives can include mental, physical, financial, and more so long as their focus is on improving the overall health of those who work at the organization.



Why is employee wellness important?

Wellness initiatives are some of the best ways for organizations to reduce burnout and illness in their employees. Workplace stress is a leading cause of lack of engagement and absenteeism. Reducing stress can help both your employees and your organization as a whole. 


Further, organizations can reduce turnover by investing in wellness. Employees are more likely to stay at companies where they feel appreciated and valued.  


Wellness programs are a great way to show your commitment to your employees. By prioritizing wellness on the individual and organizational level, individuals are better able to not only survive but thrive at work, knowing they are healthy. 


How do you self-advocate for workplace wellness? 
  1. Research organizational resources. 

  2. Often organizations have wellness initiatives in place but individuals may not be aware of the resources available to them. When advocating for your own workplace wellness, contact your HR business partner or other workplace wellness advocate and ask about programs in place in your organization.  

  3. Communicate your workplace wellness needs. 

  4. If there are no programs in place or they fall short of what you need, communicate those needs to either your immediate supervisor or an HR partner. Provide examples of programs from other organizations or brainstorm new ideas with them. For example, if you are looking to get more involved in your community for your emotional wellness, propose paid volunteer hours as an employee benefit.  

  5. Set clear wellness goals.

  6. If you are advocating for your own wellness at work, it’s crucial to have clear goals for what you are looking for from your organization. For example, rather than requesting vague support for your physical health, have specific goals such as sponsoring a gym membership or allowing for breaks during the day for physical activity. 


Looking to advance DEI through data-driven insights in your organization? Contact us at Plan to Action today to drive meaningful change, together.

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