For Rite-Hite employees, wellness efforts pay off — literally.
All workers at the Dubuque manufacturing facility are eligible for an employee wellness program through which they acquire points for completing wellness activities or challenges, said human resources coordinator Holly Franzen.
As the points add up, so do the benefits. Depending on how many points an employee acquires, they’re eligible for discounted health insurance rates, gift cards and/or additional paid days off.
“There’s a bunch of different ways that people can get their points … but the overall goal is just for everyone to find ways to get out there and live a healthier lifestyle,” Franzen said. “If an employee is healthy, that’s better for them (as an individual) and us (as the employer).”
The program — implemented at Rite-Hite locations nationwide — is one of myriad efforts by employers across the tri-state area to flourish as employers turn to a renewed focus on the interconnectivity of wellness and workplace productivity.
Companies spent $51 billion on employee wellness in 2020, according to a report from corporate health care platform Wellable, and that figure is expected to rise to $100 billion by 2030. The exact initiatives vary, but they all hinge on a common goal of fostering a happier, healthier workforce.
Such programs come with a cost. But an effective program also can reap numerous rewards, as studies have shown that a focus on employee well-being is linked to increased productivity and retention across industries and company sizes.
“A focus on wellness shows employees that their well-being is valued,” said Lauren Minert, human resources manager at Kunkel & Associates and president-elect of the Tri-State Human Resource Association. “By addressing (wellness) needs, organizations can improve job satisfaction, reduce absenteeism and boost productivity.”
Similar to Rite-Hite, Kunkel & Associates offers an employee wellness program that Minert said employs a “holistic approach” that covers tips for improving physical and mental health, as well as financial wellness.
Throughout the year, employees are encouraged to participate in challenges ranging from step counts and healthy meal planning to mental health exercises and lessons on financial wellness.
Team challenges have proved particularly popular, Minert said, because they bring people together from different parts of the company to engage in friendly competition for points — and bragging rights — that can be used to acquire various rewards.
“Engagement increases when programs are inclusive and fun,” Minert said. “Offering a variety of activities … ensures something for everyone.”
Not all employee wellness efforts have to come in the form of an official program, however, as efforts vary from one workplace to another depending on its size and needs.
At the Crow’s Nest in Dubuque, for example, tattoo parlor staff receive four mental health days per year. Those are in addition to the other employee benefits, explained owner Robert “Woodstock” Bader, and draw from a separate pool than typical sick leave or vacation.
Bader said the goal in offering those days is to recognize the importance of employees’ mental health and offer a way to center those needs without judgment.
“Everybody is going to get overwhelmed at some point and need to take a day for themselves,” he said. “This lets them do that without the stigma of having to hide from it or taking a traditional sick day.”
At Q Casino + Resort, Vice President of Continuous Improvement Kathy Buhr said casino leaders focus on acquiring a broad knowledge base of the resources in the community so they can pass that information along to staff members as needed.
“In some ways, we don’t want to reinvent the wheel,” she said. “We try to stay informed on what’s already available so when a staff member is in need, we know where to direct them for help.”
Additionally, the Q Casino + Resort human resources team has implemented a series of staff appreciation events and initiatives in an effort to bolster morale.
Last week, for example, casino staff and their families were invited to a holiday party that was attended by more than 150 people. In June, a similar number of team members attended a family picnic at a local park.
Those initiatives and more will continue in 2025, Buhr said, as the continuous improvement team doubles down on its efforts to increase staff engagement and morale.
“We know that employee wellness is important, so it’s something that we really want to focus on and (identify) how we can continue to grow in those efforts,” Buhr said.
Wellness also can easily hinge on things as fundamental as workplace culture, said Amy Green, director of sales and programming at Northeast Iowa Community College, as employees work more effectively when they find support and respect from colleagues and bosses.
To help area employers recognize and meet those needs, NICC has partnered with National Alliance on Mental Illness’ Dubuque affiliate to offer a new program for employers to obtain a “stigma-free workplace certification.”
Through the program, employers meet with NAMI Dubuque staff to learn how to foster a stigma-free environment at work that promotes brain health friendly practices that ultimately improve employee’s well-being and morale.
Programming is customizable, Green explained, meaning employers can find a model that works best for their industry type and size. Topics covered will include brain health basics, signs of burnout and workforce empowerment.
“Gone are the days of ‘That’s an outside of work issue’ because employees are bringing (brain health) concerns with them into the workplace,” Green said. “Employers need to know how to address those to support their employees.”