Companies Investing in Wellness Services — Putting wellness into the workplace is going to be vital for companies’ benefits program. Presenting to different companies on health topics has shown me that employees need an outlet to manage their stress. Managers have told me that by giving them the tools they need to manage their stress has actually helped the employee better communicate with their superior.

When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Sarah Alysse Rosner.

Sarah Alysse Rosner is a corporate stress management consultant that helps companies cultivate a low stress environment so that their employees can be happier and work productively. She’s the creator and CEO of Live Well Enhance You LLC which formed out of a need for her clients to find balance in their lives. She branched into the corporate market to assist employees in creating out of the box solutions. She utilizes her BFA Musical Theater Performance background to coach others how to be confident and understand the connection between the brain and body. Spanning over a decade, Sarah has collected an abundance of certifications from Integrative Institute of Nutrition, STOTT Pilates, to National Academy of Sports Medicine.

Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

There were two life experiences that shaped me, and they happened to be stress induced. In my early 20s, I would live in a cycle of burnout from training Pilates clients in the morning, teaching dance to children in the afternoon, and performing music at night. Then in my early 30s I had this vicious cycle of burnout take forms in new ways. My body completely broke down this time and I needed to reevaluate my career decisions. I began to heal my gut by eating more vegetables, protein, and reduced process foods. In addition, I got my health and wellness coaching certification which led me to the path of forming my own company, Live Well Enhance You.

In 2016, my world completely shattered as my father was diagnosed with Kidney Cancer and it metastasized to the brain in a span of 2 months. This experience taught me that life is precious and to cherish every day with your loved ones. Also, it made me realize that my father and I were very similar, helpers and healers to everyone who needed us, we held everything inside and we both emotionally ate to cope. After his passing, I made it my mission to continually share my feelings with friends and family as well as encourage others to do the same.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

The workplace in 10–15 years will be similar in the sense that there will be more work from home opportunities but with an emphasis on growth at work and a competitive salary regardless of where you live. Currently, companies are working to improve their benefits programs and I believe this adjustment will bring workers back to bigger corporations.

Also, I believe with an increase of work from home, companies will decrease their office spending and increase their budget to have in person events as well as an executive retreat. Connection events will be essential for any company not having an office space.

What advice would you offer to employers who want to future-proof their organizations?

Invest in wellness programs for your company. To retain employees and bring on fresh talent during the great resignation period, companies need a wellness reset. Companies should incorporate movement, nourishment, and rest into the workday. Sitting for countless hours in our workday tightens our hip flexors, low back, and our optimal posture becomes hard to maintain. Therefore, it’s very important that we get up from our chairs and move our bodies. Regarding nourishment, it can be very difficult for workers to take a break to eat due to meetings and workload. Encouragement to have a real lunch break should be implemented into every company. Lastly rest which is the hardest to do at work. Our eyes and brains need time away from our screens as it decreases our productivity and can cause lingering headaches. Suggesting to your employees to use the 20–20–20 rule or to step away from their desk a couple times a day will offset the tension, benefiting their health and your company’s bottom line.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

To be honest, I think companies are offering a great deal to new employees. I would say that the biggest gaps are that employees aren’t asking for enough. They need to negotiate salary, ask for the programs and equipment they need, and be communicative with their supervisor. In return, employers will understand employees pain points and seek to find better solutions.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

Companies will need to put more emphasis on connection and develop an improved leadership program to inspire employee growth otherwise more employees will quit their jobs. Employees need to feel like they can make a difference in the company otherwise they might as well join a start up or create their own company.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

We need to get people out of their houses especially if there are no office spaces. The positive societal changes that I believe will be made are that employees will explore hobbies and community groups. If companies give more benefits including an increase in vacation days and pay, employees will most likely partake in activities outside of the workplace. Hopefully with workplace benefits employees will step away from their computers and participate in recreational sports, clubs, and/or volunteer. When we are out and about doing activities that we enjoy, we feel more relaxed, connected with our loved ones, and overall happier.

What is your greatest source of optimism about the future of work?

When companies give excellent benefits to their staff, employees will feel safe at work and prioritize their health & wellness.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

Over the last year, I’ve discussed with high performing employees from an assortment of companies in the sales, marketing, and tech spaces that shared with me that they need higher wages, better bonus structures, and improvement in health benefit programs. Employers need to listen to what their employees want versus what the company thinks employees need.

When working with a company, I always suggest that they create a survey to discover what areas of work are causing them the most stress. Then find services that will effectively help your employees. If they can afford it, they should hire a psychologist fulltime. Another option would be to hire a health and wellness facilitator. Wellness workshops are a great way to improve communication, enhance leadership, provide an outlet for creativity, increase movement, improve productivity, and connect co-workers to one another.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

Leaders are seeing it in their own company and these headlines only enforce what they already know. People are leaving the workforce. The question they should be asking themselves is why? Why did they choose to leave? Company cultures right now treat every employee as just a cog in the wheel. There are 3 items that need to be included in every company culture: engagement, providing education for growth in their field, and giving actionable steps to employees to achieve their goals. When those 3 things are prioritized, employees will feel heard and part of the team. In addition, the power of belief is key here to make a change. When we treat every employee like they are going to be the next manager, regional director, CFO and CEO they will believe and see that growth can happen at that company.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”

  1. Companies Investing in Wellness Services — Putting wellness into the workplace is going to be vital for companies’ benefits program. Presenting to different companies on health topics has shown me that employees need an outlet to manage their stress. Managers have told me that by giving them the tools they need to manage their stress has actually helped the employee better communicate with their superior.
  2. In Person Events — Many companies are saying goodbye to the office space and are now saying hello to company quarterly in person events. Tony Robbins has been doing this for years but now we are seeing enrichment sessions and keynote speakers at company conferences too.
  3. Celebrating Employee Diversity — Acknowledging that everyone comes from a different background is here to stay. In my own practice, I’ve taken EDI (equity, inclusion, and diversity) courses to become a better ally as well as learn about different cultures and how to celebrate them in the workplace.
  4. Community Building — Creating networking events, recreational sports teams, leadership outings, and/or book clubs for your company is a wonderful way to get people to feel like a part of the community. In my early 20s, I loved grabbing dinner with the management team and volunteering as I got to know my managers as human beings.
  5. Reevaluating Roles — People aren’t staying at the same company let alone the same role anymore. Encouraging employees to investigate different positions or opportunities at work will lead them to a greater work path and give them a feeling of belonging. Whenever I was encouraged to look at a management role, I asked myself how will this serve me in the future? Most of the time I took the position if I felt there was a good support structure and management team.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel. — Maya Angelou

When I 1st started my career, I wanted to make an impact and I thought by learning as much information as I could in the health & wellness space, I would achieve ultimate success. The real growth was learning from the living instead of textbooks. It wasn’t until I started listening and asking thoughtful questions to my clients that I realized what impact should look like in this world.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

Brené Brown is an incredible thought-provoking leader and it would be an honor to have breakfast with her! During that time, I would imagine we discuss her process of creating programs for companies and why she began to write books as well as start her own podcast.

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

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Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.